HRIS Project On Web based Hiring Process with Video Recorded Interview in Insurance Company

Submitted to: Sir Attique Ahmed

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Table of contents
1. 2. 3. 4. 5. 6. 7. 8. Background Vision And Mission Products Line Existing System New project Problem Statement Proposed System Business Preview Reengineering (BPR) a. Champion b. Project Team c. The role of IT 9. Analysis and Background 10. Project Lifecycles a. The General Model b. Waterfall Model c. Incremental Model 11. Process Summary (Design) 12. Detailed Description of the preferred Embodiment 13. The Business Case a. Vendor selection and management b. Demonstration c. Terms of references (TOR) i. Payment Term ii. Order Term iii. Licenses Required iv. ABC Software license v. Ownership vi. License vii. Terms viii. Restrictions on transfer ix. Restrictions against copying or modifying the Licensed materials x. Protection and security xi. Limited warranty xii. General 14. Recommended Solutions a. What does it do b. Short listing c. Pre-Interview Testing d. Interviewing e. Rejection

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Background
The Sunshine Insurance Co. Ltd., is one of the latest ventures of Abu Dhabi Group in Pakistan. Sunshine Insurance started operations towards the end of 2006 and since then they have already established offices in major cities of Pakistan including:

Lahore Karachi Islamabad Faislabad Peshawar Multan Gujranwala Sialkot

Paid up Capital of Sunshine Insurance Co. Ltd., is Rs 230 million which is almost three times the minimum paid up capital requirement of Rs 80 million needed to establish a general insurance company in Pakistan. Backed with the state of the art IT Platform, the company offers first class security and service to the insuring public comparable to international standards. They are pleased to advise that they have secured the support from some of the most renowned reinsurers and are in a position to offer tailor made insurance coverage for the most complex industrial, commercial or financial risks.

Sunshine Insurance Company Limited, New Garden Town, Lahore Pakistan

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VISION
To be a leading insurer by providing most comprehensive yet flexible cost effective risk management solutions to our clients backed with friendly and efficient claims service and enhance the Sunshine brand value for the benefit of all stakeholders.

MISSION STATEMENT
We undertake to provide world class service with unmatched security to our clients and help in increasing awareness about insurance in the country as well as enhancing public confidence in the insurance industry in Pakistan. We will introduce new modern insurance products comparable with international standards and will emerge as an innovative insurer providing complete risk management solutions to the insuring public in Pakistan

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3- PRODUCTS
Their products are comprehensive yet flexible to suite specific needs: They offer insurance products which have been designed with their clients' needs in mind. They keep in constant touch with the changing commercial and social scenario to understand the increasing diversity of personal and corporate insurance needs and our extensive experience and expertise enable them to structure the right solutions to fulfill them in the best way possible. Their product spectrum is wide enough to cover varied insurance requirements, yet each one tailor made to suit specific individual needs.

Property Insurance Engineering Insurance Energy Insurance Marine Cargo, Hull & Aviation Insurance Miscellaneous Insurance Motor Insurance Health Insurance

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4- EXISTING SYSTEM:
Their current manual system is time consuming, expensive, laborious and very prone to human error. It is a nightmare. There is one position for an administrative officer that took almost a full week to send out information packages, i.e photocopied, stapled, stuffed into envelopes and addressed to all the applicants. This coincided with the internal promotion of an HR officer to HR manager, creating the drivers for change. The manual system didnt provide a best practice hiring experience either internally or externally. The manual system is painful.

5- NEW PROJECT:
They are expending their business network in different major cities in Pakistan for business growth, for this they are in a phase to increase the 100% manpower in their organization in all their branches. Currently they are practicing the manual hiring process but for above project they may need some better improved process to work on it, as they want to start working on the new project within 6 months for this reason they may require the proper systematic procedure for better and effective hiring. It may also cost effective in shape of money and time saving also.

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6- PROPOSED SYSTEM
The Project is an effort to evaluate the existing problems of the Recruitment system and to recommend a Web based Recruiting Solution.

