Post on 02-Aug-2020
transcript
eRecruit Briefing
Eddie Procter – HR Resourcing Manager HR Manager
What is eRecruit?
• New on-line recruitment system to replace BORIS
• External supplier – Lumesse
• Procurement exercise last Autumn – from Universities Advertising Group preferred supplier list
• Off the shelf system but with local configuration
• Improved functionality covering the whole end to end recruitment and selection process
• Improved candidate interface
• Streamlined process and reduced time and admin load
Lumesse – major supplier to HE, public and private sectors
Progress and Timeline
• Feb -June: process mapping, specification, configuration, user testing
• July – Sept: Communications, guidance and training
• Go live at end of Sept
• Deadline 2-3 weeks beforehand for submitting new vacancies through BORIS; dual running for vacancies still in process
What will change? • Integrated and streamlined ‘end to end’ on-line workflow
• Faculty/Div HR Team coordination of workflow process for all vacancies in their area (except Grade M posts – staying central)
• On-line approval of vacancies
• Managers, administrators and panel members able to all review applications on-line and have full visibility of job/ candidate status
• The targeted use of filter questions and on-line candidate search
• A single, integrated redeployment pool
• On-line functionality for candidates to register their details, apply for individual jobs and track their applications, receive job alerts/ communications and join candidate pools
eRecruit demo - homepage
Job requisition
• Member of HR Faculty/ Divisional Team will co-ordinate workflow, working closely with
the recruiting contacts for the job
• Relevant staff will be allocated on a per position basis by HR Team eg Recruiting Manager, administrator, panel members (including external members) – you will have full view of the job details when you log in
• Default Approval, Application and Selection processes for different job categories (eg support, academic, externally funded researchers)
• Processes can be amended on a per position basis where necessary
• HR Team will send designated approvers for the job an e-mail from the system to confirm approval
• Jobs cannot proceed to go live until approved
eRecruit demo – jobs pages
Redeployment and candidate pools
• Single redeployment database in eRecruit for all ‘at risk’ staff – storing CV and profile
of registered redeployees
• Replacing current 2 tier system for support and academic staff; current Faculty redeployment check will no longer be required
• HR will do single check on system and confirm matching candidates to users assigned to the job
• Same process for candidate pools where applicable (eg admin, library, site services) – potentially avoids necessity to individually advertise high volume vacancies
• If job not filled at redeployment stage (or through pool) then Faculty/ Division HR Team will post on web
eRecruit demo – redeployment and candidate pools
Long-list/ short-list stage
• On closing date HR Team will send users assigned to the job an e-mail from system with single PDF file containing all applications
• Optional long-listing stage (for high volumes)
• Panel can view all applications on line or PDF or print locally (from single PDF) and assess on or off line – recognised that panels work together in different ways
• Final short-listing decision for each candidate recorded on line (by Chair or delegated) to trigger next part of process and provide formal record of decision
eRecruit demo – long-list/ short-list
Interview and selection process
• Faculty/ Divisional HR Team will co-ordinate – liaising with recruiter regarding availability of panel, local room bookings etc
• HR team will log details of interview slots in eRecruit and e-mail details from the system to the panel and candidates
• Facility to offer candidates slots to self-select – may be useful on occasions
• References requested and uploaded through eRecruit
• Interviews and tests, presentations etc carried out off-line – panel members will complete paper assessments of candidates as now
• Final panel decision for each candidate recorded on line (by Chair or delegated) to trigger next part of process and provide formal record
• Formal offer process triggered – contracts of employment issued off-line (on-line in
phase 2 of eRecruit implementation
eRecruit demo – interview and selection process
Candidate experience
• Register basic details to set up their Candidate home page
• Apply on line – academic process (CV based); support application form
• Register for e-mail alerts
• Register profile/ CV to join candidate pools – e-mail when job match
• Manage and track applications
• E-mail communications as progress or unsuccessful
Next Steps Timeline Activity
On-going Central updates through eRecruit web pages/ e-mails
On-goIng HRM’s and HR Teams to engage with recruiters in their areas re new system/ processes
August Completion of configuration/ jobs web pages work
Late August On line guidance issued
Early Sept Change readiness survey
Early Sept System training for all HR users and key recruiters
Deadline 2-3 weeks before go-live
For submitting new vacancies through BORIS; dual running for vacancies still in process
1 Oct (tbc) Go live
Post go-live
Your HR Team are point of contact when you need to recruit
Contacts and queries
• Any final questions? • Your Faculty/ Divisional HR Team are your main point of contact • Further information on the new system and implementation at: www.bris.ac.uk/hr/resourcing/erecruit