The Talent Acquisition App
Source • Shortlist • Interview • Hire
HR Selector brings order and control to the recruitment process allowing organizations of all sizes to centralise their recruitment process with a choice of free or enterprise subscriptions
Source
No matter what the sourcing channel, all applicants are funnelled through a single campaign applicants’ starting point.
This ensures that you are able to assess applicants sourced from a wide range of sourcing as easily as it would be traditionally from one and also ensure that all applicants are considered on a like-for-like basis.
Sourcing MetricsSome recruiters limit their use of recruitment agencies to one or two, primarily because of the associated administrative task that comes when dealing with multiple agencies, with HR Selector recruitment agencies can be provided with their own unique link, their agreed terms and conditions recorded, and the recruiter is able to measure the quality of candidates from each source and make intelligent comparisons between sources.
The recorded contractual terms are used to highlight to the recruiter where recruitment fees would apply.
Shortlist
Pre-screening questionnaires can be used to extract information from each applicant’s CV so that like-for-like comparisons between applicants are made easier and to test an applicant’s knowledge and gauge their experience and relevant skill set.
Skills Self-AssessmentApplicants can be asked to complete soft and hard skill self-assessments, tailored to the specific role and their self-assessments compared to an “ideal” candidate skill set.
Hard and soft skills are measurable by type of skill, level of proficiency and the skill’s relevance to the role.
Upload DocumentationApplicant can be requested to upload supporting documentation or examples of their work.
Pre-screening questionnaires and documentation can be staggered so that applicants are only asked for sufficient information that is relevant in order to advance their application.
Charts and ReportsAll the applicant's requested information is made easily accessable through the application's dashboard. Overview reports are automatically generated containing radar charts and scored pre-screening questionnaires.
Informed CandidatesWhen applying for a vacancy, candidates can get frustrated when they receive no acknowledgment as to the status of their application. With HR Selector recruiters can keep the candidates informed as to their progress and unsuccessful applicants can be sent notification that is both personalised and reflective as to how advanced their application was.
Interview
HR Selector allows the recruiter to administer and schedule multiple round interviews, with multiple interviewers.
HR Selector supports unlimited interview rounds and all types of interview formats, including telephone, video, in-person and audition.
Interview time slots can be assigned to candidates by the recruiter or offered to all the invited candidates on a first-come-first-served basis.
On confirmation, notification and calendar attachments are issued to the candidate, interviewers and any administrative personnel.
Subsequent changes to confirmed interviews can be made by the interviewee or interviewers and all relevant notification generated to inform all the affected parties.
Interview packs can be prepared that contains full details of each candidate’s application, any test results and uploaded documentation. Included with the pack can be interview guides and suggested questions.
Post Interview Write-upsA record is updated to confirm who was invited and who attended the interview and their role. The recruiter is able to provide general information such as if the candidate arrived on time, was late or did not attend, the interview duration and any other relevant information.
Each interviewer can be requested to complete a post-interview write-up which can be comprised of an interview and skills assessment, and an assessment of the observed candidate personality traits.
Where candidates have attended and the same interviewer has conducted more than one round of interviews, the interviewer can be invited to fine-tune their individual assessment of the candidate from any previous interview rounds.
Post Interview AssessmentsAll the interviewer assessments can be viewed individually or side-by-side, allowing for the views of all the interviewers to be considered and compared.
Radar charts are provided that overlay the role’s ideal skill-set, with any candidate’s skills self-assessment and the interviewers’ combined or individual assessments.
Further Radar charts are provided that overlay the role’s ideal personality traits with the combined interviewers' observed candidate personality traits.
Hire
Non-Contractual Offer
On selection, the candidate will be provided with a non-contractual offer in order to establish and agree on the basic employment details such as job title, contractual hours, holiday entitlement, remuneration and start date.
Acceptance by the candidate to the non-contractual offer can trigger the recruiters due-diligence procedures.
InformationOnce an offer has been made the offer can automatically trigger further requests for information to the candidate that would be required by the recruiter in order to issue a formal contract and later enrol them on the payroll and grant them authorisation to access buildings and computer networks. For example, they might be required to provide the recruiter with full correspondence and banking details and next of kin information.
DocumentationIn addition to triggers that request information, requests to the candidate to upload supporting documentation can be initiated, this could include documentation that supports the candidate’s right to work, certificates of qualifications and proof of relevant licenses.
ChecksWhere specific roles require the recruiter to complete statutory checks, or confirm certain information, the candidate can be automatically requested to complete any forms that will give the recruiter the necessary permission to complete the checks, or to request that the candidate contacts the relevant border to confirm that any requested information is released to the recruiter.
ReferencesWhere an offer of employment is subject to the recruiter receiving satisfactory references, the recruiter is able to initiate a request to the candidate to provide one or more references. The status of reference request will be updated in real-time, the recruiter can choose to delay the issuing of any formal contract until satisfactory references have been received, or continue with a formal contract but making it conditional on satisfactory references being received.
