In today’s job market, prospects expect a clear and seamless experience from first click to final offer.
Fortunately, Infor Talent Acquisition has introduced several enhancements designed to meet these expectations, while also giving organizations more control over how they present opportunities and guide candidates through the hiring process.
To learn more about these features, as well as how to incorporate them into your talent acquisition process, join Ashley Tanner and Hannah Heimburg for a hands-on session on configuring a better candidate experience in Infor Talent Acquisition.
Attendees will learn how to:
- Build a fully branded career site that reinforces your employer identity
- Enable registration-free applications with embedded job descriptions
- Configure resume parsing and re-parsing for both external and internal candidates
- Tailor the application process and job visibility for internal vs external audiences
- Manage the offer stage, including decline reasons and offer letter visibility
If you’re looking to create a more intuitive, candidate-friendly experience within Infor, this session is for you.
Transcript
Hannah Heimburg
Hello and welcome to our webinar. Today we’re going to be designing a better candidate experience with Infor Talent Acquisition. Before we get into that, I’d like to introduce ourselves.
My name is Hannah Heimburg. I’m an HCM consultant with RPI. I have been with RPI and in the Infor space for a little over three years.
Ashley Tanner
My name is Ashley Tanner, and I have been with RPI for going on 11 years. I am a senior HCM consultant.
Hannah Heimburg
Here’s what we plan to cover today. First, we’ll look at the career site and how we can fully brand and configure it to your organization’s needs. We’ll look at registration-free applications, so candidates no longer have to create accounts to apply. We’ll look at how we can embed attachments within job postings — a great option for attaching benefit guides or common FAQs. We’ll look at the resume parsing and re-parsing functionality for both external and internal candidates. We’ll look at how we can tailor the application process differently for internal versus external candidates. And then we’ll cover how to manage the offer stage with decline offer reasons and offer letter visibility.
Now we’re going to jump right into the system for a demo.
This page I have pulled up is our career site. The first thing we want to touch on when designing your candidate space is this career site within Infor TA. It is fully configurable. We can configure this welcome message — this might be your mission statement or something you want to display to candidates to intrigue them and make them want to apply.
We can also include a video as a URL on the career site homepage. If you have a video about your organization that represents it well, this is a great place for it.
We also have a jobs list over here on the right. This can be either a recent jobs list — where you can define what counts as recent, such as seven days from the job posting date — or a featured jobs list. A featured job is a checkbox set at the job requisition level.
Also within the career site, we can fully brand it to your organization’s needs. You can see we have an RPI banner at the top, and you can also customize the colors to match your organization.
If I jump into one of our postings — I’ll go into the Senior Recruiter posting — you’ll see that the customized colors carry over to the job posting as well. You also have the option to include logos within the job posting.
Over here we have a job map showing the location of the posting. We can choose what information displays on the posting — the location, the department, whether it’s a remote or hybrid opportunity, the work type such as full-time or part-time — and we can decide whether to include the pay rate.
We can also choose which sharing options to display to candidates. If you want candidates to be able to share via Facebook or X, this Boomerang option allows candidates to send the posting via email, or they can simply copy the link.
Our job posting description is also fully configurable. These descriptions can be crafted using the job posting template in Infor Talent Acquisition. The templates use variable text to retrieve detailed information from either the job or the position — or both. If I had certain responsibilities tied to my job, or certain skills tied to my positions, the template can pull those in using variable text. Recruiters also have the option to modify these job posting descriptions before they go live, in cases where the format needs to change or additional information needs to be added.
This additional information section is new functionality where candidates can see embedded attachments on the job posting. Maybe we want to attach documents that aren’t detailed in the job posting or don’t reside in Talent Acquisition — common examples include job description Word documents, common FAQs for that specific job, or a benefits guide. A candidate under this additional information section can click the hyperlink to open and view that document.
Another new feature we wanted to call out is applying without registering. Candidates can now apply without creating an account, eliminating the time spent setting up a login and the frustration of remembering credentials. On the left side menu, you can see I’m not signed in — I haven’t registered — and I see a welcome message for guests.
I can apply as a guest. In Talent Acquisition, to enable this guest candidate feature, you’ll want to allow external candidates to apply without registering in your Talent Acquisition organization configuration. The guest role you see will then be assigned to all unregistered candidates.
When applying as a guest candidate, I only need to provide minimal information: my first name, last name, and email address so recruiters can contact me throughout the hiring process, plus a CAPTCHA code. Once I hit Continue, I’m brought into the application to apply.
One thing to note for recruiters, hiring managers, and recruiter admins: guest candidates function the same as any other candidates. All the same hiring process actions can be performed for guest candidates as for registered internal or external candidates.
