Creating the perfect career portal part 7 - on-boarding and career development

Promoted by Creating the perfect career portal part 7 - on-boarding and career development

Last time we examined ways in which you can use your career portal and ATS to facilitate the administrative heavy compliance process once you have made an ‘offer’ to a candidate. Now, in the final part of this series of articles looking at how to create the ‘perfect’ career portal, we look at the next stage of the recruitment process – preparing for the candidate to start work and using your portal for on-boarding and even career development.

On-boarding

Once your candidate’s reference / compliance checks have come through satisfactorily, you can begin the process of preparing for them to start and be inducted into their new role.

Of course in reality on-boarding processes can start much earlier than this, normally once a requisition has been authorised. To centralise information and streamline internal departmental communications, automated tasks and alerts can be created at key points during the process. For instance:

Once the job is authorised an alert might go to procurement to purchase a desk and PC.

Once the candidate has accepted the offer then their name could get sent to IT to set up an email address and user account.

Likewise if the candidate requires business cards or has any special requirements (as identified through the recruitment process).

This can then be coupled with your career portal, allowing candidates to provide any additional data they require forwarding to a dedicated department. A good example here is filling in bank details that are sent to Payroll.

It’s not just about collecting data, however. The career portal is the ideal place to share and provide additional information and documents to candidates. In the same way this information can be controlled depending on the stage the candidate is at, as well as the role and department they will work in.

Career development / Big data

During the registration process a lot of information is captured about candidates. The current trend is to export a subset of this to the corporate HR system upon accepting an offer.

This means that a lot of valuable data is lost. It also means that you cannot make use of the powerful recruitment features delivered via your ATS and career portal.

Most companies provide continuous professional development training. Using the portal you can promote training to candidates. This can also be targeted based on the skillsets they have, roles they have worked on or the department they work in. It could even suggest to them the types of roles and salaries they could expect after completing these courses.

Because of this ability to match candidates with actual skills and not just role preferences, you can also promote to them roles that they may not have thought about doing. Of course you should also be able to search for these candidates using your ATS.

Candidates will already be used to logging into your career portal so it is the perfect place to supply news and opportunities throughout their career. It will also offer a base from which you can link and promote via social networks.

So that concludes this series of articles on how to create the ‘perfect’ career portal. In part one we presented design tips; in part two we looked at ways to attract candidates to your career portal; in part three we focussed on social media; in part four we discussed why mobile is so important in recruitment; in part five we delved into some of the advanced features available and in part six we showed how you can benefit from using your career portal after an appointment in terms of facilitating compliance.

All the suggestions and advice we have given you along the way are by no means definitive, but we hope it has given you an interesting insight into how you can make more of your career portal and ATS.


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