The Employment Center stores and categorizes all job seeker data in
electronic files, whether qualified or not. Consequently, if the employer
is filed against for discrimination in the hiring process in a few months
or a few years, that data can be accessed by job seeker name, social
security number, job category applied for or date of application, and the
entire complaint data file is then quickly, easily and readily constructed
and can be printed to prove the job seeker did not meet the job
pre-screening requirements.
Benefits
Features
The electronically maintained data file will
contain all the data on both the job seeker who did not meet the job
requirements and the applicant who did meet the requirements, and will reflect the employer's action
regarding which applicants' data was viewed. Thus, the employer has an �audit trail� of
the actions taken with the most qualified applicants from which a hiring
decision was made. This data is also readily available for compiling
EEO-1, OFCCP and VETS-100 reports.
The Employment Center has two basic segments of functionality:
Applicant Screening/Data Collection and
Job Posting and Applicant Data Review/Reporting.
Employer directs jobseekers to their
Employment Center site through advertising. Upon visiting the employer's
custom Employment Center, jobseeker will be able to:
- Review information about the employer
and benefits of working for the employer
- Review available job openings,
including job descriptions
- Select job openings to apply for,
differentiated by location
- Provide name and contact information
- Opportunity to voluntarily complete
Affirmative Action Data Form that gathers the data required for EEO-1
and Vets-100 reports, and is required by the OFCCP in compliance audits.
This information is collected at the beginning of the data collection
process to provide evidence of an attempt to gather this required data
prior to any jobseeker screening function. Jobseekers have the option to
decline to provide this information. If they do decline, a record of
their desire not to provide the data is captured in their file. All data
collected under this function is restricted so that the employer cannot
access the data except as required for reporting/compliance.
- Complete job specific pre-screen
questions that determine whether a jobseeker meets the minimum
qualifications for the job. Prescreen questions can be scored so that
most qualified applicants appear first. Those that do not meet minimum
qualifications are notified that they do not meet the minimum
qualifications at this time and are not allowed to proceed further with
application process, though data collected from them up to this point is
retained
- Complete employer's employment
application, including attachment of a resume if available
- Complete new hire tax credit
questionnaire to determine eligibility of applicant for new hire tax
credits
- Complete other forms and/or provide
consent for release of pertinent data for background verification as
required by employer
- Complete assessment to determine job
fit
- Applicant is thanked for applying
Employer is provided access codes by
location or operating unit. Appropriate personnel use the codes to
add/delete job openings, access applicant data and utilize the applicant
tracking features of the Employment Center:
- Employer may add or delete job
openings by inserting or deleting job descriptions and associated
prescreen questions. Tools are provided to assist in posting job
descriptions and deriving prescreen questions.
- Applicant data for a location or
operating unit is sorted by name of applicant, with the most qualified
applicants appearing first if scoring of prescreen questions is
utilized. By clicking on an applicant's name, the entire data file for
that individual can be viewed including answers to prescreen questions,
resume, application and assessment results.
- An email function is provided to allow
an applicant's data to be readily emailed to another party.
- Applicant tracking functions are
provided to allow an applicant's data to be moved to folders
representing specific steps in the selection process.
- The Folders function is integral with
the OFCCP function. The OFCCP function, when utilized with the Folders
function, allows analysis of each step of the employer's selection
process. The OFCCP function analyzes each stage of the selection process
for potential adverse impact. This analysis is critical for OFCCP
compliance.
- The EEO-1 and VETS-100 function
provides the data needed to compile these reports
- For those employers using integrated
Background Verification services, the Employment Center provides a
portal to allow quick selection of applicants for whom background
verification reports are desired
- Once an applicant is hired, the
Employment Center provides a portal for notification to the Tax Credit
Processing Center for purposes of recovering possible new hire tax
credits
The CRI Employment Center is the most
economical and efficient system available to an employer today. The
Employment Center goes beyond most HRIS systems in use today. These
systems do their tasks well, but they were primarily created to house
employee records. They were not designed, from a front-end standpoint, to
deal with the intake and finite screening of job seekers and then
differentiate an applicant from a job seeker, as CRI's Employment Center
does. Companies using these systems for job seeker information flow
require that resumes be emailed in by job title or opening, or faxed, in
which case the fax number converts into an �E� file, or that paper resumes
must be scanned in. These systems can process thousands of resumes, but
those resumes still must be screened.
By utilizing customized, job specific
questions and required answers to determine whether a job seeker is truly
qualified as an applicant or not, and asking those questions �up front�
via the web-based applicant process, an employer utilizing an Employment
Center can eliminate the labor effort involved to determine which job
seekers are job applicants and which aren't.
Proper, legal and effective
differentiation of an applicant from a job seeker is critical. Employers
with Affirmative Action plans who must file EEO-1 and OFCCP reports must
compile applicants (not job seekers) versus hires in computation of the
4/5ths rule to determine whether discrimination exists in their hiring
process. Thus, keeping non-qualified job seekers out of the qualified
applicant pool to use in the computation is critical.
EEO-1 and other state or federal
reporting requirements consider only qualified applicants relative to
those hired. Unqualified job seekers are not considered.
- Increases applicant flow based on
easier ability to apply
- Differentiates applicants from job
seekers in accordance with government agency standards
- Collects and houses needed reporting
data
- Accomplishes electronic job seeker and
applicant data retrieval
- Facilitates easy communications with
applicants
- Provides a better experience for job
seekers by automatically thanking them for applying
- For retail oriented employers via
discount and coupon drives, builds new customers and sales
- Provides better, more productive new
hires
- Insures control that other locations
are choosing the most qualified applicants
- Includes applicant tracking system's
features and benefits
- Provides an inventory of job seekers
and applicants to contact
- Mines those candidates for future
contact for hard to fill job openings
- Provides objective, non-biased
screening and differentiation of applicants from job seekers
- Provides EEO-1, OFCCP and VETS-100
reporting data
- Enables an employer to proactively
determine if they are in compliance with EEOC and OFCCP compliance
requirements
- Eliminates need for HR to review
resumes and/or contact jobseekers to determine qualifications
- Reduces paperwork burden related to
jobseeker applications, resumes etc.
Employment
Center
Assessments
Job Design |
