Summary

• Does your organisation store application information for each applicant?
• Does your organisation receive casual applications for work?
• What level of information is required to be stored for each applicant? For example, previous employment history, qualifications and referees.
• Does your organisation need to track the progress of each application (each stage through the recruitment process)?
• Does your organisation apply testing as part of the recruitment process and if so, what is the nature of these tests? For example, are they simple tasks, psychometric analysis, personality questionnaires or something else?
• Does your organisation need to record the results of any tests that it applies to applicants?
• Is there likely to be more than one test that can be applied to an applicant throughout the process of recruitment, for example, at what stage is each test is applied?
• What degree of detail is required to be recorded for each test?
• Is there a need to record applicant’s responses to interview questions that may be asked?
• Are these responses to be recorded against each applicant or against the vacancy (will the responses be evaluated on the basis of each applicant versus the recruitment criteria, or will they be evaluated in the context of the overall vacancy)?
• Will there be a need to record specific actions for each applicant relative to the recruitment process?
• Will your organisation want to retain unsuccessful applicant details after the recruitment process closed ( for future reference)?
• What are the likely recruitment stages that your organisation will need for the status of each applicant relative to the vacancy applied for?