Job portal script-HRHub

If recruit a candidate more tough for covid 19 period. So, build a job portal script it will be easy to work your recruiting.

The best candidates always have jobs, so you should have the flexibility to conduct interviews at times that are most convenient for the candidate.

Being present on social networks can help you to see your vacancies by thousands of candidates.

Although video calls are not going to replace having the candidate in front of you, it is the best way to get to know the candidate after the face-to-face interviews. Make sure you and the candidate have the camera and microphone always on.

Answer candidates' emails immediately, if you answer a day later you will surely lose the candidate's interest. In the meantime you answer the applicant's email, the candidate may receive another job offer or they may find another offer that interests them more.

The more you share your own content on your LinkedIn, the more talented people will trust you.

Not only by posting vacancies on the internet you will fill your vacancy, you have to actively search for candidates.

This algorithm uses natural language processing to compare the keywords it finds in the job applicant's resume with the description of the vacancy to be filled. Each recruitment technician can execute this functionality as he designs his job offer and thus know if he has profiles that fit the vacancy he is managing at that time. The results you get indicate the similarity of an applicant's background to the job description in question based on the candidate's resume, cover letter, excerpt, and other documentation that they provided when completing their profile.

This concordance of artificial intelligence (AI) makes keywords very relevant when it comes to extracting the candidate's skills from the documentation and background with which they have been presented. Getting to automatically identify other additional skills that the candidate may have forgotten to mention but that are usually present in the documentation provided. In other words, the missing background data is corrected so that you can compare the profiles taking into account all the parameters.

Our AI-based matching technology has several possible application areas, such as: 

Automatic search for candidates within your database. Once you obtain the candidates that fit the offer that you are preparing to publish, the system would give you the option of registering those candidates in the selection process that you are managing or of sending them a notification so that they can register themselves. 

This automatically activates your database of candidates, by keeping an eye on those profiles that you already have and that fit with the offer to cover that you are publishing. Preventing your job portal script  from ending up filled with unclassified profiles and information irrelevant to the recruiting field in which you work. With the consequent improvement of your employer brand. You manage to maintain communication even with candidates who are not actively enrolled in any offer, but who are waiting for you to take them into account in the different management processes.

 Limit tricky keyword searches by replacing them with a more contextual evaluation

You will no longer bypass certain candidates that are part of your database. Since you can view them according to their percentage of coincidence with the offer that you propose to publish at all times. You will also be able to access those candidates who either do not have a visually impressive CV or have not managed to get the right keywords. Accessing them according to the criteria that you mark, and with as many variables as necessary to reach that perfect combination so sought after.

Reduce bias and improve the quality of your recruitment activity

Matching through AI can give you an unbiased view of the hiring process. The HRHub AI only cares about the candidate's comprehensive background and skills. Therefore, the candidate's age, gender or ethnicity does not affect the AI ​​score (unless marked as a requirement).

Attract the right candidates and receive fewer irrelevant registrations

You'll save time and recruit more efficiently thanks to our AI that will automatically recommend the most suitable positions for your candidates. When you apply the matching engine before posting the offer on external portals, for example, you will get the candidates who match the offer you intend to cover and who are already part of your database. In addition, those same candidates that are part of your database will find the most appropriate positions for their profiles, so they will be more likely to register.

How to prevent AI-based matching functionality from discriminating against candidates

To prevent AI profiling tools from discriminating against candidates, it's important to keep these points in mind:

It is vitally important to use standardized data and to have the most complete candidate profiles possible. This will serve to adjust the measured values ​​on different scales by combining them through a common scale. This is important when taking into account the variability of the skills that are usually required in each case to fill a position.

But many times, the use of the company's own data for the design of an AI learning model like this is not enough. For example, if a company discriminates against women when looking for a job, an AI-based matching model will also learn to do so. At HRHub, we help companies to get rid of their biases when hiring by perfecting procedures through this automatic matching of profiles with vacancies to be filled, in addition to other functionalities that allow finding the candidate. before having the face-to-face interview. To do this, we only use real data offered by the candidates as the foundation and root on which our model is worked.

It is important that the user establishes certain methodologies for this learning model through matching. We recommend that this learning be guided by supervising the data that nourishes the system, for example.

The Employee Portal allows you to manage work processes efficiently; it is therefore a key tool for the Human Resources Department. This tool also covers the communication needs of workers with the company.

The advantages of the Employee Portal

The Employee Portal is a module integrated into the job portal script software. This tool allows the sending and access to information to the entire workforce, and guarantees assistance to workers.

Employees must be able to access information related to their relationships with the company, which is an essential ingredient to achieve a cohesive and well-coordinated workforce. The software used for this must be intuitive, modern and easily accessible.

The Employee Portal is an ideal solution that allows workers to solve their doubts and access the labor documents that affect them.

The main advantages of having an Employee Portal module integrated into the Human Resources management program are the following:

1 Remote access 

 The telecommuting has increased a lot and will definitely be installed in enterprises. Many workers are telecommuting right now at home. And, although the lack of refinement progresses little by little, the reality of companies is changing and tools are needed to properly manage work processes.

Workers will be able to access their data from any mobile device or a computer with an Internet connection through the Employee Portal . In addition, thanks to teleworking they will be able to continue performing their functions.

2. Automation of administrative tasks 

 Workers request information on contracts, payroll, guidelines on their work, information on training courses, and certificates. The larger the template, the more administrative tasks this will generate.

The best way to streamline the management of the Human Resources department is to have a tool such as the Employee Portal with which workers can connect with a username and password. HR will thus be able to simplify and properly classify all data and information on the workforce.

This tool will make it easier to control the availability of work teams and improve shift planning.

