Aspirant On-Line Job Application System...
Aspirant
On-Line is a web-based based software application for the management of
information relating to the staffing process - Jobs, Candidates, Hiring
Managers and Hiring Organizations. Candidate searches are lighting fast
with a typical search through a database of 100,000 or more resumes
taking only a few seconds. Once a search is complete the results, ranked
according to how closely they match your requirements, are displayed on
screen. Using this service, organizations can be assured that
candidate screening takes place as rapidly as possible after the receipt
of the information and more importantly all candidates (both current and
historical) are reviewed against current job openings.
Aspirant
On-Line can be purchased as a stand-alone product or as an optional component of Department Manager' Toolkit.
Either way it is a very inexpensive solution for your hiring manager's.
Career Center...
Aspirant
On-Line provides job management capabilities that fully integrate your
recruitment efforts with the World Wide Web. Candidates visiting your
corporate web site can search for their ideal job, create an account
which allows them to apply for jobs and fill out your employment
application and other required paperwork from over the internet or from
kiosks deployed in your intake areas. Best of all this is completely
integrated with our applicant tracking system that is on your users
desktop. It also integrates seamlessly with Department Managers'
Toolkit, our optional human resource software solution.
Comprehensive
Candidate Screening...
Since the Career Center and Applicant
Tracking System are completely integrated all screening questions are
immediately present on your Career Center. And, candidate replies are
automatically recorded in their permanent record making evaluations
quick and easy. The program uses a skills match scoring system
giving them points for each skill they've attained that is a
prerequisite for a particular job position. If they have applied
for multiple positions the skill ranking will adjust to match that
positions requirements. This always gives you an accurate view of
a candidate based on the job applied for.
A
World Class System....
With it’s world-class
career center for your corporate web site, leading web-based applicant
tracking system, internet-wide job posting as well as candidate and line
manager self-service, Aspirant
On-Line provides our clients with the technology framework for their
Internet recruiting strategy.
Aspirant
On-Line offers advantages that are too important to pass up.
The principal advantages to our
on-line system are:
- Block applicants from
applying for positions unless the position is open.
- Elimination of hundreds
of job applications and the complication of sifting through paper
resumes’.
- Complete job application
including questions covering criminal history, driving history,
military history, education, references, and skills achieved.
- Automatic ranking of
prospective job candidates based on skills they’ve indicated they
have.
- Ability for an applicant
to apply for more than one open position.
- Automatic blocking of
individuals who have been flagged as Not Meeting your requirements.
- Automatically blocking
an individual for applying for the same job more than once.
There
are two components to the system. The first component is the program
that is installed on your hiring managers and HR staffs local computer
(in-house). The second component is the web interface that can be
installed on any Windows server. You can tie the system into your
existing website, or create a link to the reporting website. The web
interface also allows you to view statistical data based on a number of
views of that data. You can query the system by job code, requisitions,
or you can view listings of all applications or only recently filed
applications.
White Paper...
Click
Here to download our white
paper for a complete description of the system.
Take
a Demo
Easy 1, 2,
3 Setup
We’ve developed the program to be
very easy to set up. The basic process is shown in the flow chart
below.
Step 1
involves installing the program executable on each users computer and a
.dll and executable that resides on the web server. This step takes
about ½ hour.
Step 2 involves a one-time set-up of
job codes for each of your positions. You only need to establish the
job code information for positions you will be advertising. You can
always add additional job codes at any time.
Job code setup includes creating job
descriptions. If you already have them for the position you can
cut-and-paste into the job description field, or point to the file on
your server.
Step 3 involves creating a
requisition. The requisition is used to enable a job listing on your
website. It takes about 3 minutes for each job listing and uses the
information you set-up in the job code which eliminates redundancy.
You are now ready to review and
select candidates that have completed the on-line application.
In-House
System
The Personnel Requisition form is
used to record job openings that have been approved. It is a great way
to demonstrate compliance with applicable Equal Opportunity laws. In
addition, hired job candidate information is easily moved to the
employee record with a click of a button. Only open job postings
are available to job applicants.
This tab allows you to track the
who, what, where and when details of ads or postings for this
requisition. The user should select the source of the ad, and enter any
relevant information, including the date ranges for the particular
posting.
This tab allows you to track who has
been considered for this position, and whether or not they've been
hired. Only those qualified applicants that have been entered into the
candidates form can be selected. The candidates available to the
picklist are:
- Persons who have applied
for this position, and
- Persons who have been
entered into the candidates form, and
- Persons that have been
set as "Meeting Hiring Requirements".
Requisition Approval Routings Tab
This tab allows you to add routings
for your approval process. If you are using Aspirant On-Line, these
routings can be used to send a link to the applicable manager for
approval of this requisition. The manager then clicks on the link and
an approval form is given to them. They either approve the requisition
by clicking on the approval or disapproved button.
The candidates form allows you to
track information about persons who have applied for positions within
the company. Relevant fields from this form can be transferred to the
employee table should if this person is hired.
The contact information tab contains
fundamental information such as name and contact information. All
fields except middle name, Apt #, phone, alternate phone and fax # and
mailing address are mandatory.
If the person was hired using the
requisition form the hired checkbox on the bottom of the form will be
checked. In addition a "Move to Employee Recs" button will be
available. When you wish to move the candidate information to the
employee table click this button and follow the on screen prompt to
designate an employee number, as well as all mandatory fields that must
be completed before moving the person to the employee system. Once the
data is successfully moved, the buttons caption will change to "Reverse
Hiring", and the hiring checklist will be available for update in using
the Employee record jacket. The information in the candidates form will
be read-only to prevent further editing. However, this information is
available for editing in the Employee record jacket. Also, when a
candidate record is moved to the employee table, a pending status is
given. Use the employee record jacket find form, enter a "P" into the
status field and the records still pending will be available.
