34
Beginning the recruitment processes without using an eRFR. Collecting, interview and selecting the candidates e Candidate Gateway: the new way to apply for a CSULB job eRecruit in PeopleSoft California State University Long Beach Customized Human Resources Technology Support Services, HRM Revised Edition, March 2008

eRecruit in PeopleSoft - Division of Administration and …daf.csulb.edu/offices/bhr/staffpersonnel/jobs/pdf/erecruit_guide...There are two distinct parts to the eRecruit process and

  • Upload
    lythuy

  • View
    215

  • Download
    2

Embed Size (px)

Citation preview

Beginning the recruitment processes without using an eRFR.

Collecting, interview and selecting the candidates

The Candidate Gateway: the new way to apply for a CSULB job

eRecruit in PeopleSoftCalifornia State University

Long Beach

Customized

Human Resources Technology Support Services, HRM Revised Edition, March 2008

Customized eRecruit in PeopleSoft for CSULB.

© 2008 California State University, Long Beach. Revised March 2008. Published January 2008.

About this User’s GuideeRecruit is set up as a series of pages. Likewise, this User’s Guide for the ASM is organized so that each page is a different step in the process. On the right are the instructions and a description of the eRecruit page. On the left are screen shots of the eRecruit page.

There are two distinct parts to the eRecruit process and so this User’s Guide has two chapters. The first covers the eRFR - setting up and submitting an Request for Recruitment electronically. The second covers Manage Recruitment - screening the applicants, managing interviews, and hopefully extending someone a job offer.

Technical SupportTechnical questions about PeopleSoft HRIS @ 5-7393

Questions about working with eRecruit Staff HR @ 5-4031

Questions about a recruitment or the process Contact Your Recruiter

hr teChnoLogy SUpport ServiCeS – CSULB | iii

table of Contents

1 eRFR: Request for Recruitment - Getting the Ball Rolling 1

Getting the Ball Rolling 1

Find Existing Value & Starting a New eRFR 1

Replace Existing Employee or Request a New Position 3

Basic Information Page 5

Advertising Page 7

Position Information Page 9

Other Information Page 11

Interview Committee/Attachments Page 13

Submit Button 15

2 Manage the Recruitment: Screen, Interview, and Offer 17

Find Recruitments 17

Manage Recruitments: 19

Applicant List Page 19

The List of Applicants 21

Printing & Saving Applications 23

Report List Page 23

The Interview Process 25

Rating Applicants 27

Prepare the Job Offer 29

EDITED

4 | Customized erecruit in peopleSoft

the first step is to enter the department number.

once submitted, you can’t change an erFr. So be sure that everything is correct.

this is the same thing as a regular “Save” button. Use it often.

This is the search screen for the eRFR. To begin, click Add a New Value.

Begin by choosing either to replace an existing position/employee or by requesting a new position.

hr teChnoLogy SUpport ServiCeS – CSULB | 1

1 erFr: request for recruitment – getting the Ball rolling

Find Existing Value i e Find an existing eRFR

You can review any request within your area of au-thority. By conducting a search based on the depart-ment number you will see the request within that department. By clicking on any item in the list, you can review the request starting with the approval status. Alternately, you can search for a specific Recruitment Request ID.

How To:Search By: 1. You can search by either Depart-ment or Recruitment Request ID

Search Results:2. A list of recruitments and listed as either “Submitted” or “Saved for Later”

You cannot make any changes to a submitted request, but you can change any Save for Later request.

HOW TO GET TO eRFR FROM PEOPLESOFT, the path is LB HR Custom Func-tionality8eRecruit8CSULB Recruiting Solution8 eRecruit Homepage. IF YOU DO NOT have access to PeopleSoft, you can enter the recruitment process online through MyCSULB as follows: From MyCSULB sign in with your user name and password. On the left side of the page, click on eRecruit Homepage.

Start a New eRFRFor ASMs and Department Managers

How To:From the opening Recruitment Request page, click on the Add New Value tab.

Effective Date1. : When do you want the recruit-ment to be announced? Change it as needed.

