rexx systems GmbH Kundenforum

Determining personnel requirements

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Initial situation

The company ‘RockMe’ is looking for qualified employees for a key position in its IT department – a senior developer. The HR department uses rexx systems software to determine staffing requirements and streamline the application process. Lara Lange, a potential candidate, is identified during the recruitment process.
Steps for implementation

1. Personnel management in the organisation
An important member of staff in the development department will soon be leaving the company. The line manager Holger Held therefore needs new staff to fill the position of senior developer as soon as possible.
The future departure is identified via the organisational structure and the filter ‘Show details’ > Future events, and the position is terminated according to the departure date. Tip:
The reminder ‘Position termination’ can be used to remind you about the open position!

2. Request for replacement
To start the replacement process, Holger Held triggers a position request. The position to be filled is selected in the request in the organisational structure.
Further details on the replacement are listed. This could include the following information:

• Vacancy type
• Reason for reoccupation
• Planned start date

Once the details have been completed, the request is triggered and forwarded to the next responsible instance, in this case the Human Resources department, in accordance with the workflow process. ℹ Info:
The existing position file already contains the requirements profile for a senior developer in the ‘Job description’ section. The profile includes the necessary qualifications, skills and experience required for the position.

3. Transferring the position as a vacancy to rexx Recruiting
The HR department checks the information in the request and adds any further relevant information, such as the responsible clerk and decision maker for the vacancy. Once the last step in the process is complete, the position is transferred to rexx Recruitment as a vacancy. The new vacancy file already contains all the important master and framework data. From this point on, the recruiter and clerk Reto Ranzen take over the management of the vacancy and the application process! Conclusion
The well-maintained HR position data ensures a smooth and documented process, which also transitions into recruiting. Once a candidate has been hired, the relevant data is transferred from the candidate file to the new employee file.

The next best practices will present tips and tricks for application management!

References

Further comprehensive information on effectively determining personnel requirements can be found here:

• Video - Effective job planning and organisation management
• Help - Position request (backend)