| Register clients and create multiple user accounts |
The system has the capability to process the relationships with multiple clients of recruitment agency. These clients need to be registered with the portal and users created. The principal user of the client can also create users and allocate services to them |
| Accept the job requisitions and process |
The Job requisitions are accepted from respective clients. These are published in the job portal after appropriate processing. The candidate can also be searched for and short listed from the existing resume bank |
| Create job specific work flows |
The system allows work flows to be configured according to the requirement of the job. This will be different depending on the engagement with client |
| Post jobs in the portal |
The public posting of the jobs can be done on the job board for the candidates to access and apply for. A job need not be published for getting candidates short-listed against it from the resume bank |
| Create job specific pages for providing more information |
Additional information can be posted in separate web pages. This facility is provided to give the candidates additional information about the job or provide information that is not captured in the job specification page |
| Basic search for candidates |
The basic search is intended to give the recruitment manager an idea about the number of resumes available in the data base with in a broad specification |
| Advanced Boolean search |
In this type of search, the search conditions are connected with each other through Boolean relation of "AND" , "OR" or "NOT" |
| Search using logical statements - rule base search |
This is a very complex search method. The user can create complex logical statements which helps to pint point the candidate who suite the job requirements precisely |
| Search with in search - drill down search |
The system allows the search results to be stored in a common place and then these results can be searched to arrive a more precise list of candidates |
| Multiple classification of candidates |
The candidate are classified into multiple categories like internal candidates, recruiter candidates, temporary search area etc for ease of management |
| Add generic and specific comments to candidate profiles |
WHire provides the facility to add comments to the resumes for future use. The comments are of two categories - Generic and Specific. The generic comments are for authored persons t se and the specific is for the individual who has put in the comments to see |
| Create favourite folders and store candidate profiles for appropriate use |
Authorized users have the facility to create favourite folders and store the candidate resumes for future use. These resumes can be shifted to the respective jobs as and when required. Each folder can be named as desired by the user |
| Correspond with candidates |
The system provides e facility to correspond with candidates |
| Ask for more document uploads from candidates |
The recruitment Manager has the provision to intimate the candidate to upload additional information in the form of scanned document or additional forms to be filled in. This will be used by the recruitment manager for specific job and store for future use of required |
| Roll out job specific questionnaires |
The system has the facility to create job specific questionnaires that can be rolled out to the candidates. These forms can be analyzed at the time of short listing of the candidates |
| Get approvals at various stages of recruitment process |
There are several approvals points in the system. The user or the administrator can set these points to active or inactive status. This need to follow the client recruitment policy |
| Define selection process for a specific job |
WHire has extensive selection processes. These process need to be defined against each job. The sequencing and the team also need to defined and schedule roll outs to a targeted set of candidates |
| Conduct section process |
Selection process can be conducted in several layers. Each layer can be used to shortlist candidates for the next layer. The consolidation at each layer helps the recruitment manager to arrive to arrive at the right group of candidates quickly |
| Collate the results of selection process and short list candidates |
The system provides effective means to collate the results of the selection process. The multilayered selection process with promotion of candidates between layers helps the recruitment managers to arrive at e right candidate with in the shorted time |
| Create offer letters and customize for individual candidates |
WHire has the unique feature of creation of offer letters with an understanding of the individual elements in the offer letter to be integrated to the respective elements in the client's HR management system |
| Conduct offer negotiations |
Once the candidate refuses the offer, the recruitment manager can conduct negation and reissue the offer letter. The process can be repeated as many times as necessary |