3. Unification of HR management in the different headquarters

 Human Resources management becomes very complicated when there are multiple locations and subsidiaries. This makes even more necessary a tool such as the Employee Portal that allows managing all headquarters and subsidiaries as a whole, unifying processes and allowing access to statistics and data on the entire workforce.

If these tasks depend on each site or branch, the integration of the data is much more complicated and with this the extraction of reports on the workforce is notably difficult. Unifying the data using a single software is therefore the most efficient.

4. Knowledge of the staff 

 A suitable tool allows access to statistics and data of workers, analyzes productivity and improves workforce management. Only by working with an integrated tool can we do good Analytics management.

It is necessary to have KPIs indicators for Human Resources to have a real overview of the workforce. When information is obtained from different sources, instead of opting for an integrated tool, it will considerably increase the work of the HR department.

5. Reduction of administrative errors 

 Through centralized management, we minimize the most common administrative errors. Emails with the wrong addressee, attachments that were forgotten; thousands of unnecessary emails from employees with questions that they could have resolved if they had access to an Employee Portal .

A human resource software can drastically reduce the administrative burden associated with managing people, organize and streamline processes and provide more accurate and easily accessible data. But what is often overlooked is that HR software can also help HR professionals advance in their own careers.

Choosing the right HR software can open doors for HR professionals to explore new challenges in their careers as well. From professionals - let's say - more generalists who think about specializing in a specific environment, to those who want to improve their knowledge, for example, commercial ones, to provide better advice to the business, a human resources software can help them achieve these objectives . Human resource software provides the structure, time and information they need these professionals to advance their careers.

Taking advantage of the tools 

 It is paradoxical, of course, but we all know that many people forget to use their skills for their own benefit. You know, that so typical of "at the blacksmith's house, wooden knife . " Applied to the area of people management , human resources can fall into the trap by forgetting that HR technology can also help professionals in this environment in their own professional development.

As one of the people who understands your company's HR software the most and best, HR professionals should make sure they get the most of it. That is, to obtain the maximum possible potential of the software for both their team and themselves. The HR software can help you accurately track your skills and qualifications. You can record your goals and conversations on each record. It also helps in planning succession in the HR team.

And if you prefer, your HR software can also help you make a lateral move within the same environment . If, for example, you are focused on onboarding processes , but you would like to work on absence management , you can use the window provided by the software and that is already so familiar to you because you use it to manage these movements in the rest of Template. The HR software itself will also help you update the new approach by using the data you already have stored.

Finding the time to decide 

 For HR professionals drowning in spreadsheets and paperwork, having time to stop and think about your own career may seem like an impossible dream. The routine of endless inquiries about absences, the paperwork associated with the tasks of receiving and onboarding of new employees or trainees, the definition and creation of performance management forms , etc., does not leave much time for HR employees think to themselves or come up with a plan for where they want their own career to go.

The right HR software can change the pace of people management , providing the time to stop and think about work more objectively. Then it will be easier for the HR professional to determine what they like and what they don't like about their role. You will be able to chart a career that suits your strengths and interests, and look for opportunities that align with them. When there is no time to think and plan, it can take years before you realize that you may be stuck in a professional rut.

Having time to think also allows you to work less as a manager and more as a strategic leader . For example, your human resources software can manage your sick leave record so you can see seasonal patterns and plan ahead for coverage of all positions. Your HR software . They can also take care of the paperwork associated with onboarding so you have time to personally connect with newcomers, focusing on making them feel welcome and seeing how they are adjusting. Leaving the paperwork to the software gives you more opportunities to shine and advance in your profession.

Statistics that help business  and  personal reputation 

 Smart knowledge is a key ingredient for career progression. Being able to show deep business knowledge and come up with insights backed by hard data is a great way for an HR professional to stand out positively. And, focusing on critical business challenges and having access to specific business intelligence helps HR create areas of expertise.

A human resources software as HRHub  will give you the detailed information you need to have a key impact on the business. With the data provided by your software, the most influential leaders of your organization will be able to know you better and have you as a person of reference when it comes to corporate knowledge. Your knowledge about the workforce and the different teams that make it up, about performance , absence patterns or relevant information about Onboarding , as well as many other things, will earn you the recognition of your company that will see all your talent and the need to build loyalty and continue helping you grow as a professional.

The role of job portal software in continuous performance evaluation.

For continuous evaluation to be effective, we will need to have a software and system that makes it easy for us . In other words, it allows collaborative, frequent, real-time and analytical performance management.

Performance evaluation software gives us the opportunity to:

Carry out ongoing feedback .

Generate frequent reports to improve decision making.

Communicate more effectively with our team.

Keep a record of the actions safeguarding data privacy and avoiding the loss of information.

It allows Human Resources to have visibility of the frequency with which evaluations are carried out.

It allows you to collect frequent data on talent and performance without having to implement big plans or go through bureaucratic processes.

It allows monitoring the effectiveness of the implemented action plan.

It is also accessible and responsive web.

 Continuous evaluation in real time 

 Everything in excess ends up being negative. The same can be said for continuous evaluation. Although it has been noted above that continuous evaluations can occur every week, this can sometimes lead to constant interruption of work and unnecessary pressure on workers.

But you can still go further and do it in real time . If the real-time feedback implies that the manager is available to the worker and open to communicate, the real-time evaluation implies that the employee can be scored and evaluated at any time.

Both systems have been possible thanks to new technologies. In the case of evaluation, colleagues can rate each other or make negative or positive comments that are stored. Those comments are used later for final evaluations.

It is not entirely negative if you take into account that it starts from the idea of ​​the claim sheets . But the difference is that many times personal quarrels between workers or unfair competition for a position lead to negative scores.

