Recruitment and Selection Process Bizagi Suite
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Table of Contents Recruitment and Selection Process............................................................................................... 3 Process Elements ............................................................................................................................. 6 Recruitment Requisition ....................................................................................................... 6 Job Description Exist? ............................................................................................................ 7 Create Job Description.......................................................................................................... 8 Requisition Needs Approval? ............................................................................................10 Approve Request ...................................................................................................................10 Requisition Approved?......................................................................................................... 11 Job Vacancy Advertisement...............................................................................................12 Selection Process ...................................................................................................................12 New candidates required? ................................................................................................12 Inform About Rejection .......................................................................................................13 Onboarding ..............................................................................................................................13 Job Vacancy Advertisement ........................................................................................................... 14 Process Elements ........................................................................................................................... 14 Job Vacancy Advertisement.............................................................................................. 14 Internal or External? ..............................................................................................................16 Internal Advertisement Publication ................................................................................16 External Advertisement Publication ................................................................................17 Wait for Closing Date ...........................................................................................................18 Receive CVs ..............................................................................................................................18
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Select Initial Candidates to Evaluate ............................................................................. 20 Need changes in the search criteria .............................................................................. 22 Selection Process................................................................................................................................ 23 Process Elements ........................................................................................................................... 23 Psycho technical Test Scheduling................................................................................... 23 Enter Test Result .................................................................................................................... 26 Interview Scheduling ........................................................................................................... 28 Inform about Interview Scheduling ...............................................................................31 Enter Interview Results ........................................................................................................ 32 Other Interview? ....................................................................................................................34 Checking References ...........................................................................................................34 References ok? ....................................................................................................................... 36 Select Candidates.................................................................................................................. 36 Candidate Selected? ............................................................................................................ 38 Offer Salary Negotiation .................................................................................................... 39 Offer Accepted?..................................................................................................................... 41 Medical Examination............................................................................................................ 41 Medical Examination ok? ...................................................................................................42 Inform About Decision........................................................................................................43 Select Process Details ..........................................................................................................44 Performers ............................................................................................................................................46
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Recruitment and Selection Process Version: 1.0 Author: Bizagi Process Modeler.
Description The successful companies are those that are able to find, attract and keep the best people on the market. Having the best qualified staff results in an increase in productivity, but find those people is not an easy task. The Human Resources Area needs to carry out different activities in order to find a person with the skills, abilities, experience and knowledge to fill a vacancy. This process is usually time-consuming whereby a lot of manual work is required and it is necessary to coordinate many people in the different stages of the process. Bizagi offers a new template Recruitment and Selection Process to assist companies in this process.
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The Recruitment and Selection Process automates and reduces the timescale in actions such as scheduling and collecting the results of psych technical tests, assigns interviews, updating the list of candidates, etc. Finally provides the possibility of controlling and monitoring the performance of the process, through indicators that can be created using Query Forms and Bizagi’s tools like BAM.
Objectives The process covers:
Requesting a person with certain skills and abilities to fill a vacancy.
Advertising the vacancy internal and external.
Scheduling psych technical test, interviews, medical exams, etc.
Collecting result of test and interviews.
Updating the candidate list.
Automation Scope Bizagi´s Recruitment and Selection Process is designed to fill an open vacancy. The process begins when a Requester opens a recruitment requisition until a person is chosen. Process owner Human Resources
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Global Forms 1. Name: Global_Form Prototype:
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Process Elements Recruitment Requisition Description The process begins when a person in a department needs to fill a vacancy. It is necessary to include the skills, abilities, experience and knowledge needed in the candidate. Also a brief job description is required. Performers Requester Activities Description
Item
Set Case Creator and date as today
On Enter
Check whether the job description exists. On Exit
Allocations Condition
Description
Case Creator
The case must be opened by a person how needs to fill a vacancy.
Forms 1. Name: frm_Recruitment_Requisition Description: Principal Activity Form Prototype:
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Form behavior Description The form includes a combo, if the job description exists; the information related to it is update.
Duration 3 hours
Job Description Exist? Description The human resources area uses the job description to find the most appropriate person to fill the vacancy because this document provides relevant information about the position.