7- PROBLEM STATEMENT
Periodical Strategic Review by the management they indicated the shortcomings in the Recruitment Process and keep tracking the employees data.

8- BUSINESS PREVIEW REENGINEERING (BPR)

The following team nominated to evaluate the all process. o o o o Manager HR the Project Head Manager IT Line Managers (hiring leaders) Manager Finance.

a. Champion
The Manager HR, would be the Champion in this transformation.

b. Project Team
Following the project team to from beginning till deployment of the software: o o o o Manager IT Manager HR An HR Executive A member from purchase Committee

The BPR planned to develop and prepare a business case, interviewing internal users to assess the cost and time aspects of the manual system; Requirement Specifications and Functional Specifications. The BPR view that we need to transform the hiring process in our organization from paper into an online system encompassing employment

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applications, interactive e Forms, and dynamic hiring approval automation, resulting in: Improved efficiency Added functionality Increased accuracy, accountability Enhanced security

c. The role of IT
Although IT did not specify or select the solution, but they are very much involved from the beginning of the project. IT manager review the systems compatibility, vendor security and integration with other systems.

9- ANALYSIS AND BACKGROUND

Hiring employees is time consuming and costly. This is especially true within large companies for several reasons. Multiple personnel are often involved in the hiring process. Large companies have human resource departments that are responsible for staffing, with or without an outside recruiting firm. Human Resource (H.R.) staff may do the initial screening but, depending on the level of the position to be filled, one or more hiring managers and possibly an executive of the company may be required to be part of the interview process. The interviewing process can extend for several months and may require traveling expenses for candidates or hiring personnel. In one known method and system for Employee Hiring, a single electronic docket communicated over a network is used. The method is networked for use by a business entity having multiple units. The hiring needs of one or more units are correlated with resumes from job hunters; potential candidates are selected and a single electronic docket is set up for each selected job candidate. The potential candidate is able to access all required job application forms over the network. However, multiple interviews with all of the hiring managers must be conducted. A system for Human Capital Management uses the internet or an intranet system for all transactions and communications relating to human resource acquisition and employment. Job requests use standardized skill assessments and standardized profiles comprising organized skills and content attributes in place of resumes. Skill libraries can be set up. A qualitative and quantitative match is

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made between job and candidate. The method comprises the steps of generating at least one individual valuation profile, establishing minimum valuation requirements, generating filtering parameters, matching individual valuation profiles to minimum valuation requirements and aggregating individual valuation profiles having at least the minimum valuation requirements. A career management system, method and computer program product discloses both a computerized method for managing a client's search for a job candidate as well as a computerized method and system for a person seeking a job to organize and manage the job search. The problem with many of the screening methods used heretofore is that intangible qualities of likely candidates, such as demeanor, personality, and the ability to get along with specific employees within a department can only be determined during the interview process. With the above-listed methods, hiring managers and busy executives merely have access to resumes and written notes based on the perceptions of others. If an outside recruiting firm is employed, H.R. personnel also have to depend on the perception of the outside recruiters to learn about these intangible qualities. Ultimately, the last stage of the hiring process requires that the people responsible for the final hiring decision must have a live interview with a number of qualified job candidates. This is costly and problematic both in time spent by all hiring staff as well as the difficulty of scheduling interviews with busy upper level managers and executives, especially those who travel frequently. Job applicants may also have to travel to be interviewed, thereby adding the cost of travel and lodging to the hiring budgets. One other problem associated with traditional methods of screening potential job applicants is that the process can be lengthy, sometimes taking several months. At the final decision time, selecting a candidate to come back for a final interview and collaborating among managers as to the hiring decision has to be based upon the managers' memories of the interview and written notes.

