Professional Recruiting System

The Professional Recruiting System is a web-based application used for recruiting and hiring professionals. PRS provides a paperless process that eliminates the need to handle resumes. The system uses an efficient "workflow" process that enables recruiters to streamline the hiring process from the initial completed application to the preparation of the final documentation.

The Professional Recruiting System is ideal when the requirements include complex candidate qualifications and extensive background checks and reviews. Industries that have multiple steps in the recruiting and hiring process now have the capability to develop a customized applicant tracking system. Such industries may include but are not limited to:

For example, the Airline industry must track and record key data when recruiting and hiring Pilots. This information includes the potential Pilot's general resume and contact information, but also the information gathered throughout the entire hiring process. Pilots often undergo extensive background checks, complex screenings and details of flight hours and certifications. This information is required and must comply with national standards as mandated by PRIA (Pilot Records Information Act).

In addition, Pilots must go through a substantial assessment process that includes flight simulators, panel interviews, and computer based testing. Additionally, the process includes referrals from other pilots and the hiring philosophies requiring demographic analysis. All this information must be recorded and maintained to ensure "legal fitness" and is vital in selecting the optimal candidates.

Here is how PRS works. The hiring process is divided into three basic steps: 1) the application is filled out by the candidate, 2) candidates are screened, and 3) workflow processing is performed to facilitate the hiring process.

Since PRS is a totally web-based application, anyone involved in the hiring process is able to do the work from virtually anywhere. In addition, candidates can continuously update their application as they gain more experience and certifications.

The Application - The hiring organization posts an application or profile form on the web site. The candidate fills out the application, and the application is "pre-screened" to ensure minimum qualifications are met. The application is then stored in a relational database. Current employees have the ability to enter referrals recommending the candidate.

Some organizations may choose to charge an application fee. If so, a credit card transaction is processed

Candidate Screening

• The recruiter chooses and "pulls-in" a group of candidates from the database to fill current openings.
• A "screening query" is entered that reflects minimum qualifications and any other hiring requirements.
• The recruiter examines each candidate's profile as well as any referrals on the candidate's behalf.
• Top candidates are then selected and forwarded to the workflow queue for background checks and other legal fitness examinations.

Workflow Processing

• When the PRS system is initially installed, a series of "workflow queues" is created that corresponds to each stage in the hiring process.
• Each recruiter or HR representative, Manager, etc. involved in the hiring process has tasks to perform specific to his or her queue. Examples of tasks include entering test scores and gathering background information. Candidate records are then forwarded to the next appropriate queue.
• Reviewers have instant access to candidate information and can enter comments, notes, and cast votes for each candidate.
• Candidate data is then automatically transferred to external HR systems.
• Candidates are either accepted or declined, and the appropriate documentation is prepared.

PRS offers the following advantages:

• Eliminate the handling of hard-copy resumes
• Enable candidates to enter and maintain resume information on-line
• Provide an efficient and objective candidate screening method
• Provide world-wide access to candidate information
• Provide database storage of candidate information
• Track specific candidate information including drug tests, criminal background, experience, and certifications
• Track recommendations
• Provide security levels for data access
• Streamline interview process
• Ensure legal fitness for hiring practices
• Eliminate duplicate candidate submissions
• Create a self-funding recruiting mechanism

The Professional Recruiting System is available with a variety of options and scale levels suitable to any company's particular needs. Use the following buying guide to help tailor the system to meet your specific criteria.

1. Select a Hosting Option

2. Determine the Scale

3. Choose your Options