Recruiting, from the need to the offer: where the process breaks between your tools.
The six steps of a hire, the tools they usually go through, and the probable links: the ones that, once fixed, unblock several steps at once.
The process, step by step
- The need. A manager opens a position and has it approved.
- The job ad. It is written, then published by the recruiting software.
- The applications. They arrive through the software, by email or from a job board.
- The screening. Applications are read, ranked, kept or turned down.
- The interviews. They are held, and the notes are kept.
- The offer. It is written, approved and sent to the chosen candidate.
The probable links
These links are deduced: what this type of process usually produces between tools. They say nothing about your company until your readout has compared them with your actual tools.
- Missing decision. A screening aid is switched on by the recruiting software’s vendor, with no decision recorded on your side.
- Missing skill or agent. Interview notes are copied into a general-purpose assistant, for lack of a tool meant to summarize them.
- Missing integration. The job ad is written outside the tool that publishes it, then copied over.
What the text asks, in general
The frameworks the catalog links to these features, depending on what they do: the European regulation on artificial intelligence, Annex III, point 4(b), and the French Labor Code, Article L. 1222-4, with the points to review with your counsel.
With Ojja
- With the free readout: what your Microsoft 365 tools include and what is switched on at your company.
- With Ojja Watch: each link compared with your tools, the decision recorded, the usage before and after.
- With a deployment partner: the link you decide to address, delivered with its specification.
Start your readout: it shows what your Microsoft 365 tools already do. The comparison with this process will come with Ojja Watch.