I’m going to hand it over to Ashley to walk you through the rest of our items.
Ashley Tanner
Thanks, Hannah. We’re going to walk through a couple of items here. We’ll discuss the resume parsing tool and how it has been recently updated within the system for both internal and external candidates. We’ll also discuss the application process and how it can now be set up differently — for instance, you can have one application process for internal candidates and a different one for external candidates, or even a simplified process for physician recruitment to let them apply quickly. These are all new features within the system. And then we have the offer process, where candidates can now choose to accept or decline the offer online. We can now also configure decline offer reasons so you can start tracking and reporting on why people are declining offers. We can also include recruiter signatures. Let’s walk through that in the system now.
Here on my screen, I am currently logged in as a candidate. I’m on the profile screen — this is where a candidate can update their employment history, qualifications, skills, attachments, and contact information.
From here, I can choose to upload a resume or make changes to my existing profile. If I choose the Upload Resume link, you’ll see it says: store your resume for job applications or use it to update your profile. You can choose to have the resume update your profile, retain the existing information — useful if you had a specific resume for a previous application and now want to add a new one — have it update only the information the system had parsed, or overwrite everything on your profile.
Next, I’ll show you the internal candidate side — the employee side.
As an employee, I also have access to career opportunities through the internal career site, where employees search and apply for jobs. Here I can see applications I have submitted or started within the environment, and I can continue applying straight from my applications list. I’ll choose Continue Applying.
Here you’ll notice something that’s a significant change. For anyone using Infor TA or who has looked at the TA module in the past, I know this question has come up many times. You can now upload your resume as an employee and it will actually parse out the information onto your employee profile. Previously, employees could upload a resume but the information didn’t go anywhere — you’d still have to walk through the entire application process and fill in all that information manually even after uploading a resume. This is a big change and one we’re very excited about. I know many of our clients are as well.
If I expand the application tasks, you’ll see a list of what my current application process looks like. As I mentioned, we can now have multiple application processes within the environment. The sky’s really the limit — there’s no set cap on how many you can have. This is great because maybe you want different application processes for internal versus external candidates, for physicians, or maybe you want a quick-apply option to fill a requisition fast without candidates spending too much time filling in fields. The system now gives you the flexibility to set that up.
I’m going to stop sharing for a moment and show you what the offer process looks like from the candidate side — accepting or declining an offer, signing off on it, and the recruiter signature feature. A lot has changed with that process.
I’ve switched back to our external career site. This is the applications list from the candidate’s point of view. I can see that I have started applying for a job and that I have an offer on my Analyst II position. I’ll select Review Offer. Note that you extend the offer from within the system — typically an email template is triggered automatically, which extends the offer to the candidate. They can then click a link in that email and it takes them directly to the offer page in the system.
From here, you’ll see a box at the top — this is typically where you’d put the corporate logo. If you have different logos based on department or location, those can display here as well. Below that you’ll see the position title along with a brief configurable message that can be updated to suit your needs. Then below that, I have the link to view my offer letter and the Accept and Decline options.
I’ll go ahead and choose View Offer Letter. You’ll notice it opens in a separate window as a PDF. Typically we’ll have headers or footers displaying the client’s logos. The offer letter automatically pulls together using the offer template and offer paragraph functionality — which is incredibly powerful if you take advantage of it, and I highly recommend looking into it if you haven’t already.
At the bottom, you’ll see we now have a recruiter signature. Each recruiter in the system can upload a signature to their employee profile, which is then pulled into the offer letter automatically. So it’s no longer just a typed name — we can have what looks like a wet signature on the offer letter.
From the offer screen itself, where I choose to accept or decline, I have checkboxes for each option. If I choose Accept, I sign my name, hit Save, and the recruiter can be notified immediately that I’ve accepted the offer and that pre-boarding can begin. Or I can choose Decline. If I choose to decline, a box appears with a list of reasons — these are fully configurable. From a client’s perspective, we recommend entering any reasons you’d also like to track for reporting, so you can really nail down why people are declining offers when it does occur.
From here, I’d enter my signature and hit Save — that alerts the recruiter. You can have email templates go out when the offer is accepted, and the pre-boarding process can begin immediately. For instance, if a candidate accepts on a Saturday when the recruiter isn’t in, the pre-boarding process can kick off right then without waiting until Monday.
Hannah, do you have anything you’d like to add?
Hannah Heimburg
I think you covered it.
Ashley Tanner
All right. Well, I want to thank everybody for watching this webinar and hanging out with us. I hope to hear from you — if you have any questions, please reach out to RPI. Have a great day.