Department:2. Enter the department number you are hiring for (or choose from the list)

I would like to…3. Indicate if you will replace an existing employee or add a new position.

The eRFR is the beginning of the eRecruit process. First, set the effective date and department. Then select one of two options:

Replace Existing Position(s)/employee(s) ♦ Use if your eRFR is to fill an existing position that is (or will be) vacant. In most cases, your eRFR will fall into this first category.

Request a New Position ♦ Use if your eRFR is to fill a newly created position that has never been filled before. Be sure that you have had the position description reviewed by Class/Comp and the position is set up with the budget office.

2 | Customized erecruit in peopleSoft

enter either the empliD or the position number. not both.

print a copy of your erFr anytime during the process.

takes you back to Findan Existing Value. Unsaved work will be deleted.

this number changes once you “Save”.

For EmplID, you can also search by Department number by choosing it by the pop-down list.

to advance to the next step, click the Continue button, or use the text links at the top.

hr teChnoLogy SUpport ServiCeS – CSULB | 3

Replace Existing PositionEnter information in one of the following fields

EmplID1. : Enter the employee ID number of the person who holds (or who most recently held) the position for which you are hiring (or you can choose from the list.)

Position Number:2. Enter the position number you are hiring for (or choose from the list.)

The goal is to identify which position you intend to fill. Type (or choose from the list) the employee ID number (EmplID) assigned to that position. If there are multiple openings for a position, or you do not know the EmplID, enter the Position Number on the left (or choose from the list.)

Important Tips:Be sure to save your work at this point. Saving your work is the same throughout the eRFR process. Use the Save for Later button. After you do, you may want to write down the Recruitment Request ID number appearing in the upper right side of the page.

When you are done, click on the continue button.

Request A New PositionEnter the headcount

You only need to enter the headcount you intend to have for the new position.

Be sure to save your work at this point. Use the Save for Later button. After you do, you may want to write down the Recruitment Request ID number.

When you are done, click on the continue button.

eRFR BUTTONS Each page in the eRFR process has some important buttons. In the top left is At the bottom of each page in eRFR are:

to go to the next page in the eRFR process. to save your work.

to return to the Find Existing Value tab. to begin the review/approve process.

4 | Customized erecruit in peopleSoft

For a new position, enterthe job code. the key fields will be filled in automatically.

Leave a message for the Classification & Compen-sation team here.

Position Information page for Class/Comp. Any changes you make are reviewed by the Classification and Compensation team before approval.

hr teChnoLogy SUpport ServiCeS – CSULB | 5

Position Information, Replace an Existing Position

When replacing an existing position, the basic posi-tion data appears on this page. Review it carefully. You can do one of two things:

Keep the existing data ♦

This is the most common choice. In most cases you will not need to change anything.

Change the existing data ♦

If it is necessary to change any existing data, enter it here. If you change anything, it will not become permanent until reviewed by Classification and Compensation, and approved by the appropriate parties.

Hiring Someone Temporarily Into a Permanent Position If you decide to hire someone temporarily into a permanent position do not make any changes to this page. Write a comment to this effect in the Special Instructions field only, and include how long you intend the temporary employment to last.

You also need to enter information into two other pages: Posting Information and Other Information. See these pages for more information.

Position Information, Request A New Position

In the case of a new position, you can do only one thing:

Establish the Job Code ♦

Once the Job Code is selected, much of the data for this page will be entered automatically. The job code lets Class/Comp know what kind of position you intend to create.

More About This PageIn this case, you should have already started a discussion with the classifier, and they should be expecting you to submit an eRFR.

Once an eRFR is submitted, the classifier will ap-prove it, which will generate an automatic notifica-tion to the budget office.

6 | Customized erecruit in peopleSoft

this is a required field.

Under the magnifying glass for Marketing ID

Standard Advertising: The job will be automatically posted in these 4 places.

Check with the budget office if you do not have this information.

hr teChnoLogy SUpport ServiCeS – CSULB | 7

Advertising PageThe steps are the same for replacing an existing position or requesting a new one

Successfully advertising your available position is key to finding the best candidate possible.

Map out your advertising plan by indicating the periodicals, job boards, and other channels you want the recruiters to use to advertise the job opportunity.