ChecklistA checklist of the information, documentation and required references will be maintained and updated as the information is verified and marked as satisfactory.
Formal ContractOnce the recruiter’s is satisfied that the checklist is complete or that sufficient information has been received the recruiter is able to issue an instruction containing all the necessary compiled information in order that a formal contract can be prepared and issued.
Attract More Applicants
No matter what the source, all the applications will be funneled through a single gateway with applicants all using the same format allowing easier like-for-like comparison.
Gain Time with Minimal Resources
Promote the Brand
A more efficient recruitment process allows vacancies to be filled quicker and reduces the chance of you losing out on the best candidates.
Dealing with Wrong or Unqualified Applicants
Deploy pre-screening questionnaires to discourage unsuitable applications and through automatic scoring, quickly highlight and reject applicants that do not have the right experience or lack the necessary qualifications.
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Attract More Applicants
Cast your net wide and source from everywhere including: job boards, website, internally, word-of-mouth and recruitment agencies.
No matter what the source, all the applications will be funneled through a single gateway with applicants all using the same format allowing easier like-for-like comparison.
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Gain Time with Minimal Resources
Save time through improved efficiency, removing duplication of effort and automating repetitive tasks. -
Promote the Brand
Promote the Brand and differentiate your organization from the competition by providing potential new recruits with a good and professional experience.
A more efficient recruitment process allows vacancies to be filled quicker and reduces the chance of you losing out on the best candidates.
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Dealing with Wrong or Unqualified Applicants
Reduce the risk of a Bad Hire by providing a framework that allows you to apply due diligence to the whole of the recruitment process.
Deploy pre-screening questionnaires to discourage unsuitable applications and through automatic scoring, quickly highlight and reject applicants that do not have the right experience or lack the necessary qualifications.
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Reduce Costs
Slash recruiting costs through improved efficiencies and by reducing or eliminating recruitment agencies fees.
Next Steps
Product Evaluation
Send your vacancy's job description to This email address is being protected from spambots. You need JavaScript enabled to view it.
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Founders' Story – Martin Day (with David Driscoll)
Nearly all workforces at some time expand and contract, experiencing cyclical periods of relative stability, rapid growth and contraction, sprinkled in-between with a steady change of personnel.
Coming from an IT background I have over the years expanded my horizons and taken on managerial, administrative and infrastructure roles and these have exposed me to the world of in-house recruiting with its heavy reliance on the Microsoft Office suite of application, Word, Outlook and Excel.
I have seen how the recruitment process has come under the spotlight as it has had to adapt to meet the challenges brought about through changes in employment law, health and safety legislation and added data protection responsibilities.
Always being one to embraced the “work smarter, not harder” philosophy, and having a personal dislike of needless labour-intensive processes and repetitive tasks, what was needed was something that would reduce the overall recruiting cost, automate the repetitive tasks and bring some basic discipline to the recruitment process, that might just curb those pesky line managers from recruiting undocumented workers from bus stops.
Finding an affordable off-the-shelf solution proved difficult, and that became the driving force for developing HR Selector, a talent acquisition app that addresses the real-world issues experienced by hard working and often under-resourced in-house recruiters.
Recruiting seemed like it might be a relatively straight forward process to automate, after all despite it rarely being a taught skill nearly everyone does some form of recruiting, as a candidate, recruiter or both. It wasn’t until we started to dissect the process that we realised just how complicated and labour intensive a process it is, how every role is different, involves close coordination between multiple people and how each organisation has its specific needs and different recruiting methods.
Working with my long-term collaborator David we set out to design something that was flexible enough so that it could adapt to any type of organisation, which would benefit from a “set-up once, use multiple times” approach, that would reduce costs, eliminate repetition and would avoid the need to ever open up a Word document, revert to using a spreadsheet or having to write an email.
More than that, we wanted something that would enable recruitment questions to be answered from anywhere there was an Internet connection, faster than it would take to just open up an Excel spreadsheet, let alone have to filter and sort data.
David’s many years of experience of developing mission critical enterprise applications has resulted in HR Selector achieving all the stated goals, and many more efficiency features to boot. At its core it offers centralise, real-time and secure information, it is a true multi-user system, providing efficient one-click processing, is mobile friendly and most important of all, affordable.
HR Selector is guaranteed to make a recruiter’s job more of a pleasure than a chore.
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About HR Selector
HR Selector is a talent acquisition application that will manage an organization's recruitment process from start to finish.
HR Selector is designed to be customised to suit the recruitment needs of small, through to the largest global multi-national organization, supporting single or multiple recruitment teams.
External recruitment consultants can be included as part of a recruitment team allowing them to particiapte fully in the selection process if required to do so.
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Overview
HR Selector manages the recruitment process by providing a framework to allow an organization to define its recruitment policy and requirements, manage the advertisement of the available positions, track the sourcing of candidates, initially vet the applicants and match their skills and personality traits against an ideal candidate profile, allowing the recruiter to compile a shortlist.
