Professional Documents
Culture Documents
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Content
1. Definitions............................................................................................................................................................. 3
2. Taleo Description. ................................................................................................................................................ 4
3. Access to Taleo ..................................................................................................................................................... 5
4. Installations .......................................................................................................................................................... 5
5. Training materials and Technical Support: ...................................................................................................... 6
6. Requisition Management..................................................................................................................................... 7
7. Recruitment process workflow: How to track candidate and requisition status......................................... 11
7.1. Requisition Status ....................................................................................................................................... 11
7.2 Tracking Applicant status........................................................................................................................... 12
8. Sourcing CVs for the new position ............................................................................................................... 15
8.1 Direct advertisement on LG web-site................................................................................................... 15
8.2 Advertisement on the social networking web-sites ............................................................................. 15
8.3 Sourcing CVs in Taleo database........................................................................................................... 17
8.4 Referral ................................................................................................................................................... 18
8.5 On-line Career Portals .......................................................................................................................... 19
9. How to send candidate’s CV to Hiring Manager............................................................................................ 20
10. Scheduling Interview ....................................................................................................................................... 21
11. How to send follow up e-mails to the candidates .......................................................................................... 23
12. Reference Check............................................................................................................................................... 24
13. Mass uploading CVs ........................................................................................................................................ 25
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1. Definitions
Taleo Recruit Module – web-based recruitment software supporting company internal applicant database
and allowing to manage critical candidate and requisition information from any internet-enabled computer
with a web browser. (for more information you can visit www.taleo.com). MEA LGE has renewable one year
contract with Taleo with monthly charges per each active user.
Types of users – System users have different access rights. MEA LG Electronics is currently having the
following types of users:
Active Users:
• Administrator - Administrators have access to everything, including all candidates and other
confidential information. Only Administrators can create new users and reset user passwords.
Currently administration rights are given to RHQ Recruitment Assistant Manager, Mrs. Katya
Abasheva (katya.abasheva@lge.com)
• Recruiters - Recruiters can search through the candidates database, but only have full access to
candidates who are unassigned or who have applied to requisitions they own. Recruiter status is
assigned to one user, recruiter-in charge in each MEA subsidiary
No Access User – individuals registered in the system without having access rights. In MEA region Users
with No Access rights include all potential interviewers who might be a part of the interviewing process
such as Hiring Managers and Potential Interviewers
Users with No Access can be added to the list of interviewers when interview in scheduled in the system.
Also they will be able to receive interview invitation schedule by e-mail.
The purpose of assigning No Access status is to avoid addition costs associated in the active users
registration. Unlike as Active Users, No Access Users registration is free of charge.
Other types of users have not been applied to MEA region at the moment. More information about other
users types can be found under Help Recruit
Requisition Status – a user can assign specific status to each requisition such as:
- Waiting for Approval – A position has not been decided
- Open – A requisition in this state has been approved and is actively being recruited for
- On Hold - A requisition in this state has been temporarily placed on hold.
- Filled - A requisition in this state has been filled
- Dissolved - A requisition has been dissolved (cancelled) and is most likely not going to be
reopened anytime soon
Candidate – an individual whose profile has been registered in the system. This might be a direct applicant,
candidate profile sent by the agency, referral or profile received from any other source
Candidate Status– the stage of the candidate application in recruitment process (see example: Image 1.1 ).
The system uses two levels of Candidate Statuses: (1) the Main Status which is intended to
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reflect the relationship a candidate has with a Company overall; and (2) the Requisition-Specific
Candidate Status which is intended to reflect the relationship a candidate has to a specific requisition and
associated with recruitment process workflow.
The purpose of tracking two statuses is to display a Main Status to other system users so they understand
whether the candidate is being considered by another Recruiter – this ensures that Recruiters are not
competing against one another for the same candidate.
Image 1.1
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2. Taleo Description.
3. Access to Taleo
New User:
Administrator will create an account for every user assigning ID, user location, region and access rights.
In order to access the account in the first time user will receive automotive message from Taleo system with
ID and password with instructions how to access it.
Existing User:
4. Installations
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5. Training materials and Technical Support:
2 - Resource Center – catalog of videos, details manuals. If you have difficulties with usage of some
functions you can search for related video or instructions to learn more about the system. (Example: Image
5.2)
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Image 5.1 On-line manuals
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Image 5.2. On-line Training Materials
Play Video
Technical Support:
On-Line Support – You can raise your request for technical support by using on-line web-support option
(Image 4.1 - Web-Support (3)
6. Requisition Management
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Image 6.1. Creating a new requisition
1. Section - Requisition Owner(s) (mandatory field) - Click [Add/ Remove]- Find your user name,
Click on Arrow to add to Assigned section (Image 6.2).
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2. Section - Requisition Information:
Recruiter can select LG web-site career page where he/she wants to post job advertisement. Recruiter can
choose only the web-sites which he/she is authorized to use. Multiple choices are allowed. In case you want to
place jobs on the web-site you are not authorized to do please contact to your Administrator.
4. Section – Description
This section will be posted on the web-site you have chosen in Requisition Posters section. Usually it
consists of Role and Responsibilities and Job Requirements information. Also recruiter can include salary
or any other important information an applicant shall know.
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The format and style of the text shall be aligned with the corporate guidelines (please find below):
To make sure that the description text format appears on the web-site correctly follow the below instructions
(Image 6.3):
1. Use MS Word to create the requisition description. Select the font type, size and color as per the above
instructions. Copy the description text
2. In Taleo in Description Section click Paste from Word button – Click OK. Click Save
Please make sure that your spelling and grammar are correct.