10- PROJECT LIFECYCLES

Software Development Life Cycle (SDLC) is a methodology that is typically used to develop, maintain and replace information systems for improving the quality of the software design and development process. The typical phases are analysis, estimation, design, development, integration and testing and implementation. The success of software largely depends on proper analysis, estimation, design and testing before the same is implemented. There are few famous SDLC in detail and provides guidance for building successful software:

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a. The General Model b. Waterfall Model c. Incremental Model

a. The General Model

Software life cycle models describe phases of the software cycle and the order in which those phases are executed. There are tons of models, and many companies adopt their own, but all have very similar patterns. The general, basic model is shown below: General Life Cycle Model

Each phase produces deliverables required by the next phase in the life cycle. Requirements are translated into design. Code is produced during implementation that is driven by the design. Testing verifies the deliverable of the implementation phase against requirements. Requirements

Business requirements are gathered in this phase. This phase is the main focus of the project managers and stake holders. Meetings with managers, stake holders and users are held in order to determine the requirements. Who is going to use the system? How will they use the system? What data should be input into the system? What data should be output by the system? These are general questions that get answered during a requirements gathering phase. This produces a nice big list of functionality that the system should provide, which describes functions the system should perform, business logic that processes data, what data is stored and used by the system, and how the user interface should work. The overall result is the system as a whole and how it performs, not how it is actually going to do it.

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Design

The software system design is produced from the results of the requirements phase. Architects have the ball in their court during this phase and this is the phase in which their focus lies. This is where the details on how the system will work are produced. Architecture, including hardware and software, communication, software design (UML is produced here) are all part of the deliverables of a design phase. Implementation

Code is produced from the deliverables of the design phase during implementation, and this is the longest phase of the software development life cycle. For a developer, this is the main focus of the life cycle because this is where the code is produced. Implementation my overlap with both the design and testing phases. Many tools exists (CASE tools) to actually automate the production of code using information gathered and produced during the design phase. Testing

During testing, the implementation is tested against the requirements to make sure that the product is actually solving the needs addressed and gathered during the requirements phase. Unit tests and system/acceptance tests are done during this phase. Unit tests act on a specific component of the system, while system tests act on the system as a whole. So in a nutshell, that is a very basic overview of the general software development life cycle model. Now lets delve into some of the traditional and widely used variations.

b. Waterfall Model
This is the most common and classic of life cycle models, also referred to as a linear-sequential life cycle model. It is very simple to understand and use. In a waterfall model, each phase must be completed in its entirety before the next phase can begin. At the end of each phase, a review takes place to determine if the project is on the right path and whether or not to continue or discard the project. Unlike what I mentioned in the general model, phases do not overlap in a waterfall model.

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Waterfall Life Cycle Model

o o o o

Advantages Simple and easy to use. Easy to manage due to the rigidity of the model each phase has specific deliverables and a review process. Phases are processed and completed one at a time. Works well for smaller projects where requirements are very well understood. Disadvantages Adjusting scope during the life cycle can kill a project No working software is produced until late during the life cycle. High amounts of risk and uncertainty. Poor model for complex and object-oriented projects. Poor model for long and ongoing projects. Poor model where requirements are at a moderate to high risk of changing.

o o o o o o

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c. Incremental Model
The incremental model is an intuitive approach to the waterfall model. Multiple development cycles take place here, making the life cycle a multi-waterfall cycle. Cycles are divided up into smaller, more easily managed iterations. Each iteration passes through the requirements, design, implementation and testing phases. A working version of software is produced during the first iteration, so you have working software early on during the software life cycle. Subsequent iterations build on the initial software produced during the first iteration. Incremental Life Cycle model

Advantages
o o o o o

Generates working software quickly and early during the software life cycle. More flexible less costly to change scope and requirements. Easier to test and debug during a smaller iteration. Easier to manage risk because risky pieces are identified and handled during its iteration. Each iteration is an easily managed milestone.

Disadvantages
o o

Each phase of an iteration is rigid and do not overlap each other. Problems may arise pertaining to system architecture because not all requirements are gathered up front for the entire software life cycle.

