2. Pre-Select provides a hosted, secure, affordable solution for tracking your talent. Let’s log in and look around.
3. Here’s your site, it’s been styled to fit your company’s colors, with your logo. When you log in, you’ll immediately see what’s been going on. Hiring managers have asked for new hires. Management has approved new positions. Stakeholders have reviewed and approved a great applicant. So, how does it work?
4. First, the administrator or assigned party creates approved users with appropriate permissions. Email them with a click. Edit or delete as needed.
5. This user is a member of Human Resources, but not an administrator. She can create requisitions, review requisitions, manage vendor information, referrers, and referral information, and review EEOC data to create the aggregate report.
6. Vendor profiles are provided in a list, just like the users and applicants. Email them directly from the list, or add notes, edit, or delete them as needed within the vendor profile.
7. There are job requisitions to review—provided by the hiring manager, one of the users we talked about before, and approved or denied by the appropriate party at your organization, wherever they are—and applications to create for approved positions.
8. Once a user has requested a new hire, it’s made available to the appropriate stakeholders to review. Users can engage in dialogue about the position using the notes feature. The initial description provided by the requester can be edited, or the entire requisition can be deleted. If it’s approved, a click starts the application creation process. Is this position needed? Will the budget support it? What duties will the new hire fill?
9. The federal government allows you to consider only qualified job seekers as applicants, which in turn lets you cut down on the number of records kept in the system, improving the quality of applicants in your database for future consideration. If you choose to use them, the pre-qualifying questions are made available before the job seeker ever sees the application, so you can sort out the real possibilities without ever having to consider the job seekers who don’t have the skills you need as applicants.
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11. Once the job seeker has completed the pre-qualifying questions, if you choose to use them, he or she is given a user name based on his email address, and a password. The applicant completes the application and it becomes available to review. The applicant may log back in at any time to check on the status of the application or to see if there’s been a note left requesting another action—such as reporting for a drug test, making herself available for a telephone interview, coming in to your location for an in-person interview, or any other reason you’d like to contact the applicant.
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13. If you have a referral reward program or want to track where your job seekers come from, you can set up referral codes here. Assign referral codes to current employees, such as in the example above, or to job boards, Twitter, Facebook, or a newspaper advertisement.
14. Pre-Select is great for mid-sized companies in need of an affordable, intelligent way to track their talent . If you’d like to test Pre-Select, you’re invited to contact Robert Drusendahl for a personal tour. Call him at 216-226-7700 extension 106 or email him: [email_address] . We’d love to talk with you about how Pre-Select can make tracking your talent both easy and affordable. It’s hard to describe a complete talent tracking solution in a few slides.
