Workflow Sample: Recruiting Process Improvement meets Recruitment Ethic

"Recruiting and Job hunting", the way it should be have been discussed for decades.
Especially in Japan, it seems like 'a social problem that cannot be resolved forever'.

That is, companies want better talent as possible, so they start recruiting earlier than the officially agreed date. While students spend quite a lot of time searching for their future employment after their graduation rather than studying. Both of their interest matches, even though both of them think that is not the way it should be.

Companies and colleges have tried something so far.
In Japan, there was a gentleman's agreement which was called 'Agreement for Recruitment'. It is enacted in 1952, but the rule has never been complied until it is abolished in 1996. Even in the 21th century, A variety of approaches have been made such as 'Charter of Ethics' by companies, or arrangement between colleges. However, those were not enough to achieve the self-control of both them as well. I must say, it could not limit the activities of "companies that want to ensure new graduates at an early stage" and the "college student Look for employment desperately" as if "men and women who fall in love with love".

Spring of 2013, Prime Minister Abe summoned the economic organizations and requested a "further delay" on the recruitment period, said "it cannot be overlooked that students losing the opportunity to extend their capacity". Speaking short, ' those company explanatory sessions be held later than spring break (March, which is the end of the school year in Japan) of the third grade.' A " New Charter of Ethics" will be established by the economic organization soon, and will be determined "Spring Break of 3 graders (March)" which is three months later than currently "winter break of the third grade (December)".

It is necessary for companies that no choice but to (formally) comply with the gentlemen's agreement, to change more smoothly in the "recruitment work flow".

[Recruitment workflow]

[Recruitment workflow: '1. Document Screening' screen]

To follow the new rule (new gentleman's agreement?),
The schedule so far [explanatory sessions] in December, [Selection] in April, [informal assurances of employment on graduation] October will be shifted to
[Explanatory sessions] in March, [Selection] in August, [informal assurances of employment on graduation] October.

The Workflow definition above is a sample of 'Selection' part of the schedule.
It begins with the application that a student sends an email attached 'Entry Sheet PDF'. After that, the result of applicant screening will be input, then the result of the interview will be input. No 'transcription mistake' will occur because all procedures are online. Processed quite smoothly all through to the result notification. There will be no fear of 'misdirecting' the notification emails to the applicants, because it is automated.

By the way, viewing authorization on each data must be set carefully for 'fairness of interview' or 'personal information management'. There is also a rule that 'company cannot use the personal information which obtained through internship for selection'. You must be careful in many ways...

P.s. It is going to be March 2015, the first '' will be held under the new rule. So in the year 2014, events of "internship" or "career supporting the project" which declared 'It is not a company explanatory sessions' will be carried out. And newly emerging companies or foreign companies (those not under the umbrella of the economic organization) would do something against these events. Anyway, this 2013 is a good timing to reviewing 'Recruiting Process' including internships or so.

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