Topic to be Discussed:
◦ Overview of iRecruitment.
◦ Advantages and disadvantages & key Functions of
◦ Processes of iRecruitment.
Module of Oracle Application HRMS e-Business Suite
Web-Based recruitment solution
Manage all recruitment activities using a single self-
Easy-to-use interface for job seekers.
All the functionality of recruitment process for an
Similar to other Job Sites,But It share it's database
structure with core HR.
A separate homepage for : site visitors, registered
users, managers, recruiters, and agency users.
The homepages outlines the iRecruitment functions
available for each user, and provide direct access to
Site visitor: accesses the external web site but does not
create an account.
Registered user: registers on your web site and
provides a minimum amount of personal information.
Employee: apply to internal job postings, perform
employee referral, and interview tasks.
Manager or recruiter: access the entire functionality.
• Post and manage vacancies
• Process candidates and applicants
• Manage recruitment communication
• Create and manager offers
• Create and manage interviews
Agency user: belongs to a recruiting agency
Full-cycle recruitment solution.Automates every phase of
the recruitment process.
Integrates with Oracle HRMS to manage the entire
Information that the two applications share simplifies Your
day-to-day administrative tasks.
Example- hire an applicant- spend time filling forms. The
employee's details are already available.
Lower costs to the organization.(Posting jobs online - cheaper than advertising
in the newspapers.)
Reduction in the time for recruitment(over 65 percent of the hiring time).
Improved efficiency of recruitment process
Gives a 24*7 access to an online collection of resumes
Ignored unqualified candidates in an automated way.
Provide valuable data regarding the compensation offered by
the competitors - Helps the HR managers to
take various HR decisions like promotions, salary trends
in industry etc
Screening and checking the skill mapping and
authenticity of million of resumes is a problem and
time consuming exercise for organizations.
There is low Internet availability and no access and lack
of awareness of internet in many locations across
Organizations cannot be dependant solely and totally
on the online recruitment methods.
Analyze the Recruitment Process
The Performance Management Viewer (PMV) status and detail reports supplied
with iRecruitment help managers and recruiters to analyze various measures of
the recruitment process.
Use Third-Party Agencies for Recruitment
Identify one or more agencies to recruit for a vacancy.
Track Applicant Data for Compliance Purposes
Use the iRecruitment High Availability Feature
iRecruitment provides the high availability (HA) functionality to set up an alternate
or high availability instance to make the basic candidate job site available when
you shut down the iRecruitment instance to carry out maintenance tasks.
Oracle iRecruitment's integration with Symantec AntiVirus engine enables you to
perform virus checks on any documents uploaded to your system.
provide vacancy details :job description, skills,
Search and apply for internal job postings
Create candidate profiles, refer candidates, or apply for
jobs on behalf of your referral candidates
View vacancies for which your an interviewer and update
interviews if you are the primary interviewer
Updating Interview Details
◦ Entering Basic Offer Details
◦ Discretionary Job Title
◦ Proposed Start Date
◦ Expiry Date
◦ Providing Salary Details
◦ Entering Compensation Details for an Offer
You can update interviews from the My Interviews table
or navigate to the Candidate Details page of the applicant.
When you conduct interviews, you can update the
interview status and record feedback.
Search for candidates using criteria such as work
preferences, skills, and employment status.
Search for individual candidates using last name or e-
Perform keyword searches on the resumes of
Allocate a consideration level to indicate their level of
interest in the candidates.
Invite candidates to apply for their vacancies.
Refer candidates to other managers.
Reject candidates for a specific vacancy.
Use assessment or test results to evaluate
applicants for vacancies.
Identify applicants who have passed the vacancy
test to progress them to the next level.
Preview applicants' resumes or download
resumes to gather further information.
Progress applicants through the interview process and
update applicants' details.
Use the Background Check function to request a
background-check to verify information such as the
education history, qualifications, and relevant
experience of applicants.
Manage schedule for interviews.
Interview feedback and result
Applicants can view scheduled interviews in the My
Interviews region of their home page.
Enables communication between the recruitment
team members and candidates either individually or
as a group.
Applicants can verify their job application status and
check additional information for vacancies online
using the communications module.
Hiring managers and recruitment team members
can discuss interview feedback.
Recruiters can check with candidates their suitable
time and date for interviews.
They can sort applicants in the rating order to select
applicants for their vacancies.
Managers can create and send offers to successful
They can track applicants responses to offers online
and extend the offer duration, if required.
Maintaining an Offer
After you send an offer to an applicant, you can update
the offer or extend the duration of the offer.
Entering an Applicant's Response
If an applicant telephones you or sends a letter, you can
record whether the applicant has accepted or declined
the offer on the Enter Applicant Response page.
On the Update Offer: Enter Basic Details page, you can
change details such as the location or position offered
to the applicant
Updating Compensation Details
Reviewing Updated Offer Details
Viewing Offer Notes
Report on the vacancies that have been created in your
Report on information such as salary, qualifications and
competencies (skills) required, the location of the
vacancy and whether it is for a contractor or an