For candidates that make the shortlist HR Selector will manage the interview process by establishing the availability of the recruitment team and matching available interview slots with those selected for interview.
HR Selector allows for multiple interview rounds in order for the recruiter to make their final selection.
Having selected the candidate HR Selector will allow the recruiter to make a provisional offer which if accepted by the applicant the recruitment details can then be passed to an organization's HR resource in order that a formal contract can be issued.
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Secure
HR Selector provides a secure environment and allows each recruiter account to be setup so that multiple recruitment teams can be configured in a way to ensure that each recruitment team, and the individual team members, can only perform their assigned tasks and that personal information is only made available to those that have authorised access.
HR Selector allows for external recruitment consultants to be included as part of an organization's internal recruitment team and recognises the different and sometimes multiple roles that each member of the recruitment team might be allocated.
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Configurable
No matter how small or large the organization HR Selector is able to be configured to accurately reflect an organization's structure by supporting companies, divisions, departments, groups and teams.
Recruitment policies and defined individual roles can be set globally and superceded locally for each organizational unit, combining the benefits and efficiencies of standardisation while allowing for the reality of some necessary customisation.
HR Selector recognises the need for the recruitment process to be tailored along geographical lines and has been designed to be able to adapt to organizations that evolve over time.
Set-Up
HR Selector uses organizational units to allow recruiters to structure their recruitment requirements to their organization. An organizational unit will often be a company but it could also be another organizational entity such as a division, department, group or task force.
Each recruitment campaign is seeded using an organization's centralised information and then fully tailored to reflect the specific campaign's requirements.
Sourcing
The HR Selector sourcing module provides the recruiter with a sourcing management tool, to record where each vacancy is advertised and from which channels applicants are sourced such as an online job board or through a recruitment agency.
By generating a unique link for each recruitment source, as applications are automatically received in the HR Selector Inbox the system will automatically track and generate metrics allowing the recruiter to identify the most effective recruiting source.
Application Processing
All submitted applications will arrive in the HR Selector campaign's Inbox where the recruiter is then able to review each application and based on the information that each applicant has provided and sort the applications into the most appropriate folder; rejected, possible, probable and definite.
HR Selector allows the recruiter to continually re-evaluate each applicant's application based on the volume and the overall quality of the received applications.
Shortlisting
From all the received applications HR Selector allows the recruiter to shortlist those applicants that initially appear to be a good fit.
When a candidate is shortlisted the campaign can be configured to trigger a request to the shortlisted candidate requiring them to complete further questionnaires or provide additional information or documentation before they are considered for interview.
Interviewing
Candidates from the shortlist can be selected for interview that can be in the form of a telephone call, conference call, audio/video or in person.
HR Selector allows the recruiter to manage the whole interview process, creating interview time slots, checking on the availability of the interviewers and then matching those invited to interview to the available interview time slots using a first come, first served allocation system.
Offer
After the interview stage is complete if a suitable candidate has been found their application can be advanced to the offer stage of the recruitment process.
Before a provisional offer can be issued HR Selector ensures that a number of pre-defined pre-employment checks are completed and if required suitable references supporting the candidate's application obtained.
Skills
For each role HR Selector allows the required skills to be predefined and is then able to match each candidate's skills against the role's required skills.
Skill matching provides the recruiter with a clear measure as to how well suited each candidate is to each specific role. Campaigns can be configured to require each applicant to self-assess the relevant skills which can be compared later the with interviewers' assessments.
Personality Traits
HR Selector allows the recruiter to predefine the personality traits of the ideal candidate for each specific role.
The personality traits that are considered to be relevant to a role can be self-assessed by the candidates themselves and then later by the interviewers during the interview stage thereby enabling the recruiter to compare applicants using consistent information.
Overview Reporting
At all times throughout the interview process the recruiter is able to display an overview report for each of the candidates.
The overview reporting offers the recruiter a consistently formatted report providing a clear indication of how each candidate's skills matches the role, how close their personality traits match the ideal candidate and if they have completed all forms and uploaded all the required documentation.
GDPR compliant
The HR Selector website complies with the General Data Protection Regulations(GDPR) as detailed in the website's Privacy Policy.
Applicants
Applicants remain in control of their personal data through their private accounts. Applicants can update their information and decide what information they want to share with what recruiters and can at any time withdraw an application and with it, the associated personal information.
Recruiters
Access to each applicant's personal information, that has been granted to the recruiter by the applicant, can be withdrawn by the applicant, otherwise access will be retained by the recruiter for the period stated within the website's Privacy Policy, or for a shorter period if set by the recruiter.
This allows recruiters to automatically comply with their own privacy policy conditions, responding to applicant's right to withdraw their consent, and their right to have their information no longer processed and for the information not to be kept any longer than is necessary.
Recruiters are able to configure their campaigns so that only the necessary personal information is collected at each phase of the process, for example, an applicant's emergency contact details may not be required at the initial application phase but may be considered necessary when the applicant is made, and has accepted, an offer.
Tutorial Centre
Support
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