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11- PROCESS SUMMARY (DESIGN)

The system and method allow the hiring staff of an organization to view a secured web site and, at that one site, have access to essentially all of the tools used to screen likely job candidates. One of the most important tools available is a video recorded interview with a pre-qualified candidate based upon the specific requirements of the position. The video recording of the live interview in combination with resumes, background checks, references, skills and personality testing results are accessible at one web site that can be accessed world wide. The time consuming and costly practice of having each of the multiple hiring managers and Human Resource personnel involved in the hiring procedure interview multiple potential candidates is greatly reduced. H.R. staff and hiring managers are able to consider the personality and demeanor of a candidate before inviting the candidate to an in-personal interview. The recruiter, either an outside recruiting firm or a company's in-house recruiter, using the system and method of this invention, can provide one comprehensive website having substantially all of the screening components necessary to select a candidate for one or more specific job openings. Other necessary screening documents, such as resumes, reference checks and any required test results, in combination with a video of an interview, are organized in one easily accessible location. Beneficially, a decision maker can watch an in-person interview previously conducted with a qualified candidate as the decision maker accesses substantially all of the other essential screening components because these screening components are captured on one web site that is available. Importantly, the video recording can be repeatedly accessed so that memories of a selected candidate can be reinforced at final decision time. The process of screening and hiring personnel is thereby facilitated. In one embodiment of a web-based system for screening job candidates, a website comprises screening components for one or more specific job openings. Each job opening has specific parameters designated by a job description as determined by a user company or recruiter working with the company. The screening components begin with a list of one or more qualified job candidates who are pre-qualified according to the parameters designated for a specific job opening. The screening components beneficially include a video interview in combination with a resume for each listed job candidate, and test results, if any, for each listed job candidate. Preferably, the video interview comprises interview questions tailor-made according to the specific parameters of the job opening. The screening components further comprise a group of screening components selected from reference checks, background checks, credit checks, personality tests, skills tests, and drug tests for each listed job candidate. With the system

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and method of this invention, an authorized user can access one website and be able to view essentially all of the critical components necessary to screen a potential job candidate including a video recorded interview. In one aspect of the invention, the system comprises a means for limiting accessibility to authorized users. The website preferably comprises a log-in screen, as well as a welcome screen for the logged-in user and links to one or more web pages, each web page comprising screening components for one specific job opening. In one embodiment, the log-in screen requires an I.D. code or some other form of identification which authorizes a user to proceed to the welcome screen. The means for limiting accessibility to authorized users can comprises a first set of filters for limiting access to the web site to users having an I.D. code. The system further comprises a second set of filters to limit access to specific web pages by an organizational hierarchy level of the authorized user. In another aspect of this invention, the website is stored on data storing hardware of a remote dedicated server. The remote dedicated server is connected to a high security internet or intranet service provider that provides access to the website only the users having the authorized I.D. code or some other known means of identification. A networked communications system can be adapted to access the Internet. A preferred method for screening job candidates for a specific job opening comprises prescreening job candidates according to parameters designated for the specific job opening. Preferably the parameters are designated according to a job description supplied by an authorized user. As part of the screening of the job candidate, the recruiter video records a live interview with a pre-screened job candidate using interview questions established according to the designated parameters. Screening components are administered as required for a specific job opening. Administering the screening components may require additional screening steps for qualifying job candidates including reference checking, background checking including both educational and employment histories, credit checking, personality testing, skills testing, and drug testing. At some point in the method, either before or after the screening components are administered, a web page is designed having essentially all of the screening components for the specific job opening. As job candidates are pre-qualified for a position, the screening components for that job candidate are listed on the web page. The results of the background checking, credit checking, personality testing, skills testing, and drug testing for each candidate are posted on the web site preferably by hyperlinking the results to the web page where the job candidate is listed. Specifically the method of this invention can comprise the steps of hyperlinking the resume of job candidates to the web page,

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hyperlinking the video interview recorded for each listed job candidate to the web page and hyperlinking test results, if any, for each listed job candidate to the web page. Access to the web site is limited to authorized users. An authorized user logs on the web site using a security code and is then directed to a welcome page having a listing of one or more jobs presently opened at the user's organization. The authorized user selects a job opening for screening purposes and accesses a web page designed specifically for that job opening. Access to the hyperlinks to the various screening components may be limited according to the position of the user within the hierarchy of the company. Limiting access to specific web pages on the web site can comprise using one or more filters to allow access based on organizational hierarchy level of the client company. Once the web page is selected, an authorized user is able to view essentially all of the critical components necessary to screen a potential job candidate including a video recorded interview.

12- DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENT

The preferred embodiments of the present invention provide a web-based system and method for screening job candidates. The system and method allow the hiring staff of an organization to view a secured web site and have access to the essential screening components required to select a job candidate, including a video interview of a pre-qualified candidate. The video recorded interview allows human resource staff and hiring managers to consider the personality and demeanor of a candidate before inviting the candidate to personal interviews. The recruiter, either an outside recruiting firm or a company's in-house recruiter, using the system and method of this invention, can provide one comprehensive website, viewable world wide if necessary, that has the screening components essential for filling one or more specific job openings. Essential screening components include but are not limited to: a list of one or more pre-qualified job candidates, a video interview of the listed job candidates in combination with a resume for each listed job candidate, test results, if any, for each listed job candidate, and references for each listed job candidate. The necessary screening documents, in combination with a video of an interview, are organized in one easily accessible location. Beneficially, a decision maker can access substantially all of the essential screening components, including a live interview with the candidate, because these screening components are captured on one web site, thereby facilitating the hiring process.

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Functional Specification (FS)

The BPR defined what all they considered the system to deliver.
o o o o o o o o o o o o o o o

Creation of Recruiting Portal on the Company web Site Web based applications for every type of Job. Job posting automation with latest job opportunities. Impress applicants with ease-of-use, a keen attention to their Preferences and skills, instant application status information. Easily find applicants that meet your needs with Quick Searches, Saved Searches and Advanced Query. No Principal training necessary. User-friendly and effective for busy Principals. Automatic e-mail alerts. Comprehensive Applicant Management: Integration Ontology based quarrying Pilot run Corrective Maintenance and Perfective Maintenance User friendly Workflow - No more Paper!

13- THE BUSINESS CASE

a. Vendor Selection and Management
The BPR after discussion with the Project team directed the Project team to prepare what all they wanted to be included in the SRS. The Project Leader created a SRS of recruitment System Requirements. They called proposal from more than one vendor as to check the more wide range. The project Team select top six vendors those are professional and more reliable in the Marketing Web Based Recruiting solutions.

b. Demonstrations
The Vendors profiles were obtained. Three were short listed and called for a Demonstration on staggered dates. After runs and demonstrations M/s ABC (Pvt.) Ltd., selected as the companys vendor.

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The vendor we chose best met our current requirements and had comprehensive future plans about their direction. They explained how we could continue to work together to address our future needs, which include an integrated HR systems approach and such things as linking with online testing and selection solutions. The company is honest about their capability and seemed to have an understanding of our functional requirements and compatible culture. During the first six months, their technical support people would call us each week to see if everything was going OK if they hadnt heard from us

c. Term of references:
Payment Terms: We will invoice you using our order form and will immediately provide you with temporary licence files via e-mail. You can continue to use the program and all the data you have created during the trial period. Permanent licences will be sent in approximately 30 days. The order process is in 3 stages: 1. Complete the order form and click the Preview Order button 2. Your order will be displayed for you to confirm. Click the Confirm button to process your order. 3. A final message will be displayed. Shortly afterwards you will receive an email with your order information and the appropriate licence files. The email should be delivered immediately, but there may be a delay depending on internet traffic. We offer a 30 day money back guarantee, if you are not happy for any reason just return your licence files within 30 days of ordering and we will refund your money. We suggest you print this page for your reference. Order Terms:

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1. The payment would be 100% advance. 2. Once you have placed your order, we will immediately email to you temporary licence files for the products you have purchased. 3. The licence files are temporary (45 days). Once your payment has been received we will send you the permanent licence files. 4. Our terms are strictly 30 days from date of order, please make sure payment is received by us before your temporary licence expires. If the temporary licence files expire, you will not be able to use the software until payment is made and we supply the permanent licences. 5. If you are paying by bank transfer, please send an email when payment has been made. Otherwise, there can be a delay of up to 30 days before our bank notifies us of payment. Licences Required When an administrator or user logs in they consume a single licence. When they log out, this licence is released. If the user does not log out, the system will automatically log them out after an interval specified in the configuration, therefore you may need to order additional licences for this eventuality. If you wish to install ABC software on several websites or different servers, you must purchase separate licences for each site ABC Software Licence If you agree to these terms and conditions, ABC (Pvt.) Ltd., grants to you a non-exclusive licence to use the accompanying software (the "Software") and documentation whether printed or electronic (the "Documentation") during a Trial Period as determined by the Software and thereafter once the appropriate licence fee has been paid to ABC (Pvt.) Ltd.,. The Software and Documentation are referred to in this Agreement as the "Licensed Materials." Ownership The Licensed Materials are the sole and exclusive property of ABC (Pvt.) Ltd., by applying the licence fee and receiving the registered version you do not become the owner of the Licensed Materials, but

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are entitled solely to use the Licensed Materials according to the terms of this Agreement. Licence The licence granted to you by ABC (Pvt.) Ltd., in this Agreement authorizes you to use the Software for the specified number of concurrent users (where applicable).Once the Trial Period has expired this agreement terminates unless you purchase the appropriate licence fee from ABC (Pvt.) Ltd., YOU MAY NOT USE, COPY, OR MODIFY THE LICENSED MATERIALS, IN WHOLE OR IN PART, EXCEPT AS EXPRESSLY PROVIDED IN THIS AGREEMENT Term This Agreement is effective from the date of installation. This Agreement may be terminated by you at any time by destroying the Licensed Materials, together with any copies, modifications and merged portions in any form. It will also terminate automatically if you fail to comply with any term or condition of this Agreement. Restrictions on Transfer You may permanently transfer the Software to any other party if the other party agrees to the terms and conditions of this Agreement, and you transfer all copies of the Licensed Materials to that party or destroy those not transferred. By such transfer you terminate the licence granted to you in this Agreement. You may not sublicense, assign, share, rent, lease or otherwise transfer your right to use the Licensed Materials, nor any other rights granted to you under this Agreement. Restrictions against copying or modifying the Licensed Materials The licensed Materials are copyrighted by ABC (Pvt.) Ltd.,. Except as expressly permitted in this Agreement, you may not copy or otherwise reproduce the Licensed Materials. In no event does the limited copying or reproduction permitted in this Agreement include the right to decompile, disassemble, or electronically transfer the Software, or to translate the Software into another computer language.

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You agree to include the copyright notice set forth in the label of the media embodying the software on any copy of the Software in any form, in whole or in part, or if any modification of the Software or any updated work containing the Software or any Part thereof. You also agree not to remove any existing copyright notice from any of the Licensed Materials. Protection and Security You agree to use your best efforts and take all reasonable steps to safeguard the Licensed Materials to ensure that no unauthorised person has access to them and that non authorised copy, publication, disclosure or distribution of any of the Licensed Materials is made. You acknowledge that the Licensed Material contain aluable confidential information and trade secrets and that unauthorised use and copying are harmful to ABC (Pvt.) Ltd., and that you have the confidential obligation on such valuable information and trade secrets. Limited Warranty ABC (Pvt.) Ltd., warrants that the media on which the Software is recorded will be free from defects in workmanship and materials for a period of 90 days from the date of payment of the licence fee. If the media and dated proof of purchase are returned to ABC (Pvt.) Ltd., within 90 days of the date of payment of the licence fee, and if ABC (Pvt.) Ltd., determines the media to be defective and provided the media was not subject to misuse, abuse or use in defective equipment ABC (Pvt.) Ltd., will, at its option, (1) replace the media, or (2) refund the licence fee paid by you, upon your return to ABC (Pvt.) Ltd., of all of the Licensed Materials , including all copies of any portions thereof , and dated proof of payment of the licence fee. All implied warranties on the media, including implied warranties of merchantability and fitness for a particular purpose, are limited to the duration of the express warranty set forth above. In no event will ABC (Pvt.) Ltd., or any other party who has been involved in the creation, production, or delivery of the Licensed Materials be liable for special, direct, indirect, or consequential damages, including loss of profits, or inability to use the Licensed Materials, even if ABC (Pvt.) Ltd.,. has been advised of the possibility of such damages. In no event shall ABC (Pvt.) Ltd.,'s liability for any damages or loss to you or any other party exceed the licence fees paid for the Licensed Materials.