Other Advertising Options (Optional)List any outside advertisers you want the recruiters to use. You must indicate both how much money and how many days you want to spend on each.

See a list of CSULB’s usual for-pay advertisers, click View Standard Advertising.

Outside advertising is not required, but if you choose to use it, you must also identify the fund-ing source in the Direct Expense Information section located on this page.

Here are the fields you will be working with:

Marketing ID ♦ Choose from a list of periodicals and job boards or choose “other”

Not to Exceed Amount$: ♦ Enter the maximum amount you want to spend on an advertiser

Posting Period: ♦ Enter how many days the post-ing will appear with this advertiser

[+][–] - ♦ Add or delete an advertiser

CSULB Posting Period (Required field)By default your job will also be posted on the CSULB web site. You must choose a day range from the CSULB Web Posting Period pop-down list. The range is from 14 and 60 days for this advertisement. Click Click to View Standard Advertising to see a list of the advertisers the recruiter will choose from.

Direct Expense InformationIf you listed any outside advertisers, you must indi-cate your funding source. Required fields include:

Account ♦

Fund ♦

Department ♦

If you do not know this information, please contact the Budget Office.

8 | Customized erecruit in peopleSoft

remember to spell check your work!

there are 13 different Job Description fields. Use them to let the recruiter know what you’re looking for.

the job title as you want it advertised.

hr teChnoLogy SUpport ServiCeS – CSULB | 9

Posting Information PageUse this page to communicate information you want the recruiter to consider before (s)he writes the job posting

This area is optional and is the same for replacing an existing position or requesting a new one.

Job Descriptions: ♦ 13 open text fields for you to enter details about the job. This is a good way for you to communicate details about the position to the recruiter.

Use the Job Descriptions area to give recruitment information not already in the Position Description. (See page 12: Interview Committee/Attachment.)

Enter information you want the recruiters to know before they write the job announcement. Here are some samples:

If you wanted to advertise a salary range, say, up ♦to the first quartile only, write that in the Salary section.

If you have interesting information about your ♦department, add that to the Department Descrip-tion section.

If you intend to temporarily fill a permanent ♦position, enter the duration in the Appointment Dates section.

Outline the job in as much detail as you feel neces-sary. Remember that, though some detail is neces-sary, too much detail is not always better. You do not have to put something in every field. The descrip-tions you enter are subject to modification by the recruiter.

Spell check your work by clicking on . Note: For-matted text and special characters are not allowed.

10 | Customized erecruit in peopleSoft

Assign any value between 1-100 for each criteria.

hr teChnoLogy SUpport ServiCeS – CSULB | 11

Other Information PageSetting the hiring criteria & attaching documents

Field: ♦ Explain the interview selection process you will follow in this recruitment:

This open text field already describes the default screening process. Read each section carefully. You may need to change or add language to properly describe the selection process for this recruitment.

For example, if you, yourself, intend to engage an outside search firm, add a sentence to this effect here. If you intend to temporarily hire someone into a permanent position, enter a statement to this effect here.

Panel: ♦ List the search criteria to be used in interview rating:

Break down the Position Description into a list of selection criteria. Used by the interview team, it is how interviewees are, in part, screened and com-pared.

Panel: ♦ Required License/Certificate

All required licenses and certificates are pulled from existing PeopleSoft data about the position. If you also have preferred licenses or certificates, they should be outlined in the Position Description. See p.13 for more about attaching a Position Descrip-tion.

How to create search criteriaA minimum of one criterion is required. It’s weight must equal 100. If you include multiple criteria, each needs to be assigned a weight and together they must add up to 100 total points.

Enter the name of the criterion.1.

Give it a weight from 1 to 100.2.

To add another criterion, click on 3. and repeat steps 1 and 2. The total criteria may not have a weight exceeding 100.

To delete a criterion, click on 4. .

12 | Customized erecruit in peopleSoft

When you click on Add Attachment, this is the dialog box you will see.

Choose the category your document falls under. then click on Add Attachment.

Next, click on the Browse button...

...Now click on Upload.

