1. Recruitment
Do you have an overview of what job vacancies your company has?
Talent gives you an overview of all vacancies in your company. You can easily click on the posts and read more about each of them. Perhaps you feel that you or someone you know suits the position? Because you can find the qualities needed and what the job details are, it’s easier to know whom you could recruit in all parts of the company.
How is your recruitment process?
In the Attract section of Talent, you can build your own recruitment process so that the system assists you in the process. The process helps all recruiters follow the same steps in the process, thus giving everyone a similar entry to the company.
You register all relevant information about the position and that is posted to LinkedIn and is available to potential candidates.
Do you keep in touch with the applicants along the way?
Now that you have received an application, Talent automatically sends an email stating that the application has been received, regardless of whether you have applied through LinkedIn or if you have applied other ways and are manually registered. The applicant then gets the opportunity to follow his / her process via a login page.
Applicants will be able to see how far in the process they have come at each job they have applied for.
Interview can be planned with several interviewers, register directly in the calendar of those who are going to interview, call in as Skype meeting. Schedule multiple interviews with multiple applicants and a whole host of other useful features.
The candidate is given the opportunity to choose the most suitable dates through his login page.
Do you have a real overview of who has applied for the different positions?
You get an overview of all the people who have searched for each job and how far in the process they have arrived. In addition, you can easily click on each person and go directly to their LinkedIn profile to find more information about them.
2. New employees
What happens after hiring and startup?
The majority of new hires hear little or nothing from their new employer after the contact has been signed and before starting. It can take 3-6 months almost without hearing a word from the employer, in that periode unwanted questions can arise; “Was this the right choice?”, “What happens when I start?”, “How will my new workday be? “. Why not provide updated information they can read through before starting, so they are well prepared for starting and start-up goes as planned.
What tasks must be done internally before the first working day?
You have signed a new employee, what tasks should be done before this person arrives on their first day? Who will order a new computer, when should everything be ready? A checklist can be made which can be assigned as a new employee is signed. The tasks can be given to a particular position or to a predefined group.
What employees are still in probation and when does it expire?
Talent has a simple overview of whom in the business is still on probation and when it expires. This makes it easy to keep track of all new employees.
Do you know if the person in the probation period has actually reached the level of skills required for the position?
Talent makes it easy to get an overview of a given employee against a given position, this may be the position the person already have or whether you are considering internal recruitment. A person who approaches the end of the probationary period should have achieved the skill goals that are set for his position, the system visualizes this in a clear way.
3. Skills overview
Do you have an overview of who in the company who can what and how well they can do it?
With a search for skills, you can get a list of all persons who have a given set of skills. This can be used for internal recruitment, find out who in the company has the skillset you have set for the post. Or when you want to set up a new internal course, who knows this skill best, or whom does not have the skill and should attend the course.
Get a visually good overview of the company’s skills and level of skills.
In my next post I will continue on the next three questions from the blog 9 HR challenges and how Dynamics 365 for Talent solves these
Malin Martnes 