Secondary Tab
This tab allows you to enter
extended information about the applicant. In addition, the user will
select the position and application date, whether the person is
furloughed, if they have recall rights, their ability to travel and if
they have relationships with existing employees.
After reviewing the applicants
qualification and skills, the user must determine, and flag, if the
applicant meets company hiring criteria. If the candidate does their
name will be available for selection in the requisition screen.
This tab allows you to enter
information about the applicants education. None of the fields in this
form are mandatory.
Traffic and Criminal Tab
This tab allows you to enter
information about the applicants driving and criminal history. This
information is not mandatory. However, in certain industries Federal
Law may require you to perform a background check. This information may
be useful to you in selection of appropriate candidates.
References Tab
This tab allows you to enter in reference information
collected during the hiring process.
This page can be used by your
managers and hiring personnel to enter useful notes regarding the
suitability and scheduling of a candidate. This information will not
carry-over to the employee record if they are selected.
If a “+’ symbol is available next to
the subject line of the note this means that additional information may
be viewed by expanding it.
The notes tab is useful for keeping
a journal entry of things you believe are important about this
individual.
Skills Information Tab
At the beginning of program set-up
you were given an opportunity to include skill codes which would be used
to measure an applicants abilities. You can indicate the applicants
skill achievements using this tab.
Jobs Information Tab
An applicant may apply for more than
one open position. This form is used to indicate the positions he or
she has applied for. When you have reviewed the applicants resume you
can set a flag indicating if the person meets your requirements. The
default setting is “Undecided”.
Web System
The web-side portion of our system
is used by candidates to apply for open positions. It mimics the
questions on the in-house candidates form.
In order for the position to show on
the job listing form a Job Requisition as described in the beginning of
this document must be completed, and it must be open for enrollment.
Job Listings
Job descriptions can be viewed by
clicking on the position they are interested in.
A registered applicant can apply for
a position by clicking on the Apply checkbox and then submitting the
form. This information is then saved and can be viewed in the Jobs
Information Tab on the in-house system.
If the applicant has previously
applied for a particular job, and that job opens in the future, it is
removed from the listing and a message is given to the applicant
advising them of this.
Applicant Enrollment
Any person can enroll in your
application system by using the “Start Process” menu option or
“Register” links that would be included in your current website.
Before they enroll they must agree
to the “Terms and Conditions” of the application. The terms and
conditions are decided by you.
Once they agree they complete the
enrollment form below.
Once the applicant has successfully
completed the registration process they complete the following portions
of the main application.
Employment Questions
These questions establish the
candidates availability, right to work and previous termination. They
also indicate there furlough status, travel ability and referral source.
Education
Collection of basic educational
information is limited to the highest or most relevant degree the person
holds. The system does not rank a person based on how many degrees they
hold, or the type of degree obtained.
Previous Employment
Military Service
Skills Listing
If you established skill codes
during program set-up, the applicant is given an opportunity to indicate
skills they have achieved.
Skills are used by you as an
indicator of the applicants abilities in various areas. Although all
skills entered into the system are included for the applicant, the
applicant ranking logic assigns 1 point for each required skill, and .01
for each optional skill. This gives you the best possible view of the
applicants abilities in comparison to others.
Optional
Questions
The system is designed to collect
only the information that is necessary for the position. Some state
laws preclude you from asking questions during the application process
that are not necessary to qualify an individual for a position.
Criminal history is one such example.
When you set up the job code for
each position you can indicate whether or not these questions should be
included as part of the application process. If an applicant applies
for this position, and he or she has not previously answered these
questions, the applicable page will be presented to them.
Criminal History
These questions are asked whenever
you have checked the “Enable Criminal History” checkbox.
Driving Record
In situations where a person will
drive a company vehicle a thorough review of the persons driving history
can be made. Select the “Enable Driving Questions” checkbox on the job
code setup form.
DOT Drug & Alcohol Question
DOT regulated positions require you to ask each applicant
whether or not they have failed or refused to take a pre-employment drug
or alcohol test for another DOT regulated company. You can require an
answer to these questions by checking the “Safety-Sensitive” checkbox on
the jobcode form.
TSA Criminal History
The Transportation Security Administration requires
employers to perform Criminal History Records Checks (CHRC) for certain
classes of industry workers. This check is a specific list of
disqualifying crimes and should only be used for the regulated
positions. You can require the applicant to review a list of
disqualifying crimes and answer either “Yes” or “No” to certify this
review to determine their eligibility for this position.
Hiring Manager Web Interface
Queries
Hiring managers can query the system
to view applicants.
The query can be based on a job code
or recent submissions. You can also view open requisitions and
applicants who have applied for that position.
When a query is made the hiring
manager will receive a listing of the candidates, ranked by their skills
score. As mentioned earlier in this white paper, the score is an
invaluable tool that helps your managers decide which candidates are
best suited for this position.
Applicant scoring is based on the
following factors:
-
Education Level (1 point for College
regardless of level)
-
Required Skill Achievement (1 point each
skill)
-
Secondary Skill Achievement (.01 point each
skill)
If the manager is interested in
viewing a resume for a particular individual he or she can click on the
Applicant ID link and the full resume is presented to them.
