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Technology Demo Notes
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True multi-tenancy environment; Frankfurt, Germany & UK is where the data is stored. No limits to # of clients or fields. Can create a field and/or client and use it within 3 minutes. Can set up functionality where we can restrict visibility between clients. Able to customize fields. Unlimited number of workflows.Can set up 2 different workflows for a job, for ex for internal v. external candidates. Multiple languages. Can create a survey through the system for HM & CNs and auto schedule the survey. Data Mart API (Randstad is using this). Talent pooling - will do job description parsing and will automatically provide candidate recommendations on specific job boards based on Google API scrapping of LI profiles. When we can click on the candidate's LI profile, it will open up LIR in a browser to grab contact info. Also can get resumes from Indeed, etc. In the future: bringing in chatbots, gamification. We would get teasers and insight on upcoming tools!
2.23.2018 Call Notes
Can save multiple customers in the same platform, and 99% of the platform can be configured per customer. Can also build walls between clients so they can’t view each other’s data if that’s preferred.
Hiring Manager view:
Working through process for GDPR - modifying what these screens will looks like, what information will be stored, etc.
- Can do single sign on
- Can integrate with Workday for jobs to already appear
- Can have approvers not log in but just approve reqs via email
- Can have multiple approvers and also ‘notification’ list
- Can set due dates, have reminder emails auto sent based on due date of approval
- Configured for mobile viewing, also has app access
- Candidate application has resume, any other docs, can add video responses to screening questions
- These video questions can be added to the initial application or part-way through the process, ie before HM interview
- If CN is rejected at application, they get a customized rejection email automatically
- If CN is selected at application, they can be sent an invitation to schedule next interview
- GDPR: share candidates within the system since already have approval/consent, vs. only option being to send externally via email and needing second approval/consent from CN
Recruiter view
- From job requisition, click ‘sourcing’ and it runs the search within the system for relevant candidates, LinkedIn, Xing, etc. and can connect others like Monster if you have a username/password
- Can further filter or exclude job titles, keywords, besides what it automatically pulls from the JD
- Save these searches as projects; projects can be shared w/ colleagues
- Compare candidates in one click by job titles, locations, years of exp
- Mass email, encourage to apply
- Chat Bot integrated starting Q2 - to answer Qs, recommend jobs, help initiate application process
- Scheduling interviews: if manager cancels an interview, it notifies recruiter and CN that it’s been canceled
Offer process
- Recruiter can own, or can hand back to HR
- Templates for offer documents can be loaded in, creates PDF for candidate
- Includes esignature so candidate can return the document immediately
Reporting
Can it track outreach / we add candidates in?
- No, they have to apply; can store talent pools but only if candidates give consent due to GDPR
Reporting - free w/ Qlik
Can we save our reporting filters or have to re-filter the reports each time?
- Not able to save at this time but is on the roadmap for future
Has standard metrics built out (ie time to fill), if we need to customize, it would be through premium version
Can we turn on or off the ability for HMs/client to pull their own reports?
- We can turn on or off, but they recommended leaving it on
Implementation Process - average 6-12 weeks
Any settings defined for Ryder could be copied/modified for future clients within our database
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