Must haves: pD, org Chart, interview Q’s and maybe testing scenarios.

hr teChnoLogy SUpport ServiCeS – CSULB | 13

Interview Committee/ Attachments PageThis is the second to last step in the eRFR process

There are two sections in this page.

Interview Committee: ♦ Select who will meet with the candidates.

Recruitment Request Attachment: ♦ Any related documents you want the recruiters to have.

Interview CommitteeSelect members of the interview committee by 1. entering each person’s employee ID number (EmplID) or search using the .

Designate a chair or multiple 2. “cochairs” by click-ing on the check box .

If you are an ASM and you intend to interview 3. applicants, be sure that you are added to the interview committee.

Anyone you include in this list will have the ability to rate candidates in the Job Opening page. If you want to add another person to the committee after the recruitment is open, then you will have to con-tact the recruiter.

Recruitment Request AttachmentYou must attach the following documents:

Position Description ♦

Organization Chart ♦

Interview Questions ♦

Testing Materials (if testing will be conducted.) ♦

If there other documents that you feel are relevant to the recruitment, check with your recruiter before you submitting them as an attachment.

How to add attachments

Click on 1. Add Attachment.

Click on 2. Browse (sometimes called Choose File). Locate and click on the document.

Click 3. Open (sometimes called Choose).

Click 4. Upload. The document should appear as a link. To view the document, click on the link.

To attach another document, click 5. If there are no more attachments, click on

.

Once you save and return, all attachments will be listed.

Viewing, downloading, editing, and deleting attachments

To view or download an attachment, click on its ♦name, which should appear as a link. (In some cases you may need to ctrl + click.)

To replace an attachment for another, click on ♦Edit Attachment.

Click on ♦ to delete an item.

EXPORTING TO EXCEL: This button is located in the upper left of the Applicant List. It allows you to export the list into Microsoft Excel. Either click (or [ctrl]+click) on the button to export the list and open Microsoft Excel. Once in Excel, the list is fully editable and you can print or save it to disk.

14 | Customized erecruit in peopleSoft

The Approvals page shows the approval steps the eRFR must go through.the Approvals page is created once you press the Submit button.

Write down your recruit-ment request iD number. Use it to see the status of your eRFR.

To search for an existing eRFR, search using the Recruitment Request ID number.

hr teChnoLogy SUpport ServiCeS – CSULB | 15

SubmitBy submitting the request, you open it to review and approval by the appropriate parties. Once you click the button the approval process will be display on this page.

Each box represents an approval step and shows which department and/or employee(s) are respon-sible for the approval. The first approver is the ASM. If you are the ASM, your approval will be auto-matic.

This is a linear process and each approval must occur in order. Once the eRFR has been approved by all the relevant parties, you will be notified via email.

Double check your work!Go over every page again and double check your work. Once you submit your eRFR no further changes can be made.

Remember to print your eRFR. Use the button to print a copy. This can not

only help you review your work, but the hard copy can serve as your file copy.

Check the eRFR approval status To check the status of your request, use the search screen.

Enter the Recruitment Request ID.1.

Go to the Approvals page.2.

As each party approves the request the box 3. turns green. Those who have yet to approve will be blue.

16 | Customized erecruit in peopleSoft

Click on the recruitment number to view it and manage applicants.

Find using the recruitment number.

hr teChnoLogy SUpport ServiCeS – CSULB | 17

Manage RecruitmentsFor interviewers, ASM, and interview team

This is the second half of eRecruit. It allows you to view applications, manage the interview process, and ultimately start the hiring process.

Recruitment:1. This number is a unique identifier and is automatically assigned once the recruit-ment is fully approved.

Posting Title:2. This is how the job title appears to applicants. You should see the official Working Title as recorded in PeopleSoft’s Job Data. (You might see the Classification Title if no Working Title is available.)

2 Manage the recruitment: Screen, interview, and hire

HOW TO GET TO MANAGE RECRUITMENT FROM PEOPLESOFT, the path is LB HR Custom Func-tionality8eRecruit8CSULB Recruiting Solution8 eRecruit Homepage. IF YOU DO NOT have access to PeopleSoft, you can enter the recruitment process online through MyCSULB as follows: From MyCSULB sign in with your user name and password. On the left side of the page, click on eRecruit Homepage.

