Best practice Altamira Recruiting is a web based, software as a service platform that has been designed to streamline the recruiting process, improve employer branding and standardize the recruiting process across the organization.
Altamira Recruiting is a sophisticated platform with a multitude of possible usage scenarios. Due to the sophistication and flexibility of the platform we recommend that organizations that are adopting Altamira Recruiting implement the following best practice to ensure they are using the platform to a significant extent.
1. Creating projects
The first step in the recruiting process is to create a project. Projects are logical containers that work in much the same way a folder would work in a paper based system. Using projects allows recruiters to organize the recruiting process logically. Projects have several features that give users the tools and flexibility to complete the most demanding recruiting scenarios.
- Workflows: when you use projects you can make use of workflows. Workflows guide recruiters in the recruiting process moving CVs through the statuses that have been defined in the workflow depending on the outcome of the evaluation process
- Source from anywhere: you can add CVs to projects from anywhere in the platform
- Include CVs automatically: make use of the platforms capability to add CVs to projects automatically when they match specified criteria
- Rank CVs: classify CVs according to how well they match the requirements of the position.
- Bind to vacancies: Connect projects to vacancies so that when candidates apply to a vacancy their CV is automatically copied to the project
2. Creating a vacancy and associating it with the project
The next step in the recruiting process is to create a vacancy. A vacancy is the opening you would like to publicly advertise on the Career Centre. With vacancies you can create professional looking postings using a web based text editor that will allow you to copy and paste vacancy texts directly from Microsoft Word ®.
Vacancies are published to the Career Centre (or to the multiple Career Centres if this has been setup) and can be replicated to external job boards and job search engines using multiposting.
Once you have posted the vacancy, connect it to the project so that all applications are copied to the project.
3. Copying CVs from the CV database or from other projects & vacancies
Once you have setup the project and vacancy you can populate the project with CVs from other sources. You can run a search on the CV database and copy the CVs you find to the project or you can open a previous project and copy CVs from there.
By making use of existing CVs you ensure that you are maximizing the value of the accumulated candidate database.
4. Setting up CV ranking
Setup CV ranking in the project to sort candidates according to how well they match the characteristics that you are seeking in the ideal candidate. The candidate’s characteristics are defined using criteria. Once you have defined the criteria the CVs will be ranked using a scale from one to three stars.
Ranking CVs allows recruiters to concentrate on candidates that are suitable for the position as the visible star rating helps them to identify and sort top candidates.
See also: CV Ranking in a vacancy or a project
5. Moving CVs through the recruiting process
As soon as the project contains a suitable number of CVs you can start the recruiting process. The recruiting process is guided by workflows that divide the recruiting process into statuses that each applicant is assigned.
The CVs in the project will all have been assigned the initial status defined in the workflow. Recruiters simply click on the status and decide if the candidate should move forward or be rejected. Although workflows guide recruiters in the selection process, recruiters retain overall control and can move candidates to any status if they wish, completely bypassing the workflow.
Using workflows consistently is one of the most time saving feature of Altamira Recruiting, streamlining the recruitment process and allowing recruiters to focus on the details of candidates and not on managing inboxes and spreadsheets.