1. Recognize the quality of your own recruitment processes as a factor to improve the employer branding of your company: A candidate feels more attractive to a company the better the recruitment process is. Therefore, analyzing your own selection processes is more important than you think. Ask yourself if the candidates are going to have a good experience during your processes or if you can still improve them a little more.

2. Do it yourself! 

 Sign up for a vacancy in your own company, so you can experience first-hand what aspects need to be improved.

3. Minimize your wasting time 

 Nowadays everything is faster with apps. Candidates want to apply in just a few clicks. Recruitment processes that last several weeks are useless. Take a look at which parts of your processes you waste the most time and get rid of them.

4. Don't complicate yourself 

 There are few times when the recruitment processes are not well structured, which translates into long waiting times. Unify all your processes to make them much faster. A recruiting software such as job portal script will help you standardize your processes so that they are always fast and efficient, without exception.

5. Optimize your behavior towards candidates 

 Recruiters are the face of your company. Inevitably, your behavior shapes the first impression candidates make of your business. This makes it even more important to choose your recruitment team well.

6. Digitize your processes 

 Holes in recruitment processes often occur because HR systems are used that are not coordinated and do not exchange data in a uniform way. Everything needs to be modified, updated, or removed by hand two or three times. Therefore, a uniformly digitally controlled process from a single site is crucial.

7. Include your hiring manager throughout the process 

 There are always delays during the selection processes, either because there is still no feedback on the candidates or because data is missing. A candidate management solution can save you a lot of time. The job portal software sends automatic reminders and, in addition, the evaluation of the candidates is much easier and faster to do.

8. Report on each phase 

 Make sure that you inform all your candidates about the status of their application, even if it has been rejected. Remember: Dismissed candidates talk about how you've treated them and can post their experience on social media.

9. Use simple online forms 

 Make applying for your vacancy as easy and fast as possible. For example, it offers the option to import data from their LinkedIn profile or from PDF documents into your application management system. It gives the possibility of registering for your job offer with a single click. The shorter and clearer the form, the fewer candidates will drop out of the process.

10. Offers various forms of application 

 Candidates don't like inflexible application processes. In addition to the form, it offers the possibility of requesting the vacancy through a mobile app. Make sure they can search for work from any mobile device.

Establish better recruitment processes in your company

which offers recruitment technicians greater possibilities of finding the people registered in the offers they manage.

17% of people looking for a job online use browsers. And according to our own customer statistics, more than 60% of vacancy registrations occur from a mobile device.

The role of mobile phones 

 We are no longer concerned with how content reaches us. Well, most people just want to have quick and easy access to information from wherever they are. And when a candidate is looking for their next position, mobile plays a big role.

The main reason for this is that a mobile phone is a personal object and most people tend to always keep it close by.

Its convenience, accessibility and that you can view information and multimedia content make it easy to visit and not only when you are at home or in the office, but at the time and place that best suits you. Whether on the way to work, on public transport, and even in front of the television.

Privacy 

 This feature offers the individual the ability to search for work anywhere and at any time. We all know that the importance of privacy cannot be underestimated when searching for a job.

The use of technology brings greater power, mobility and personalization of searches.

And phones and tablets are proving more powerful than desktops and laptops, with the mobility and customization that have driven this change.

Functionality 

 Mobile is allowing candidates and other users to take advantage of highly innovative functionalities and features, such as:

Connectivity and communication: now any smartphone links one or more email accounts very easily. Candidates are typically high on email notifications, regardless of the day of the week and what time these notifications arrive. This greatly speeds up communications between users involved in a selection process, and we are talking here both about the candidate, the selection technician or the manager himself.

Access to data: More and more, users rely on saving their data in the cloud. What makes them have access to this data at all times. Many candidates access their CVs from their mobiles. There are others that save other data that can be used in the process of incorporation to the company when they have already been selected. We are referring to "OnBoarding," since we see that the candidates attach images or photos of the DNI, as well as other types of documentation that companies require.

Employer Branding: access to social networks is very fast and interactive from the mobile. It is very interesting to work on our employer brand and to do so both in the accesses that a candidate has to our corporate spaces, as well as with the way in which we publish our selection and recruitment processes; It goes without saying that neither should the candidate's own space be neglected.

Acceptance and use 

 There has been a relatively slow and cautious adoption of mobile recruiting software solutions by recruiting technicians and agencies.

There also appears to be a lack of information / culture on what can be achieved with mobile, much like the time when the job pages came into play.

However, with the experience acquired from the Internet and other technological innovations (Employment Pages, Recruitment and Personnel Selection Systems, OnBoarding, LinkedIn, etc.). Both technicians and companies are beginning to be willing to adapt to the mobile revolution thanks to the momentum and utility it is having.

Finding the right candidate is an extremely difficult task, just as difficult as finding a job. Candidates now spend more time looking for work and they do it, usually referring to the job portal script to find a solution as instantaneously as possible.              

Functionality

The matching algorithm works as a matching engine to be able to establish which candidates from your database you want to find at all times.

The system is governed by a series of parameters and keywords. And the technician in question teaches the machine to select the candidates based on the combinations of words that he establishes. And he does it with the percentage of coincidences that the same technician wants to mark.

Well, you should simulate searches by designing those keywords that ensure that the database you are working on is always related to your business.

This fact makes your investment profitable in the job portals, since the matchmaking system starts working the moment you publish the offers. Filtering the profiles that do not fit the criteria that you have marked through those keywords that we mentioned before and showing you the results according to their match percentage.

Segmented filter

The system also allows you to establish whether you want to include or exclude certain skills, so that you can achieve highly optimized results.