18 | Customized erecruit in peopleSoft

this link goes to a summary of the recruitment that in-cludes attachments.

this recruitment is still open. that is why only three columns of appear.Search for

an applicant by name (first & last.)

total includes all applicants includ-ing those who were rejected.

Attachments made in the eRFR process. You can add additional documents.

hr teChnoLogy SUpport ServiCeS – CSULB | 19

The Applicant List PageThe Applicant List page will change based on the job posting’s status. If the job posting is open, those functions related to viewing applications are the only ones available. After the job posting period ends, more functions become available.

The top portion of the Applicant List page Job Opening ID ♦ : This number is a unique identifier and is automatically assigned once the recruitment is fully approved.

Posting Title: ♦ This is how the job title appears to applicants. You should see the official Working Title as recorded in PeopleSoft’s Job Data. (You might see the Classification Title if no Working Title is available.)

Links that appear above the Applicant ListFive links appear above the Applicant List. The first two relate to the applicants.

Recruitment Attachment – All the documents attached to the original Recruitment Request (the original eRFR) can be found through this link. You will also be able to add additional documents. Attach the Verification of Reference Check here.

Interview Rating Summary – Shows who in the inter-view committee has rated each candidate with their score, and shows the average committee score (ex-cluding those who have not submitted a rating.) Use the navigation buttons to see each candidate being interviewed.

The last three links relate to navigating the list of recruitments. Previous | Next | Back to List – Flip through the available recruitments using the Previ-ous and Next links. Use the Back to List link to return to the recruitment list.

At the top-left of the list use the links to see any applicants not showing. You will also see the total number of applicants in the list (e.g. 1-5 of 40.) Before the job posting period has ended, your actions are limited to viewing applications. After the posting closes, more actions become available.

The bottom of the Applicant List Recruitment Summary/Attachment ♦ This link goes to a summary of the recruitment that includes attachments.

EXPORTING TO EXCEL: This button is located in the upper left of the Ap-plicant List. It allows you to export the list into Mi-crosoft Excel. This list includes the applicant name, number, and date. It also includes the screening criteria to be used by the interview team. Use this spreadsheet as your worksheet to help you manage the interview process. Either click (or [ctrl]+click) on the button to export the list and open Microsoft Excel. Once in Excel, the lists is fully editable and you can print or save it to disk.

20 | Customized erecruit in peopleSoft

notice that there are many more columns now that the recruitment has closed.

Click this icon to combine the information in both Criteria and Applicant info tabs together.

The Applicant List page has two tabs. This is the Applicant Information tab.

This is the Criteria tab. It includes the criteria set up during the eRFR process.

hr teChnoLogy SUpport ServiCeS – CSULB | 21

List of Applicants – Open When the job posting is open

On the Applicant List page, applicants are listed in the order in which they applied. To sort the list by first name, click on the column header applicant.

Sort by each of the other columns by clicking on the underlined title header.

Click on the ♦ tab to see the rating criteria to be used during the interview process. Use the button to combine both tabs into a single table.

To view an online version of a submitted ap- ♦plication, click on a candidate’s name.

See Printing and Saving Applications, to create an Adobe Acrobat (.pdf ) version containing the ap-plication, résumé, and other attachments.

WHEN APPLICANTS ARE REJECTED: WHEN THE POSTING IS OPEN: All applicants are screened by the recruiter. Any that do not meet minimum quali-fications are rejected. All the others are forwarded for consideration by the interview committee. These appear as the List of Applicants. ONCE THE POSTING HAS CLOSED: Applicants who will not be considered for possible interview should be rejected by the ASM/Committee Chair/Hiring Manager. Once a candidate has been chosen to fill the job, all the remaining candidates should be rejected in the follow-ing manner: Remaining applicants not interviewed are rejected by the ASM/Committee Chair/Hiring Manager. Those who were interviewed and not hired are rejected by the recruiter.

The List of Applicants – ClosedOnce the job posting has closed

Several additional functions become available once the job posting has closed.

Reject pop down: ♦ Offers reasons for rejecting an application from further consideration. To reject a candidate, choose a reason from the pop-down list and click . The row data will be cleared, and the applicant deleted. Do not use reason codes that begin with “HR”.

Disposition: ♦ Shows the current status of an ap-plication. Once a job posting closes, the recruiter will route applications for consideration, and the disposition changes to Routed. Other disposi-tions include Interview, Offer Extend, and Offer Pending, Offer Accept.

Route Reason: ♦ The three Route Reasons are Qualified, Less Qualified, and Not Reviewed. Once the status changes to Routed, the ASM, hiring manager, and interview committee chair are each notified by email.

An “X” in ♦ the 9.3 column indicates that the applicant is covered under article 9.3 of CSUEU collective bargaining agreement.

Prepare Job Offer ♦ is a link to the page used to enter job offer data. This function is available only to the ASM, hiring manager, or the com-mittee chair.

Rate ♦ is a column that only appears while the disposition is in the Interview status.

22 | Customized erecruit in peopleSoft

press the refresh button until the status turns to Details and Description turns to View Applications.

When this changes to the blue text link Details, click on it.

Choose view Applications and click on go to start the process.

this is the link to your report. Click on it to see the applicants you chose.

File List inside the Report Detail page.

When this changes to a blue text link View Applications, click on it.

hr teChnoLogy SUpport ServiCeS – CSULB | 23

Printing & Saving ApplicationsTo have an Adobe Acrobat (.pdf ) version of the ap-plication (along with resume, cover letter, and other attachments):

Click the 1. next to each candidate whose application you want to have. The Select All or Deselect All will place or remove checks for all candidates.

From the 2. pop-up list, choose View Applications.

Click the 3. button to start the process.

The Review Reports list will come up. In it is a 4. list containing the reports run on this recruit-ment during the last 30 days. Yours will be last in the list.

View Previously Run Reports will take you directly to a list of the reports you have run during the past 30 days.

IMPORTANT: When you start the process, a dialog box will appear warning that it could take “up to an hour” for your request to be processed. The more applications you choose to view at once, the longer it takes the system to collect and prepare the data. Usually, selecting a single application will take very little time. Selecting a few applications should take only few minutes, depending on how busy the system is.

Report List PageThe last column in View Reports is called 1. Details. You should see the word Details (under-lined and in blue) when your report is ready for viewing.

If it shows 2. N/A, then your report is still pro-cessing. Press on , located in the upper right hand corner, once per minute until the blue text appears.

Click on either 3. View Applications or Details to open your report.

From the resulting Report Detail page, your 4. report will be the first text link and look some-thing like this: Applications JobOpening 000.pdf.

Click on this link and all the applications you 5. selected (along with any attachments) will ap-pear in order. This report is in Adobe Acrobat (.pdf ) format and can be printed and saved to disk.

SAMPLE APPLICATION REPORT: The report will combine all the applications you selected into a single report. Your report will look something like this: Any attachments follow each application in order.

24 | Customized erecruit in peopleSoft

in this example, an interview is already set. But you can add more.

Click here to delete an interview.

to add an interview click here.

hr teChnoLogy SUpport ServiCeS – CSULB | 25

The Interview ProcessAn interview schedule can be set up for multiple ap-plicants simultaneously. Once set up and saved, the applicant’s disposition changes to “Interview.”

Start the process In the Applicant List page, click the 1. next to each name.

From the 2. menu, choose Man-age Interviews and press . The applicants you chose will appear in the Interview Schedule page, allowing you to set an interview date for each.

For each applicant, also choose the interview 3. type from the pop down list. (In-person 1, in-person 2, & in-person 3 refer to the first, second, and third in-person interviews.)

Optional fieldsSteps 1 through 3 are the only required entries for this page. The following steps are optional, and can be helpful in managing the interview process.

Add a start and end time of you like. 4.

To add another interview for an applicant, click 5. on Add Interview.

Click on 6. Notify Applicant and an email re-minder of the interview will be sent. This email is simply a reminder. You should have already contacted the applicant, set up the interview, and discussed the details with him/her.

