A new customisable application form and a new onboarding module are the latest significant enhancements to the Vacancy Filler Recruitment Software platform, the company announced today. These powerful new features reflect the changing way that organisations increasingly want to recruit and will allow them to streamline the hiring process through increased flexibility and automation.
Customisable Application Form
Many public sector institutions as well as a number of private enterprises require candidates to submit an application form. This not only deters time wasters, but ensures that the recruiter gets all the required information to ensure that the recruitment process is accurate, timely and fair.
The new customisable application form will allow the system to emulate customers’ own paper-based or bespoke web forms with the added benefit of being able to select which fields are made compulsory or to validate data within the form.
Tony Brookes, Sales Director, Vacancy Filler, says, “Increasingly we are finding that organisations require the flexibility in their recruitment process to be able to ask the candidate whatever they need to know and in the order they need to know it. The new customisable application form announced today means that customers can support more than one application form, so they can be tailored more closely to the role.
If you are in the Education sector for example, the system will allow you to have one form for teaching staff and a second for non-teaching staff. Similarly, if the Vacancy Filler software is used to recruit internal candidates, a third application form could be used which does not prompt for irrelevant information such as names and addresses of existing employees which will already be on file.”
Integration with Corporate Identity and Existing Features
In addition to allowing organisations the freedom to capture whatever information they feel appropriate in any order they require, the new form means that formatting, layout and design of the form can be configured to match the corporate identity of the recruiting company.
The new form also integrates with existing system features such as candidate scoring/checklist functionality, removing information for ranking only manager access and provides the ability to capture equality and diversity metrics and reporting.
Each customer specific form will be built and maintained by the Vacancy Filler implementation team if required, depending on the complexity and the number of forms.
New Onboarding Module
The new application form technology will also underpin the new Vacancy Filler Onboarding module, where a successful candidate will be invited to complete a second (New Starter) form which captures information such as bank details, insurance number, next of kin, beneficiary and referee information.
Optionally the system could launch a Criminal Record Check (CRC) at this point using Vacancy Filler’s CRC interface module. Supporting documents, such as company policies, can also be shared as part of the onboarding package. The captured information, together with the information accumulated through the recruitment process, can then be posted electronically to the HR system of the recruiting company.
The onboarding module can also capture customer-specific information such as uniform sizes if a company is in the retail sector for example – and it can be role-specific. The onboarding module will automatically complete a Contract of Employment which can be presented to the candidate for sign off electronically, or can be printed off and signed in the traditional way.
Once a candidate has successfully completed the recruitment process and has been updated on the system as suitable, they will be made a job offer via email. If they reject the offer they will be asked to give a reason why for reporting purposes. The job offer will be intrinsic to the recruitment process within Vacancy Filler’s software. It will ensure that the same process is followed by all Hiring Managers, and that candidates feel supported throughout the experience.
This module will not only significantly reduce the administration effort needed to onboard successful candidates and thus reduce costs, but means that the new recruit can start the induction process and fully engage with the business much more quickly.