Since once you get the results according to that percentage of matches, you can go directly to managing them with the massive Actions that our software also provides you with. These actions will allow you to mark the candidates who fit and those who don't; you can manually enroll them in an offer that you have open at that time; and you will also be able to send massive invitations to those same candidates to enroll themselves in said processes.

From the moment you start doing these screens, you automatically filter your database making it according to the parameters you are looking for at all times.

Don't let your "Work with us" section become a bag of waste

With the matching functionality, you will be able to configure the recruitment of your website to be able to propose to the candidate the option of registering for a vacancy more akin to their CV.

This option allows you to configure the recruitment of your website to check if the candidates who register meet the matching criteria that you mark at all times, and thus be able to involve them in the selection processes that you have open and automatically. This is done by sending an invitation to the candidate by email, so that she can enroll in the offer in question.

We are already talking about applying artificial intelligence for management, both of the selection processes that you have open, and of the database of candidates you already have. Well, you teach the system to manage the data according to the parameters that you add in such a way that it learns to look for matches, working by itself and in the same way as you would.

This greatly facilitates the tracking of the database, and allows us to take advantage of the data and information that we have at all times, and without having to constantly invest in job portals. And that is part of the reason why we always encourage our clients to have a good candidate database, including profiles that are as complete and detailed as possible. To facilitate its filtering according to the skills required by the company at all times.

What does this functionality mean for you as an employer?

In the first place, it will lead to a greater number of candidates to be considered for each job offer, because instead of letting the candidates have to filter the jobs, it will be you who will filter them according to the criteria that your company sets at all times. In such a way that you will be able to automatically choose the profiles that you are most interested in reviewing for each offer.

However, the number of candidates to consider in each offer is not the only benefit. As the job search is based on skills, languages ​​and work experience, the candidates that you will see when you apply the search criteria will always be the most relevant applicants for the position to be filled in question.

Human resource technology is changing rapidly across the board, and perhaps the most dynamic area of ​​growth is technology applied to recruitment. Well, now we have new advances in artificial intelligence, in the evaluation of candidates, and in the technologies that are applied to the management of databases, as well as a long etcetera that has radically altered the recruitment experience for both the technicians of selection as for the candidates themselves. so, building a job portal script is very useful for the recruitment process. 

The interaction of the company with the candidates 

First impressions are crucial to long-term employee retention. Today's candidates want more than a nominee at the end of the month, and their experiences during the selection process can change their decision about whether or not they want to be with a company. The surveys that we register in the Employer branding section of the reports help companies to know first-hand the impression they are generating on the candidates who are involved in their selection processes.

 In addition, each company can configure these surveys using self-correcting questionnaires that can be part of the phases of a selection process. 

What these surveys show is that candidates seek to be in easy enrollment processes, they need to maintain communication with recruiters and access a corporate job page that can answer their questions, connecting them with the relevant opportunities they are looking for. 

According to Deloitte, almost 90% of candidates say that having a positive interview experience has the power to change their opinion about a job. For recruiters, this means that designing compelling experiences for candidates can give them a competitive advantage when it comes to recruiting top talent.

Advances in artificial intelligence applied to recruitment

Technology applied to hiring processes is rapidly evolving across the board, but we are seeing the biggest advances in the areas of automation and artificial intelligence. AI can help employers identify and manage their own biases during the interview process by allowing them to select candidates based on their specific profile requirements.

 It also guides them in the registration process itself, since the chatbot evaluates the candidates' questions, guiding them to what they are looking for automatically. With such a compendium of information, companies will need to maintain a firm understanding of their real needs to be able to evaluate candidates well using the new tools available for this purpose. This will require an open mind when considering the tools one by one to move to implementing the one that supports the objectives of the company most effectively. 

As far as the candidate is concerned, the use of AI also serves to match the profiles of the company's database with their active offers, thus activating data that would otherwise remain unusable. Which also entails a significant improvement in the Employer branding of the company in question. thus activating data that would otherwise remain unusable. Which also entails a significant improvement in the Employer branding of the company in question. thus activating data that would otherwise remain unusable. Which also entails a significant improvement in the Employer branding of the company in question.

Mobile job search experiences 

Researchers at the World Advertising Research Center predict that, within five years, almost three-quarters of Internet users will access the web exclusively through smartphones. That means your job boards and job registration processes should prioritize this form of access as we move into this new decade. At the same time, we see the technologies applied to recruitment becoming more intuitive and easy to use, and candidates will expect to have those same technological capabilities to take their next job. That's why mobile-optimized professional sites and apps will be key to connecting with the next generation of workers.

Demand for social skills

In this technological age, job requirements change rapidly, as soft skills have gone from being considered "recommended" to being "essential. Many companies post job offers that refer to skills such as critical thinking, leadership, resolution of problems, communication and teamwork as essential skills and, taking precedence over the skills that used to be established as essential for the performance of tasks. 

Companies with teams full of critical thinkers can adapt quickly to change by staying on track. cutting edge of their industries, while those plagued by old methodologies will be left behind. These essential skills also distinguish human workers from AI,making them a valuable asset to candidates entering to become part of a company's workforce.

Hiring for the culture and employer brand of the company

Three-quarters of job seekers will consider the reputation of the company before applying for a job. This is what is known as your brand as an employer, this reputation includes your culture, perspectives and values, and it has the power to attract or reject such desirable candidates. 

But it is not enough to create this brand in a theoretical way. Your brand has to reflect the experience of the employees and must also align with the spirit of the company as a whole. Since the competition for top talent remains fierce, your ability to effectively communicate your culture and brand can be a deciding factor for many candidates.

Predictive Analytics Boosts Hiring Effectiveness

Recruiters rely on data to source, screen, interview, and evaluate candidates, and that means companies need clean, accurate data and a clear analytics strategy to get the best results. Capturing and analyzing data can tell you the "what" and "why" of your hiring strategy, but you will have to go one step further to give your decision-making another style. 

That final step involves artificial intelligence as it uses the data you have to make future predictions. Known as predictive analytics, this ability will be a differentiator for companies looking to get the most out of their data.

When considering recruiting strategies for the next decade, we can expect that advances in technology, particularly in the area of ​​AI, will continue to be a driving force. But we can't overlook the human component of hiring, especially for engagement and retention. 

1) Spread your word.

 Many people have the goal of 2020 to look for a job, or one that brings them more, and what better way to start the search than asking their friends and expanding their contacts to have more references? You cannot get lost in this gold mine of opportunities. Make your referral program an important part of your business. Is this a great year to hire? Make sure you are filling the correct positions. Take some time early this year to communicate with your team and discover what they need to do their job better.  When your employees repeatedly offer you good references, celebrate it for the success that it is. Let the entire company know that great HRHub comes when you have all the necessary meetings or are in email contact with the entire company. This will give you more options to have these profiles throughout the year. celebrate it for the success it is. Let the entire company know that great HRHub comes when you have all the necessary meetings or are in email contact with the entire company. This will give you more options to have these profiles throughout the year. celebrate it for the success it is. Let the entire company know that great HRHub comes when you have all the necessary meetings or are in email contact with the entire company. This will give you more options to have these profiles throughout the year.

 2) Create candidate-based experiences.

 I truly believe that 2020 will be the year of conversion where your own employees will be able to deliberately select your future employers. This will also help the employees you count on to progress and increase their commitment to the company. In order to remain competitive, companies need to start thinking more about which candidates they want, and what attracts them the most in order to maintain their loyalty. Our technology will help you tip the balance in your favor when the candidate in question is considering various options. Remember: From the candidate's perspective, not hearing about the company they are considering joining is bad news in itself. Candidates seek information, and they always want to know where they have been able to stand. Make sure you have a candidate tracking system that can provide you with data, especially when it comes to the interview. So build an job portal script  to easy to work on the candidate database.

 It is the most visible part of the company for the candidate and can lead to very opaque gaps if you don't know how to manage. Get feedback! It is difficult to improve the experience of your candidate when you do not know what you are emphasizing in your processes or what they need to know about those who are in them. Ask candidates, both hired and rejected, about what they think about your selection processes, about the culture of your company, about their professional career, the process of their application, and do so by asking them to provide all the details with which count. Then,

3) Aim high. 

Just because candidates have more options this year doesn't mean that you have to lower your standards or stop wanting to get the profiles you set out to get. Create a wish list with the characteristics that your ideal candidate has to combine. You may not find everything you're looking for, but you should have some way to flag how up-to-date or out-of-date the candidate profiles you keep are, as well as to give hiring managers and their teams an idea of ​​when a new process is up. selection may need further development. 

Recruiting candidates is easier than ever with job portal script. Whether it is for the future hire to work for a client, a delegation ... or for the human resources department itself, our cloud-based recruiting and selection software is made to meet the changing needs of the recruiting world. And that is why we invite you to know some characteristics of our tool in this short article.

HRHub has been designed to simplify your recruiting and hiring processes, saving you valuable time when choosing the right candidates. To build an job portal script done by strengthening collaboration within the HR team. For this reason, our tool has the tasks of each recruiter incorporated so that everyone can know the progress of their efforts in real time.

Powerful flexibility

Every company is different, so we configure the platform specifically to address the key recruiting points by tailoring it to your business and industry, while providing a simple user interface that is easy to use.

Companies start counting on the candidate's experience the moment they sign up for one of their job offers. And we help them turn these profiles into active candidates, keeping them committed to the company through messages with real-time responses, automated scheduling of their journey through the process, and reminders of how the process is progressing in every moment.

Automated engagement

Companies start counting on the candidate's experience the moment they sign up. And now you can activate more passive candidates, by keeping them committed to your company by monitoring their application with real-time notifications, automated scheduling and reminders, and all from our job portal script recruitment and selection process management platform.

This also increases the attraction of candidates, since you can expand the scope of your current vacancies through the Multi-posting option that our tool also incorporates. Through this functionality, you can publish on all the channels that you have linked to your account with the same click.

Explore all the possibilities of job portal script

Improve the candidate experience

Fine-tune your hiring processes with personalization and automated communication

Large-scale data analysis

Take advantage of that real-time data to make strategic decisions and thus turn candidates into workers.

Do it also in a way that enhances your employer brand, using technology to deal with those employees who are not part of your company yet.

All of these measures will help you transform the way you recruit!

 Explore our recruiting software

HRHub was designed to simplify your hiring process and save you valuable time on the chores of choosing the right candidates, managing your  job portal pool, and strengthening your team collaboration. Turn your recruitment and HR management into your competitive advantages with the best recruitment and selection process management system (ATS) on the market.

Easy to use solution

                                      We provide a complete ATS solution to facilitate the work of your HRHub software. This is something we do through the powerful functionalities that integrate the management of all your processes and dissemination spaces in a single tool. Job portal script is also governed by artificial intelligence, the integration of the employment portal of your corporate page and other means of dissemination that your company uses.

System based on artificial intelligence

No one could memorize everything about your candidates. But with HRHub' settings and features, you will always know who could be the perfect candidate for the positions you are hiring for. We provide you with tools that allow you to keep track of all the data related to candidates and vacant positions, taking advantage of this information to facilitate your hiring process.

Customize and link your job page

Employer branding has never been as important as it is today. Since with a few clicks, you can create or link your employment page, showing the vacancies you have at all times.

Management of employee onboarding

We help companies in their management of the incorporation of employees (Onboarding) with our module designed for this purpose. This has saved our clients time, since we have been able to automate manual procedures, making them one more phase of the hiring process, with the facilities that this entails for the team involved.

Solution that integrates cutting-edge technology

We provide you with a Candidate Tracking System (ATS) to facilitate your work, by automating many of the steps that involve the participation of a recruitment technician. Well, through these automations driven by artificial intelligence and with the integration of the employment portals of the companies, we manage to improve the response to the candidates, even guiding them in their registration or search process or filling in their professional profiles . We do this through the Chat bot functionality, or automatic responses to candidates.

There are companies that offer online services to the employee that, curiously, he hardly takes advantage  of  several reasons. Employees perform many tasks without using the computer, some travel and due to lack of time they do not go online to consult corporate information in the “heat” of the working day. Other times it happens that the portal is not multi- device and multi-platform , and when they access it, it does not offer them the necessary user experience on the device they have chosen at that time.

Less and less we use our PC outside of work, today we are replacing it with our smartphone or tablet and the user experience of the job portals on those devices does not encourage connection.

Many job portals are mere web accesses to human resources software without adaptations to use in mobility, or to mobile devices. They do not rank content according to the context of use, nor do they take advantage of key functions of mobile technology such as push notifications. To avoid these problems, it is advisable to choose to launch a multi-device and multi-platform job portal script  and app for companies .

The cross-platform property resolves the portal for the web, mobile web, and iOS and Android apps into a single solution.

Therefore, these characteristics make it possible to offer the same services and functions online to all employees regardless of the device they use to connect, be it their PC at home or at work, their tablet or their iOS or Android smartphone.

From the worker's point of view, having in hand and easy to use all the communication procedures of the workers with the company, it favors that they use the job portal app on a regular basis and above all it facilitates that the relevant information arrives at the right time. So,build an job portal script most effectively and save time. . 

Some of the main advantages of successfully implementing an employee portal and app:

- Savings in time and costs in the administrative management of HR

- Reduction of paper and filing tasks, towards the paperless office

- Better internal and interdepartmental communication

- Fostering collaboration and participation in company policies

- Improves the work environment

- Team loyalty   

What are the functionalities that add value in an employee portal and app ?

As an example, at vBote we have grouped them into different functional modules of our multi-platform and multi-device mobile application and portal solution for employees, which offers a desktop version, mobile web, and iOS and Android app.

The defined functional modules are the following:

- Corporate information. Here the company communicates general information to employees.

- Holidays and permits. It facilitates the management of permits, leave and vacations. Employees and their department heads interact through the portal

- Private documentation. This module makes available to employees their personal documents related to their relationship with the company (contracts, payroll, certificates ...) 

- Training. The company shows its training offer and employees enroll in the courses with prior authorization from their department heads.

- Approval of expenses. For the agile management of the expenses incurred by employees in their professional activity.

- Communication between departments. Communication channels between employees and departments.

- Management of the day. Management and control of hours worked and tasks performed.

- Digitized signature. Signature of documents by the employee. 

The way of communicating within organizations has evolved enormously in recent years. Since more and more companies have tools that favor interconnection between their members, this evolution is here to stay.

Large companies have already implemented internal communication systems between employees. This new way of understanding company communication and the flow of information has given rise to human resources departments developing decentralization processes.

One of the most prominent exponents of this decentralization of activities is reflected in the so-called Human Resource portal . It is an internal environment in the organization to which all its workers access and where all kinds of information related to the management of people in the company can be accessed . This environment can be considered as a self-service for the employee , since within this space it is possible that workers can consult their payroll, control their entry and exit times, download and view information related to the company and human resources, etc.

The Human Resource portal is a natural evolution of the intranet concept , which has ended up becoming a true manager for the people who work in an organization. For the administration of Human Resources within a company, having this portal supposes an important support in their tasks and a discharge of work that is assumed directly by the worker himself.

Information offered by an Human Resource portal:

Administrative information : the administrative documentation of human resources management, such as payroll, social security documentation, models to be completed by the worker for the Treasury.

Monitoring and control of the worker : keeping track of the record of hours worked by each employee in the organization can be done through the employee portal. Both the Human Resources area and the worker himself can access this environment to consult the worker's time record, the hours of entry and exit, days off work, holidays.

Communication : allows communication directly to the workers any notification or information that is necessary. Employees can access these communications and be aware of everything that is transmitted.

Access to training : the training proposal for workers according to professional profiles can be consulted, and it is even possible that this environment has a tele-training platform where workers can access the training available to them.

Leisure environment : activities such as sporting events, parties, celebrations, competitions, etc., are some of the activities that can be organized or informed in this environment.

Corporate information : that relating to corporate documentation and models. Email templates, Word document templates for contests, etc. can be available in this environment and thus facilitate the daily work in the organization

Build an job portal software: This human resource software is involved with the recruitment process like video conferencing,post their vacancies,our application status and etc.

Advantages of the Human Resource portal:

It allows the worker to have a better knowledge about the organization.

Generates a sense of belonging to a community.

Time spent on bureaucratic aspects is minimized.

The relationship between the company and the workers can improve considerably.

An important benefit is the improvement in internal communication.

Continuous updating of information.

Optimization of the time spent by the members of the human resources department.

Involvement of workers in the company.

Greater homogeneity in the information.

Your human capital is the most important asset of the business

The success of any business depends on its staff, so it is essential that you know them well. The better you know your company's products and services, its work processes, and above all, what your employees are like, the better you can predict how a potential candidate will fit in. Employees are the greatest asset of a company, therefore, hiring the right staff is essential to help your business achieve its goals.

The stakes are high, since the cost of hiring, training and integrating the wrong staff, with the consequent dismissal and return to the beginning of the hiring process, can reach the company up to three times the salary of the first year for the put in question.

