Your Workzoom Coach will take the time to listen and understand how you do business so together we can optimize Workzoom to suit your goals.
Who is responsible for creating job openings (centralized or decentralized)
Your ideal job opening (requisition) approval process
Visibility of data for different roles in the hiring process
Career Page integration to your website (direct link, i-Frame, ?)
Branded Career Listings for external candidates
Your candidate experience including: Options for candidate to submit contact information, resume, complete pre-screening questionnaire, candidate emails and notifications (Welcome message, recruitment status, etc), how you collect required job competencies and/or certifications from candidate, Track expiry dates for Certifications
Your recruiting process including: Steps in the recruitment process based on the position, Assign notifications to appropriate individuals involved, Establish automated regrets for unsuccessful applicants, Establish automated offer letters for different positions, Candidate offer acknowledgement or obtain wet signature or e-signature acceptance
Forms/elements used to support the recruitment process: Setting pre-screening questions, Interview questions, Reference questions
After fitting Workzoom to you, you will be able to:
Establish and track vacancies at a job, department, and organizational level
Initiate and approve job requisitions
Create and manage job descriptions, competencies, certifications
Create and manage offer letters
Standardize and automate the job requisition and recruitment process
Provide a great Candidate Self Service experience
Leverage Workzoom to rank, rate, and compare applicants
Track and report on key recruitment KPIs
Establish talent pools to organize candidates
We need your input.
The success of Workzoom depends on you and your team communicating with your Coach! To make the most of Workzoom we need you to:
Articulate the Job requisition approval process
Articulate the hiring process(es) to be established/achieved
List of required job competencies and/or certifications
Prepare jobs and job descriptions
Experience Workzoom as if it were being rolled out tomorrow
Validate the experience, the data and the different user profiles
Understand – Train the Trainer approach
Engage in the interactive approach with your Workzoom Coach
All Recruiting Features.
Job requisitions & approvals
Managers can submit a job requistion which is then routed to adminstrators for review and approval.
Careers page (corporate website)
Automatically post job to the corporate website’s career page once the external posting date is reached.
Post to job boards (via Job Target)
Utilize integration with Job Target to post job to dozens of external job boards like LinkedIn, Indeed etc.
Workflow-driven recruiting process
Navigate recruiters through each recruiting step from prescreening, interview, offer letter, hire.
Unique processes for different job types
Define different recruiting workflows for specialized or managerial jobs.
Create standardized questionnaires or interview questions to be used in the recruiting process to align with your organization and the job you are recruiting for.
Short list the applicants by assigning a rank. Options include 1st pick, 2nd pick, 3rd pick, short listed, preferred, qualified.
Applicant quick hiring
Perform a quick hire on the applicant in which the applicant bypasses the recruting workflow and transitions from candidate to employee.
Candidates and recruiters can withdraw an application created in error.
Auto-rejection of candidates
Applicants are auto denied once a job posting has been filled.
Resumes will be parsed when uploaded to a job application, populating the candidate’s profile.
Candidate’s competencies can be assessed and recorded in Workzoom.
Applicants can be held in a job pool to recruit for a future position. Never lose sight of good quality candidates again!
Job offer & e-signature
Job Offer templates can be created, and used to send applicants offers. Applicants can sign the offer letter electronically and store it on their application for future reference.
Job descriptions can be documented electronically, and then used to build a job posting.
Recruiter assigned postings
Recruiters can be assigned specific postings to recruit for, keeping the postings and applications organized and segragated.
Applicants can be automatically ranked based on predefined preferences. Compare the ranked applicants based on skills, education levels, work history etc.
Applicants can identify personal and work related references directly on their application. Recruiters can track if the references have been verified or not.
Work histories, education & certifications
An applicant can document their work history for an application showcasing their related work experience as well as their education and certifications.
A rich candidate profile is provided allowing recruiters to see pertinent information on the candidate to determine fit.
Kick out prescreening
Prescreen questions can be included in the application process and can auto-deny applicants who do not meet the base requirements.
Recruiters can identify a candidate has been referred by an employee directly on the candidate profile.
All Recruiting Insight.
What job openings do we have that are posted? Break by dept, # active, # pending, PJA summary: # applied, # filled, # withdrawn, # denied
How long has each posting been open for? How many applicants? # applied, # filled, # withdrawn, # denied
Job board success
Which job boards have the most success? Least success? Where do the most applicants come from?
Hiring manager activity
Which managers are actively recruiting?
Job opening source
Why are the jobs being posted? Due to company expansion, movement, vacated position, growth?
What priority are the job postings ?
What requistions have been submitted that are not yet approved?
Job pool summary
What job pools are we tracking?
What positions are currently vacant in the organization? What jobs should we be recruiting for?
What jobs have less then a 1 FTE? What jobs are filled vs under-filled?
Where are the applicants coming from?
What is the percentage of applicants that get hired? How successful is the recruiting process?
Applicant drop off rate
How frequent are applicants dropping off? What stage are they dropping off at?
Average days per stage
How many days are applicants typically at each stage of the process?
How many applicants are in the funnel? What stage are they all at?
Referral to hire rate
What percentage of referals get hired? How often do staff refer candidates?