Font Color -
Gray
Font Type –
Trebuchet MS Paste from Word
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Font Size – 11 px
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7. Recruitment process workflow: How to track candidate and requisition status
There are several types you information Recruiter must update on regular basis:
1. Requisition Status
2. Candidate Requisition Specific Status
3. Interview schedule and feedback
4. Reference check up
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2. From Requisition View page (Image 7.2)
1. Click Requisition
2. Click on Requisition title
3. Select the required status
4. In order to edit requisition information click Edit button
Recruiter must ensure that Candidate Requisition-Specific Status (CRS) is always updated as per the below
instruction. CRS reflects the stage of the application in recruitment workflow (Requisition Specific Work Flow
Chart. 7.4).
When Recruiter receives candidate application he/she will be given several options to update candidate’s
requisition specific status (e.g. Image 7.3)
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Image 7.3. Updating Candidate Requisition Specific Status (Example)
2 1. After reviewing the candidate profile and finding it’s suitable for
the position requirements, Recruiter will click Phone Screen
under Next Step (Req). The system also provides other options
such as: Sending CV to the Hiring Manager (without conducting
phone screen) or Rejecting or Blacklisting the candidate.
2. The system will update the candidate status to Phone Screen.
Also the Main Status will be automatically updated by the system
to Considered to at least one position
3 3. Depending on the results of phone screen interview recruiter
will given the new options: to Send CV to the Hiring Manager or
Schedule Interview or to Reject the candidate
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Chart 7.4. Requisition Specific Work Flow
Rejected
Create Interview Schedule: YES Has Hiring Manager
Interviewing shortlisted the NO
candidate?
For direct advertisement on LG web-site please read the Section 6.3. - Requisition Posters. When the job
seeker applies for the specific position Recruiter will receive auto-notification e-mail with the link to open the
candidate profile.
Recruiter can place information about the position on the social networking web-sites (e.g. Facebook, Tweeter,
Linked In and others) by creating personal or company profile and sharing the information about the new
openings. For collecting applications through Taleo, Recruiter shall refer to the web-site:
e.g. you shall mention: “To apply, please visit our career page on the web-site www.lg.com/ae.”
Also Taleo allows to place the link to apply for the specific position without referring to visit LG web-site by
giving the link which opens job application form (Image 8.1 ).
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Image 8.1. Application Form Link for the specific job
Example
This is example how you can use Linked In and Taleo for advertise jobs:
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8.3 Sourcing CVs in Taleo database
Therefore, it is recommended to use Keywords search tool instead of the field value selection (Image 8.2)
Example:
If you are looking for the candidates for senior manager position in marketing where the key requirements are:
- Experience in brand marketing
- Arabic language skills
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Once you have identified the list of potential candidates for the role, please make sure that they are linked
with your requisition. If they are not, click Submit button in the candidate list or if you have opened the
candidate profile click Attach Requisition. Now the candidates you are interested in have been included in
the candidate list for your requisition.
To review all candidates related to your requisition click Requisition - Candidates under Next Steps
column (Image 8.3).
8.4 Referral
You will receive CVs sent directly to your e-mail which can be uploaded into the system directly from
Outlook. In order to use this function Outlook Plug In function shall be installed (for installation instruction
read Section 4.1).
When you receive potential candidate profile by e-mail which you want to upload into Taleo, click Add to
Taleo button (Image 8.4).
Image 8.4. Uploading CVs of the direct applicant or referral sent by e-mail
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Recruiter might use local internet career portals to advertise the positions and collect the CVs. Taleo allows to
create interactive Tool Bar to copy candidate information and to upload their CVs into Taleo (Image 8.5).
In order to use this function you shall install Taleo Internet Explorer Tool Bar. (for installation instructions go
to section 4.2 ) Please note this function is available only in Internet Explorer program.
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1. Activate Taleo IE Source
Bar. Open Explorer, Click
View, Click Explorer Bars -
Taleo IE Sourcebar. Log In
(first time only)
2. Open Career Portal web-
site (in this example it is
Linked In)
3 3. Now you can select
candidate information and
copy in into Taleo form by
using mouse cursor
4. Please note that in order
to upload the CV you will
have to save it on your
computer first and then to
browse it from Taleo Form
5. Click Save
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If you selected status “CV send to Hiring Manager”, the system allows actual forwarding the candidate’s CV
to any e-mail recipient. (Image 9.1).
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If the candidate is short listed for interview, open the candidate profile and follow the below instructions
(Image 10.1)
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After completing interview Recruiter must enter interview feedback into the system (Image 10.2):
- Click My View
- Go to My Interviews section
- Click Submit Interview Feedback
- Fill up Feedback section and Save
Recruiter can send individualized or mass e-mails to the candidates by using Taleo, e.g. Regret letter,
Application Follow up letter, etc. by using system templates or creating their own (Image 11.1).
As a part of recruitment process, Recruiter must conduct reference check up of the selected candidate and
enter the reference check information into the system.
You can do mass upload of the CVs into the system. Please follow the below instructions.
Please note that in the case of mass CV upload the system will be able to extract only candidate names, e-mail
IDs, country of origin and to attach the candidates’ resumes. Other information shall be added manually.
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1. Compress bulk of CVs into ZIP
achieve file
2. Click Candidates – Import –
Import Multiples Resumes-Click
Next
3. Browse the File. Choose the
relevant source and main status
(see status definition in the
section).
1 4. It is highly recommended to link
the file with the requisition. Click
Import
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