But it's not just a matter of saving money on human resources 

 Hiring the wrong person can disrupt productivity, affect the coexistence of a team, or even cause other valuable employees to leave. So what is the best way to minimize the chances of making a bad decision when hiring someone?

Your plan for success with HR software

Your ability to attract and retain the best employees will determine the future success of your company. But hiring talent is not merely about who has the highest salary, it is about offering each employee the training, environment and experience to ensure that they are happy, engaged and motivated.

It may sound simple, but it is not. In 2016, Hays Group conducted a study showing the levels of employee engagement around the world.

While 72% of US workers felt involved, the figures for the UK (65%), France (61%) and South Africa (68%) weren't so optimistic. Different indicators are used in other surveys.

Gallup, an American market research company, tracks employee engagement on a daily basis, and according to a 2016 report, only a third of American workers were committed to their work, a figure that has barely changed in more than one decade. With this data, the main conclusion we can obtain is that companies have to better understand how their best employees work (and develop). This task can be done with a suitable human resources management software. 

A staff management software for a smooth hiring process 

Recruitment Selection software is being used more and more in many companies. The reason is very simple: these are great allies when it comes to monitoring the personnel of organizations and ensuring optimal control of the HR department. If you are still recruiting and tracking candidates with infinite and outdated excels and resume databases, it is clear that you need a Recruitment Software to try and recruit the best talent.

Recruitment software is an ideal tool to manage each of the stages of the talent recruitment process, such as shortlisting candidates or interviews. This type of solution allows you to create a database with all applicants for a vacancy, as well as their resumes and personal data to have all the information organized. It is a fundamental piece to facilitate the work and streamline the tasks of those responsible for attracting talent in the company.

What needs does the recruitment Selection Software cover?

• Personnel Selection software is an agile and effective unified solution to the three great challenges of any current company in terms of Human Resources management: attracting, hiring and retaining the best talent. Ultimately, it is about managing talent globally and in all its phases, for which it is essential to make the selection of personnel a main function of the talent management strategy.

• A recruitment software should facilitate internal and external recruitment . Because although it is essential for any company to have the ability to attract and hire talent, it is also vitally important to retain talent that already exists in the company, and to position it in those positions and projects that are most beneficial both for the company and for the professional development of the company. employee.

• Prepared not only to attract and manage active candidates , those who are actively looking for a job or more inclined to face a new professional challenge, but it must also be a solution that allows detecting and attracting talent among passive candidates, who They are not in an active job search, but whose profile may be strategic for the company. To achieve this, it is important that the recruiting tool reaches the target talent directly. The search technology for profiles in social networks that incorporate the current platforms facilitates this task.

• Attract and hire talent , it is important to show the company as an attractive place to develop a professional career. We are talking about publicizing and positioning the company's brand, clearly making the brand image and the differentiating elements known as an employer of your organization. To achieve, in short, that in view of the best candidates it has the seal of "the best place to work."

To achieve this, a personnel selection tool must have an attractive, agile and easy-to-use candidate portal that facilitates the knowledge of the company, the advantages of working in it, and allows looking for the job opportunities that best fit with their abilities. and expectations, etc.

• A Recruitment Software must address the entire hiring cycle , including the on boarding phase. This process is vital for new hires to adapt quickly and successfully to their new job. The welcome pages, with information about the organization, resources and corporate processes, are very useful on the first day. But the onboarding phase must go further, it must facilitate communication and interaction with the rest of the organization, through tools and resources that encourage others to interact and collaborate with new employees.

Here we leave you some Personnel Selection and Human Resources softwares that help you in the points listed above, allowing you to simplify and make human resource management tasks more efficient:

 • Multiposting: Posting a position in multiple job portals with one click is possible, all you have to do is create your job offer in the system as you want it to appear and with the fields you want, and then mark with one click the job portals and social networks in which we want it to be published.

Thanks to the recruiting software, we save time and money because we no longer have to go portal by portal publishing the same offer, but we manage all the publications from a single site. In addition, all the candidates who apply in any of the sources that we have published our offers will arrive to us automatically in the software, so that we will never have to screen again in any portal.

• Updated candidate database : Teamwork in a company's personnel selection department is key, and for this, it is very important that each person works with an updated database that does not contain outdated resumes or duplicate resumes. Using a recruiting software you completely forget about all this, since the tool solves it automatically.

In addition, you guarantee that the entire team works unanimously with a single, fully updated candidate database, where comments that anyone has made of the candidate, notes from the interviews carried out, tests, candidate labels, etc., are in one place, Thus, saving a lot of time and even finding the ideal candidate to occupy the position without even having to publish it, since it allows you to search using keywords and filters.

Social networks have revolutionized the way we communicate and collaborate at work. More and more companies are turning to internal portals to help their employees keep up to date on important aspects of the organization and to encourage collaborative work. It is an interesting way to understand and promote communication, favoring at the same time such important aspects, such as innovation, motivation, or employee involvement.

The most advanced human resource management software generally include integrated social portals among their functionalities, so that employees can access all the information they need.

Welcome pack

What Anglo-Saxons call the Welcome Pack is often the first thing new hires get. However, in the confusion of the first days of work, it may not be so easy to assimilate the amount of information that is included in these materials. Putting the Welcome Packs in the human resources portal will allow employees to notice some details that may have gone unnoticed and, of course, will be a practical reminder so that they do not forget certain things to keep in mind and that have to do with basic issues such as rights and obligations, quality policies, clothing standards, schedules, etc.