The job description includes the general task, functions,
responsibilities, position reports. Also the skills and the knowledge needed, salary range, benefits, etc.
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Gateways
No: If the job description does not exist, an analyst of human resources department creates it.
Yes: If the job description exists the process continues to the next gateway.
Create Job Description Description If the vacancy does not have a job description, an analyst of human resources must create it. The job description includes the general task, functions, responsibilities, skills and knowledge of the position. Also the salary range and benefits are included. A job description is a very important document, it is not only use to the recruitment and selection process, also helps in training and development programs, establish job performance standards and benchmarking your organization´s jobs to name a few. Performers Human Resources Analyst Activities Description
Item
Set Job Description Creator and Date On Enter attributes as Current Assign and Today’s.
Allocations Condition
Description
Analyst of Human Resources
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Forms 1. Name: frm_Create_Job_Description Description: Principal Activity Form Prototype:
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Forms behaviors Description All the renders are required.
Duration 1 day
Requisition Needs Approval? Description If the requester does not have level of authority to request a vacancy his or her boss must approve the requisition. Gateway
Yes: If the requisition needs approval, the process continues to the Approve Request task.
No: If the requisition does not need approval, the process continues to the Job Vacancy advertisement sub process.
Approve Request Description The Requester’s Boss approve the requisition, the task is performed only if the requester does not have the correct authority level. Performers Requester's boss
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Allocations Condition
Description
Requester´s Boss
It is necessary to evaluate the authority level of the requester and his or her boss.
Forms 1. Name: frm_Approve_Request Description: Principal Activity Form Prototype:
Requisition Approved? Description The gateway evaluates if the requisition was approved. Gateway
No: If the manager rejects the requisition, the process continues to the task Inform About Rejection task.
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Yes: If the manager approves the requisition, the process continues to the Advertisement sub process.
Job Vacancy Advertisement Description The Human Resources area must arrange and place the advertisements in an appropriate medium. The advertisements can be placed internal or externally, the template gives the flexibility to choose between it.
Selection Process The selection process evaluates possible candidates for a vacancy, the sub process includes test and interview scheduling, enter their results and select the person.
New candidates required? Description The gateway validates if new candidates are required Gateways
Yes: If new candidates are required, the process returns to the Job Vacancy Advertisement sub process
No: If new candidates are not required the sub process ends.
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Inform About Rejection Description If the Requester´s Boss rejects the requisition, the person who made it must be informed. Notifications Description
Recipients
Email subject Email body
Inform about Requester
Requisition
the rejection
Rejection
Good day
The case to fill the vacancy was rejected
because
Best regards Human Resources Team
Onboarding Description The entry of new employees into a company is usually time-consuming entailing a lot of manual work and it is necessary to coordinate many people in the different stages of the process. For this reason, delays often occur in the starting date or in the allocation of a workstation. The Onboarding sub process assists companies in this process. Onboarding focuses on how to integrate new employees into the organization, prepare them to execute their functions properly and to quickly become productive members of the organization. For more information visit our Process Central.
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Job Vacancy Advertisement Version: 1.0 Author: Bizagi Process Modeler.
Process Elements Job Vacancy Advertisement Description It is necessary to create an appropriate strategy to find the potential candidates. It is possible to choose between an internal or external advertisement. The ad must be created and published in the chosen media. It is important to remember that when the advertising is planned it is necessary to consider the type of position as well as the intended audience and applicant pool. Performers Human Resources Analyst Allocations Condition
Description
Human Resources Analyst
The person is chosen by load.
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Forms 1. Name: frm_Position_Advertisement Description: Principal Activity Form Prototype:
Forms behaviors Description All the renders are required
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Internal or External? Description The gateway validates if the advertisement is internal or external, this decision is made by the human resources area depending on the needs y/o policies of the company. Gateways
Internal: If the advertisement is internal, the process continues to the Internal Advertisements Description task.
External: If the advertisement is external, the process continues to the External Advertisements Description task.
Internal Advertisement Publication Description Publish the internal advertisement publication throughout the company. Notifications Description
Recipients Email
Email body
subject All
Internal
company
Advertis ement Publicati
Good day The following vacancy is open
on Description:
