Table of Contents
- Agency Portal: It is the dedicated login portal for external agencies that will be helping organizations source candidates for the job openings assigned to them. They can view, refer and track the referral status via the Agency Portal.
- AOP: AOP stands for Annual Operating Plan. It is an annual recruitment plan of an organization using which an organization can manage the total headcount (existing and new positions).
- AOP Employee Role: In AOP, an employee role is a designation for which a position has been created.
- AOP Fill Ratio: AOP fill ratio is the average number of positions that were filled and hired during the year. It is calculated department-wise.
That is, Fill Ratio = [(Active Positions + Hired Positions)/Operational Positions]*100
Active: The total number of positions filled for the respective department.
Hired: The total number of positions that are in the hiring status of ‘Hired’ for the respective department.
Operational: These include open and filled positions. (where, Operational= Total positions - On hold)
- AOP Positions: It is the total headcount (called positions) declared on AOP for an organization.
- Blacklist Candidates: It is the process of hiding a candidate profile from being listed on the Candidates tab. Hence, the candidate profile will be unassociated from active jobs(if any), and will not be listed for any future jobs.
- Candidate Experience Survey: It is a survey to capture a candidate's interview experience, which is sent to a candidate by the recruiter as Hired or Rejected.
- Candidate Pipeline: The candidate pipeline is a consolidated view of all the associated candidate status at a job level. All the milestones configured for the respective job hiring plan will be listed along with the number of candidates present in that particular milestone.
- Candidate Ranking: To enhance recruiters' decision-making process, Sense TRM ranks the candidates in the screening stage of a job.
The ranking is done based on the Overall Score calculated using the formula:
OVERALL SCORE = SKILLS SCORE (50%) + EDUCATION (20%) + EXPERIENCE (30%)
(Within brackets are the default weightage for each of the parameters.)
- Careers Page: The careers page is an effective and proven candidate-sourcing method for any organization. It can be configured from scratch and linked to your organization's official website. Using it will help in publishing and unpublishing a job opening at any point in time with just a click.
- Custom Fields & Types: These fields are defined from the Settings for various scenarios like for application forms- referral, candidate application, careers page application, job creation form, and user profile forms.
- Employee Portal: It is a dedicated portal for employees of an organization. By logging in to the portal, they can view job openings, submit referrals and track the application/referral without having to contact the recruiter every time.
- Employee Position ID (AOP): It is the unique identification code generated for a position while adding to AOP. When you click on a position ID on Sense TRM, it will display the position and employee details associated with it.
- Hiring Manager Experience Survey: HM (Hiring Manager) Experience Survey is sent to the hiring manager to collect their interview experience feedback. The survey is sent only upon marking the respective job as 'Closed.'
- Hiring Plan: A hiring plan is a recruitment process that a recruiter follows. It comprises various stages (screening, assessments, interviews, offers) that a candidate has to go through as part of the hiring process. Hence, recruiters can keep track of candidates present in various stages of the hiring process and can plan for the next steps.
- IJP: IJP stands for Internal Job Posting. It is similar to a careers page but with visibility set only for internal employees. Recruiters can create jobs and publish them on IJP for filling the position internally.
- Internal Forms: Internal Forms are for recording candidate details fetched during various stages of the hiring process. These are filled by internal stakeholders and used for internal references only.
- Job and Offer- Approval Chain: The Job Approval Chain allows an organization to configure an approval chain for all the jobs created.
- The Offer Approval Chain allows an organization to configure an approval chain for all the offer letters before rolling them out to candidates.
- Job Code Generator: It is a unique identification code assigned to every new job created on Sense TRM.
The code can be in any of the following combinations:
- Department and number
- Top department and number
- Prefix and number
- Latest Application: When a candidate profile has been added to Sense TRM from more than one source, the values (custom field values) added from the latest source will appear in the ‘Latest Application’ section. These sources can be Careers Page, IJP, Referral, or Agency.
- Note and Private Note: Notes are for adding details about a candidate or a job that will be used as a reference. A note can be viewed only by those who have access to the job and with view or edit candidate/ job note permission. A candidate note can be made public/private. (Private note is visible only to the user who has created it.)
- Offer Field Validation: Upon adding the necessary placeholders to an offer template and uploading them to Sense TRM, validation ensures:
- that all the placeholders present on the template are working properly.
- that all the placeholders present on the template are present on the offer form in Sense TRM and vice-versa. In case of any missing placeholders, the app notifies you.
The process is for all placeholders except formula fields.
- Offer Placeholders: Placeholders on the offer letter template are replaced with respective values from job/candidate details (default placeholders) and by the values entered by the recruiter (custom placeholder) while generating the offer letter.
- Opening ID: It is the unique identification code that will be assigned to a job opening.
Organization/Employee/Agency Ownership Period
- Organization ownership period: The time period for which the ownership of a candidate profile stays with the organization.
- Employee ownership period: The time period for which the ownership of a candidate profile stays with the employee who has referred the candidate. Upon completing the defined period, candidate ownership will be empty in the source trails.
- Agency ownership period: The time period for which the ownership of a candidate profile stays with the agency. Upon completing the defined period, candidate ownership will be empty in the source trails.
- Position Mapping: Suppose you have a job with multiple open positions or multiple recruiters to manage it. Position mapping allows you to set a hiring time frame for each opening and assign them to the respective recruiter. Hence, the hiring for each position will be independent of other positions declared in the same job.
- Reasons Configuration: As a recruiter, you might have to put a candidate on hold, reject their profile, or at times, you will have to close a job or even cancel hiring for the job. In all such scenarios, stating a reason will be easier for future reference. These reasons can be declared on Sense TRM via Reasons Configuration in Settings. It further helps in producing more accurate periodic reports and deriving insights.
- Referral: It is a recruitment strategy where employees are encouraged to refer qualified candidates for a job.
- Resume Mailbox: Suppose you have a resume in your mailbox. Instead of downloading and uploading it to Sense TRM, you can forward it to the job-specific resume mailbox address. Sense TRM will automatically credit the source to the email address from which it is forwarded.
- Source Trails: It displays all the sources in order to which the candidate profile was uploaded on Sense TRM.
- Stages in Hiring Plan: Stages can be defined as the process of hiring candidates. It is a set of rounds that is configured at a global level and/or a job level.
- Tags: Tags are used to sort or identify candidates based on skill, profile type, professional details, etc.