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General If any provision or portion of a provision of this Agreement is determined to be invalid under any applicable law, it shall be deemed omitted and the remaining provisions and partial provisions of this Agreement shall continue in full force and effect. This Agreement constitutes the entire Agreement between the parties with respect to the subject matter hereof, and all prior Agreements, representations, statements and undertakings are hereby expressly cancelled.

14- RECOMMENDED SOLUTION

a. What does it do? Each electronic recruitment technology vendor provides different functions in its products. Both featured organizations use an externally hosted web-based system that required an upfront capital expenditure and an annual license fee. The system removes the administration aspects of recruiting and now allows our re-sourcing team to add value to the recruitment process. Everything is now work-flowed through the system, providing a speedier response time and a greatly improved corporate image. The paper free process is positive and the downloadable information packs, which significantly reduce mailing costs. There are seven service centre, those are not attached to the main administration block where the CVs used to be sent, now those hiring managers can view all the applications from their remote locations. b. Short listing Especially in times of economic hardship, job vacancies attract large numbers of potential candidates. Application rates can often run into the dozens or even hundreds, far more than can be practically interviewed. Like many other Companies Sunshine Insurance solve this problem by drawing up a shortlist of the most promising candidates for a post, and

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interviewing only the members of this list. With so many applications for a single position, however, producing this shortlist can itself be a timeconsuming and difficult task. Standard application forms and CVs (or resums) rarely convey enough information, in themselves, to make a solid decision about a particular candidate's suitability for a post. This is one of the major drawbacks of the manual system. With a very large number of applications involved, this is clearly a task more suited to a web based Recruitment system. To draw up a complete shortlist from behavioral styles alone is not practically possible, because the system must address other important issues, such as qualifications, previous experience and references. c. Pre-interview Testing Once a shortlist has been completed, and invitations to interview have been dispatched, there is another important part in the recruitment process. This is the point where most commercial users apply their systems - to profile and assess the candidate on site before the interview takes place. If a set of results has already been produced through the short listing process, it is not generally appropriate to test the candidate a second time before interviewing them. This is because a second test taken within a few days of the first can affect the results. The exception to this arises where the original test showed a Compressed Profile, in which case a second test can help to establish whether this effect is real, or simply due to a misunderstanding of the technique's requirements. d. Interviewing The ultimate use of these web results is to aid the interviewer during the interview itself. It can do this in two ways: First, the DISC interpretation of a candidate's profile can bring to the surface potential difficulties that would never emerge in the course of a normal interview. These problem areas can be probed by the interviewer to assess their relevance with reference to the job in question. Almost all DISC systems can generate an analysis of this kind, but some of the more advanced, automated, systems are able to go one step further and generate a list of problem areas relative to a specific job. Second, DISC can help to improve communication within the interview. This is a more subtle and less tangible benefit, but it can have a significant
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impact on the progress of the discussion. By making themselves aware of an interviewee's motivating factors, the skilful interviewer can encourage them to reveal information, and help to relieve the understandable Some interviewers actually discuss a candidate's DISC report with them during the interview, while others prefer to use the information as a basis for their own questions. Neither of these approaches is significantly better or worse than the other; ultimately a decision about whether to use the DISC report directly in the interview is a matter of the interviewer's own preference. e. Rejection A little-used approach, but one that is growing in popularity, is the application of DISC to ease rejection of unsuitable candidates. Some organizations now include a DISC report with rejection letters, giving the candidate a clear idea of the reasons for their rejection, and also offering them some guidance in the further development of their career. This positive approach can not only help relieve the disappointment of unsuitable candidates, but also improve the general perception of the organization.

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