(This post is a follow-up to previous discussions about developing recruitment functionality for CiviHR. More information can be found in the first, second, and third blog posts well as the requirements wiki.)
We've recently had some great discussions about translating CiviHR's businss requirements for recruitment into a design with specific visuals and data models. Three concepts have been central to the discusion:
For CiviHR, we aim to build support for these recruitment concepts using a mix of existing, improved, and new CiviCRM features. The remainder of this blog post will briefly explore the model for recruitment and present some new CiviCase visualizations (which will help CiviHR recruitment and other CiviCase implementations).
Vacancies will be an entirely new entity defined by a new extension (org.civicrm.hrvacancy). For each vacancy, one can configure:
Recruitment activities should generally behave like other activities in CiviCRM, e.g.
A few additional activity types may be added, but generally they're the same.
A job application is very similar to a case (in CiviCase) with a few caveats. Like any other case, an application:
But applications are different in a few key ways:
The hrvacancy extension will define a new case-type for "Applications". However, we're also quite keen to improve the user-experience when managing a high-volume of applications, so we plan to introduce a new pipeline management console for CiviCase. In this console, all applications for a vacancy are sorted by how far the applicant has progressed. For example, some have merely submitted an application; others have advanced to the phone interview, manager interview, or offer stages. Clicking on the stage breaks out a list of all the applicants in that stage.
For a mid-sized organization, there may be several vacancies under discussion - some vacancies which are being drafted/discussed internally, some vacancies which are actively soliciting applications, and some vacancies which have been recently filled. The Vacancy Dashboard lists the outstanding vacancies and summarizes the applications in the pipeline.
Finally, when soliciting applications for a vacancy, a recruiter may use many strategies (such as emailing their associates, posting to online job boards, sharing via social networks). CiviHR aims to eventually provide tools to support these strategies, but our first requirement is to simply publish open vacancies on the organization's website.