Politics and procedures

The Human Resources Portal can become a true repository where you can host and share important company documents. People have easy access to all the relevant information they may need at some point to carry out their work and this will mean that the HR manager receives fewer daily information demands. For example, the Portal can publish the Policy for Management of Leave, Vacations and Other Absences or the Work Safety Manual, or the Complaint Measures for employees. The corporate code of ethics could also be published, or the rules of use of the Internet and Social Networks in the office.

Who is who

If the human resources software your company uses does not allow to automatically generate updated organization charts, or a list of featured contacts, you may consider doing so through your human resources portal with complete directories that include photos and personal information, roles , tasks and contact details. Newcomer employees could use this tool to identify the people they have to report to (or those who are in the hallways regularly and who cannot remember their name) and it is also a good way to facilitate communication between the people who make up the organization, in addition to serving as support to find partners with whom to collaborate on specific projects.

Corporate values

The human resources portal is an appropriate place to publish those corporate values ​​that you consider important to highlight, making them more visible and reinforcing the most exemplary behaviors. It should not be a simple boring list of conditions but should become an interactive place so it will be important to encourage all employees to share their experiences with examples of the values ​​they find in the course of their workday. It is a way of sharing success stories and transmitting a true sense of well-being among the staff.

What's New

You can keep everyone informed about company news in the “news” section of your portal. From there, you could share all kinds of news related to the human resources environment such as promotions, awards and recognitions for staff or changes in the social benefits package, for example. But, in addition, it could be the perfect place to publish news about the organization in general, such as attracting new clients or achieving the objectives established in growth strategies, opening new markets, etc. People will be encouraged to use the portal regularly if they perceive that it is the place from which to catch up on what is happening in the company.

Internal promotion positions

Before you spend a fortune finding new candidates to fill emerging vacancies in your organization, make sure you don't have the skills you're looking for in front of you. Post job offers on the portal. It may be that one of its members is actively searching or simply has the skills you are looking for for the new position. They could start talking about it. You could also encourage employees to search for candidates in their own personal network. Some companies even offer a reward for recommending candidates who have subsequently been selected.

Social responsability

The human resources portal is also a very useful means of promoting your commitment to corporate social responsibility. You can share your company policy on recycling, for example, or on energy saving, or encourage your employees to create a working group that encourages the search for new ways of operating less polluting. It is also a showcase to show those community projects with which the company feels most committed and to seek the collection of signatures to carry them out. Conveying the importance of CSR is especially important if the organization's staff is made up mostly of members of generation Y. Various studies have revealed that “restoring” society is a key motivational factor for this group of people.

Leisure activities and free time

In the human resources portal there should also be room for news related to leisure. For example, news about company parties, corporate outings or meetings, and other local events could be published. An interactive use of this tool should be encouraged to encourage employees, if they are interested, for example, in organizing groups for activities outside of work. Someone could, for example, propose the creation of a book club, or play in a team after work and organize a yoga session or any other sports activity during the break. Losing the feeling of "family", of belonging to a group, which characterizes the first moments of a young company, can put the growth of an SME at risk. Therefore,

Helpful Links

Most companies use third-party providers to provide certain services. For example, medical services, agreements with a gym or discounts for purchases in certain establishments. Publishing links to these services on the human resources portal can also be very useful because employees often forget that they have the right to this type of service or the procedures to follow to access them. It's a good way to remind people of additional benefits or services the company offers, and to encourage them to use them at the same time.

Frequent questions

There are many recurring HR management issues that can be entered into the HR portal for everyone to have at hand. A list of frequently asked questions can be compiled and published on the portal, updating it whenever necessary. Or, a more interactive feature could be developed to encourage employees to submit their questions via chat to facilitate more fluid communication. If you opt for this last option, you must ensure your availability to respond quickly to the demands that may arise because otherwise you could lose credibility.

Today all the professionals of a company talk about the importance of using an ERP, in any department or area of ​​the company itself.

Most workers, initially, when they hear the word ERP are unaware of its meaning and purpose.

In this article we are going to focus on the use and explanation of an ERP in the Human Resources area.

To begin with, we could define what an ERP is. In English the acronyms mean “Enterprise Resource Planning”, which in Spanish means “Business Resource Planning”. They are information management systems that help many of the business practices, along with the operational and productive aspects of a company, to be automated. It is a software architecture that makes it easier for companies to interrelate all the information between all the functions of a company.

Currently an ERP is a fundamental presence for a company to create and manage a business strategy , having as objectives access to information, optimize business processes, eliminate unnecessary data and operations, and have the possibility of sharing information between the components of the organization.

To optimize the efficiency and competitiveness of companies, and in their areas, new technologies are essential.

Focusing on the HR Area, its main function is to attract, motivate and train the staff of a company. Most companies usually reward the most efficient workers with an incentive; But today the employee needs to be recognized for the effort invested in an organization, which is why he claims to feel motivated.

In this sense, if a company, within the HR Department, installs an ERP business management system, it will be able to accurately measure the level of efficiency and effectiveness of all workers, clearly indicating performance progress; Therefore, the Director of the Area will be able to access real data to carry out a correct personnel policy. Companies that have opted to invest in these types of solutions, appreciate a very important improvement in the effectiveness of their employees.

For an implementation of an ERP in HR to take effect, there must be an involvement on the part of the staff and a commitment to build the job portal software. It is not always positive due to the fact that it is difficult to change the way of working. Initially it gives the feeling of more work, recoil and control; If one is involved in the project, in the medium term, agility in internal and external processes is achieved, together with the achievement of the set objectives.

 The use of ERP allows a competitive leap to differentiate itself from the rest, and innovate in processes.

For a good management of HR, it is necessary to implement an ERP in accordance with the management of personnel, training, selection, compensation and benefits, human talent, the employee portal, expatriates (7P), among other main functions of HR.