Applicant Process Overview

Overview

Updated 06/23/2021

This topic provides an overview of a typical applicant process at a staffing company. Your site's process may differ slightly. Before you can complete the steps in this process, all setup must be complete. 

Applicant visits website or office

• Apply online: general application, specific job, or through a kiosk.
• Apply at the staffing office:
  • Data manually entered through wizard, or
  • Resume parsed
• Application information in the core application might include:
  • Basic Information: Name, Address, Contact Methods
  • Skills: Typing, Forklift Operation, Bookkeeping
  • Past Jobs: Job, Position Held, Supervisor
  • Certifications: Driver's License, Board Certifications
  • Education: College, High School, GED
  • EEO: Equal Opportunity Employment Information
  • User Type: Interviewer, Entered By, Recruited By
  • Criminal History: Type, Date, Nature of Conviction
  • Tests: Typing Speed, OSHA Safety Quiz
  • Employment Category and Date: First Shift, Industrial, Professional
  • Interview Q&A: User generated questions
  • Requirements: User and employee generated requirements.
  • Tax: Deductions, Exemptions
• Application information from the Applicant Portal might include
  • Basic Information: Name, Nearest Brach, Last Four Digits of SSN
  • Detailed Information: Address, Contact Methods, Aliases
  • eDocumentation: Resume, Transcripts, Work Examples
  • Education: College, High School, GED
  • Past Jobs: Job, Position Held, Supervisor
  • Interview: User generated questions
  • Skills: Typing, Forklift Operation, Bookkeeping
  • Criminal History: Type, Date, Nature of Conviction
• Status set to Applicant.
• Applicant counter is updated.

Review application

• Review applicant.
• If promising applicant, set status to Pending.
• If applicant not suitable now, but usable in the future, change status to Hold for consideration at a later time. If applicant is determined not suitable for now or future, change status to Delete.

Conduct interview

• If not previously used, the Interview section can record questions and applicants responses
• Is applicant an acceptable employee? If no:
  • Change status to DNA if deemed unsuitable,
  • Change status to Inactive if acceptable but not currently employable for some reason.

Verify applicant information

• Conduct verification of applicant’s
  • Skills
  • Contact information
  • Certifications
  • References
  Note: A background check can be run using a third party integration

• If all of the provided information checks out, set status to Active.

Prerequisites for the applicant process

• Applicant counter should be configured to display.

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