If the interview involves members of the com-7. mittee, click the for Notify the Interview Team. Again, you should have coordinated with the committee members and established the interview logistics. This email should serve as email reminder only.

Click on 8. to add comments to each interview. Note: These comments do not appear in any email notification. These comments are for the reference of those who are interested in the ap-plicant’s interview. Only employees with access to the Interview Schedule page can view the comments.

Click 9. to save the schedule, send selected email notifications, and return to the Applicant List. Additional interviews can be added at any time in the process.

26 | Customized erecruit in peopleSoft

erecruit auto-matically turns your rating into a score based on the Weight.

the overall score divides the total by the number of interviewers.

hr teChnoLogy SUpport ServiCeS – CSULB | 27

The Interview SheetEveryone must give a rating

Each member of an interview team is required to rate the applicants (s)he interviews based on a set of criteria. Every job opening has its own set of inter-view criteria. These criteria were established during the eRFR process. If you want to change the criteria at this point, you should must the recruiter.

Getting There:In the Applicant List page, find the Rate column at the end of an application.

Only applications with the disposition Interview can be rated. By clicking on Rate, the Interview Rat-ing Sheet page opens.

INTERVIEW COMMITTEE ACCESS ONLY: Only those designated via eRecruit as being on the interview committee can rate an applicant. If, on clicking on Rate, you instead you see a search page it means that you are not on the interview commit-tee for this position.

Rating the ApplicantsRating the applicant

Your evaluation of the applicant based on this pre-established criteria will be taken into account. This total is to be evaluated when deciding who will be extended a job offer.

Each individual criterion has an assigned point value, or weight, and the total criteria always adds up to 100 points.

Prior to conducting an interview, review this page to be sure that you understand each criterion.

After meeting an applicant, log-on and record your rating of the applicant using the 5-point Interview Rating scale.

Notice how your rating is converted to a score and the scores are totaled a the bottom of the page.

will record your evaluation. Should you see someone again for another interview, you can update your evaluation as long as the applicant disposition remains in Interview.

Interview Rating SummarySee how your committee members have scored an applicant using the Interview Rating Summary link located in the Applicant List page.

28 | Customized erecruit in peopleSoft

extend a job offer at any point after an interview has been conducted.

include who did the background check and which companies were called.

Component, of-fer Amount, and Frequency are required fields.

hr teChnoLogy SUpport ServiCeS – CSULB | 29

Prepare the Job OfferThe Job Offer page

Congratulations! You have decided on an applicant to hire. But before you submit an offer, review it with the recruiter. Discuss when the candidate will start work, how much the person’s compensation will be, and any other issues that may exist. This information will help you prepare the job offer cor-rectly.

The information entered in the Interview Job Offer page will be forwarded to the recruiter. It is from this information that the recruiter will generate the offer letter.

How To:Only the ASM, hiring manager, and the interview committee chair can prepare the job offer.

To extend an offer, click on to bring up the page.

Enter a start date for employment.1.

Go to the Job Offer Components panel and 2. enter the following date into these fields.

Component. 3. Choose Base Salary.

Offer Amount4. . Enter the dollar amount. Con-tact your recruiter if the salary is above the 1st quartile.

Frequency.5. Choose from among monthly, hourly or annually only.

To add additional components, (one-time mov-6. ing expenses, for example). Click on the Add Another Component.

In the Comments panel, enter any comments 7. you want the recruiter to review. Add more comments by using Add Another Comment.

Click on the 8. button.

What happens nextYour job is done! Here is what happens next:

If you are not the ASM, the ASM will have to ♦approve the Job Offer. The ASM has the ability to make changes to the offer.

The offer information is then forwarded to the ♦recruiter who will process the offer and prepare the appointment letter.

The recruiter will then send you the appoint- ♦ment letter by email.

HR Technology Support Services, HRM, California State University Long Beach, Brotman Hall 238.

Phone Support: PeopleSoft technical issues contact HRIS at (562) 985-7393. eRecruit questions call (562) 985-4031. Questions about a recruitment, contact your recruiter.