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This
component tracks the progress of applicants through the recruitment
process. Technology is used to automate the production of
correspondence that accompanies each stage. Many HRIS systems use
the component to record time elapsed between registering a vacancy and
filling the position, for best practice benchmarking and labor turnover
costing.
The shortcoming of this component is that many applicants for a position
will only be contacted once to acknowledge receipt of their application
and to advise them they have been rejected. Entering this record in the
HRIS is seen as a waste of time. The effort required to input the data in
the recruitment component and then generate a letter from the application
to the desktop word processor is seen as a long way around. It is
usual to go straight to the word processor and produce the letter, but
this means that the employment statistics, such as number of respondents,
success rate, etc, are not recorded and cannot be extracted.
Internet technology has enabled an interface to the recruitment
component to obtain and process a person's Curriculum Vitae. Sometimes
templates are used to structure the application, or search engines are
used to find a string of key words to short-list applicants. More
recently, videoconferencing technology has been used to conduct interviews
remotely
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