You can tell from the lack of blog posts recently, we've been busy! We implemented 15 new clients in September alone - which is pretty staggering stuff. I've even got my hands dirty myself on a couple of larger projects.
It will come as no surprise to people that 93.3% of those systems have been graduate recruitment systems. It's funny given that I'm often asked – what is your company's speciality, graduate recruitment or experienced hire? The answer of course is that we do both and specialise in neither, we just happen to put together more grad systems. The simple fact remains – there are more companies out there who identify the need for a grad system over an experienced hire system – so we naturally cater for that need!
Anyway, I thought I'd take this opportunity to jot down the 'super-set' of all graduate recruitment requirements that we've come across in case you're either looking to build one, sell one or just wonder what goes into one.
- Brochureware website/campaign microsite/.mobi site
- Intake selection/intake finder
- Gross negative disqualifiers (killer questions)
- Junk/spam email avoidance
- "Save and return" application form with/without CV upload
- Self administration of contact details
- Top-up forms
- Visibility of email history
- Two way text messaging
- Event list
- Event registration
- Online tests
- Pre-screen/full screen tools
- Telephone interview scripts
- A/C results capture
- Offer generation
- Onboarding
- Candidate pre-loading
- MI/dashboards
(The list excludes inherent ATS functionality)
The majority of systems we build have 50-75% percent of these requirements to make a complete system – some do have less but they are rare. In contrast a fully fledged experienced hire system tends to have much less focus on the candidate experience and much more on the back office element.
If I get time I'll put together a similar list of what goes into the microsite/campaign site.
- Mike
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