Navigating through Hire Touch for the Hiring Manager. Troubleshooting with Pop Up Blockers..4. Individual Job Details.. 7. Reviewing Applicants 9

Transcription

1 Navigating through Hire Touch for the Hiring Manager Contents: Logging in to the System...2 Troubleshooting with Pop Up Blockers..4 Individual Job Details.. 7 Reviewing Applicants 9 Interviews 14 Selection 19 1

2 Navigating through the HIRE TOUCH System: Hiring Manager Access Staff and Faculty: From the Employee tab of blueview, click LOG IN TO HIRE TOUCH. This system is accessible through the web browsers that are supported within the University. This includes Internet Explorer, Firefox, Mozilla, and Chrome. Hire Touch 2

3 Upon entering HireTouch, you will see the Dashboard. If you see a blank white screen, the pop up blocker is affecting your access. 3

4 TROUBLESHOOTING WITH THE POP UP BLOCKER Internet Explorer: For Internet Explorer users, a tan box may appear indicating that pop ups are blocked. Click onto the box, and indicate to always allow for pop ups from blue.drake.edu FireFox: For FireFox users, a tan box may appear indicating that pop ups are blocked. Click onto the box, and indicate to always allow for pop ups from blue.drake.edu 4

5 Safari: For Safari users, an icon looking like a gear or a sun will appear in the upper right area, with an arrow pointing down. Click on that arrow, and Un Select the Block Pop Up Windows. Chrome: For Chrome users, a box with a red x (by the website address) appears, with the message that Pop ups were blocked. Click on that, and indicate to always allow from blue.drake.edu 5

6 Upon entering HireTouch, and correcting pop up blocker issues, you will see the Dashboard. To begin looking at the information related to your specific search, click JOBS. JOBS 6

7 Select the job for which you are the Hiring Manager/Search Committee Chair (For illustration purposes, the job is TEST.) All JOBS TEST 7

8 To view the Essential Job Functions of the job, click on the PROPERTIES of the job. The short description will provide a brief introduction to the job, and is the initial piece of what the applicant views when s/he is looking at the job. The duties list the essential job functions of the job, as determined by the hiring manager. For staff position, the essential functions and percentages within HireTouch are automatically updated through integration with mydusis. Faculty descriptions are narrative. Properties 8

9 To view the applicants, who have applied for the position, click on APPLICANTS. It is important to select the Applicants within the specific job that you are searching. If you select the APPLICANTS at the top, this will present ALL of the applicants within the system, regardless of the job that the search is being done. Applicants Understanding the status of the different applicants is essential to the system. If a circle is not filled it, it indicates that the application has not been started. This could be that the applicant created a username and password, but did not continue into the system. If a circle is half completed, it indicates that the person has not completed the application. This could be because s/he did not upload the necessary application materials for the position or the applicant did not click the final SAVE after reviewing the completed application. In the TEST example, all of the application materials have been submitted, and the next step is the review of materials. 9

10 After clicking the name of the applicants, you will see the Applicant s file, for the position, and is where you can access the application that was submitted, and any of the application materials requested. To view the application materials, click DOCUMENTS. Documents 10

11 All of the materials that were uploaded as part of the application process are listed on the screen. The Application for Employment shows a pdf rendering of the completed application. NOTE: Information contained in the resume and other materials are not necessarily provided on the application, unless the applicant specifically provided it. Therefore, you should view the cover letter and resume, and other application materials. This system allows you to view, download, and print, as necessary. Each committee member has access to the documents to review. 11

12 As you review materials, only you (as the Hiring Manager) can move the applicant through the Dashboard process (by completing the circles). After reviewing the materials, determine whether the candidate meets the initial qualifications, click on the green circle under REVIEW. Only you (as the Hiring Manager) can move the applicant through the Dashboard process (by completing the circles). Additionally, if at any point you decide that you would like to decline on the applicant, simply click the User Status, and update it to Declined. This will automatically send an out to the applicant, informing them that they are no longer under consideration. Remember, Drake University is an equal opportunity employer and that actively seeks applicants who reflect the diversity of the nation. No applicant shall be discriminated against on the basis of race, color, national origin, creed, religion, age, disability, sex, gender identity, sexual orientation, genetic information, or veteran status. 12

13 During the review, the system will prompt you to determine whether the candidate is qualified or not. If you select not qualified, it will make the circle have an X through it (on the Dashboard). If you change your mind, click on the circle, and 13

14 adjust it to qualified. For purposes of these instructions, all of the circles will be Yes. The next step is the Interview. Upon clicking on the circle, it opens up the window to schedule interviews. NOTE: This does not sync up with our current calendaring system. 14

15 Through this, you can schedule, a phone interview, Interview 1, and Interview 2. Just because these are the options, it doesn t require you to complete all of these interviews. It might be realistic to only do a Phone Interview and Interview 1. Through this, you can choose to the applicant, if you wish. Again, not required. Once the interview is scheduled, the dashboard is now updated to the half circle. 15

16 Once the interview is completed, click on the half circle, to update the status to Completed. This will continue to move the person on the dashboard. 16

17 After the interview, determine whether the person is a Finalist or Not. 17

18 If it is determined that the applicant is a finalist, after 1 st interview, the circles move to Interview 2 and Offer Extended. The 2 nd Interview isn t required. If you are ready to move to extending an offer, then skip the circle. 18

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20 Once you are ready to extend the offer, change the status to Yes Verbal Offer Made and Save. All staff positions now have background checks implemented into the search process and faculty positions will begin with Academic background checks with the searches for the 2012 year. Facility Services/Security will continue with their process of post offer, pre employment drug screen in addition to the background check. 20

21 To complete the offer extension, click onto the half circle, and to provide the details of the offer. 21

22 After you click into the half circle of the Offer Extended, it opens up the applicant s Job Information. Click START Start 22

23 After clicking START, the system will collect the Start Date and the Starting Salary/Wage Information and then SUBMIT. 23

24 After submitting, Change the Offer Extended process to Offer Info Complete. 24

25 After updating the status, the dashboard is now complete. Human Resources will continue with the background check. Once Human Resources receives the confirmation of the background check and pre employment drug screen (as applicable), an offer letter will be ed to the candidate. You, as the Hiring Manager, will receive a copy of the . At that point, you should also communicate to the applicants that they are no longer under consideration for the opportunity. Simply change the USER STATUS to DECLINED, and an will automatically be sent to the candidates, indicating they are no longer under consideration for the position. Changing the USER STATUS to DECLINED can be done throughout the process at whatever point, you determine that the applicant is no longer a viable candidate. 25