How we optimized the work of the HR department at S7 Airlines and automated the process of approving a candidate for a vacant position.
The customer has a complicated business process of approving a candidate for the position of a pilot. The specifics of the profession lie with a complex gradation of skills and access, language proficiency, etc. The candidate was approved by five departments, which were to leave their comments and assessment in the candidate’s card. The system could not be implemented using ready-made recruiting solutions, so the customer approached us.
The goal was to increase the speed of decision-making by responsible executives on the admission of a candidate for a vacant position by introducing a system for the work of the HR department at S7 Airlines.
- Creating a list of all candidates for vacant positions in the company;
- Recording all interactions of the HR department with a candidate;
- Recording and storing documentation on candidates;
- Developing a tool for the candidate approval by various departments;
- Developing a system representing a construction kit where any position can be customized.
The following modules were developed and implemented to achieve the goal:
List of candidates
This list contains all candidates who applied to the HR department for employment. The candidate can be searched through a system of interdependent filters.
Aside from the names of candidates, the list contains information on the department activities. The information is presented as graphs. They allow to visually see the growth in the department performance. The management of the HR department can monitor changes in the speed of work, the number of interviews and approvals on those graphs. They allow to predict the workload of the department and find the KPI for each employee.
Graph “Report on candidates”
This directory allows to create a list of companies that are allowed to access the system, which means that several organizations or legal entities can share one system. Each company operates in its own information space and does not overlap with the operation of other organizations. If necessary, an HR department employee may be granted the right to switch between companies to work with candidates.
A list of document types that arise when working with candidates for a vacant position is formed in this directory.
This directory allows to create a list of tests, the results of which should be displayed in the candidate card. In the future, when creating the “Position” directory, the tests suitable for this position should be indicated.
This directory allows to create a list of origins that are considered as sources of candidate applications. This allows to analyze the most effective sources.
A graph with information about the sources of traffic is provided to analyze the sources of candidates. Such analytics you to identify the effective sources and concentrate on working with them.
This directory allows to create a list of fields required for filling out when creating s candidate. In the future, when creating the directory “Position”, the application fields suitable for this position should be indicated.
This directory allows to create a list of fields required for filling out when creating s candidate. In the future, when creating the directory “Position”, the card fields suitable for this position should be indicated.
This directory allows to create a list of unique filters that combine different fields from candidate cards. This function helps users to work with the list of candidates and find the necessary candidate using just one field.
This directory allows to create a list of vacant positions and to set up a list of fields relevant for each position using the earlier created directories.
This module enables the HR department employees to send messages to the candidates registered in the system: either individually or in bulk.
Users can create message templates to optimize sending standard messages. These templates can be used when sending messages to the candidates.
The implementation of the system developed by our team in the HR department at S7 Airlines allowed to create a unified method for selecting candidates. The customer has received a system that completely meets all the tasks set at the start of the project as a result of development. The system architecture has been designed as the construction kit, which allows administrators to independently adapt the system to changing business processes, which significantly speeds up the department activities.
A great team of professionals who quickly adapt to the regularly changing customer requirements and complete tasks efficiently and on time.
S7 Airlines Project Manager