A comprehensive Recruitment Management System that helps organizations manage workforce planning, job requisitions, vacancies, candidates, applications, screening, interviews, assessments, selection, offers, and recruitment reporting throughout the hiring lifecycle.
From workforce planning to onboarding.
Plan headcount, vacancies, hiring needs, and recruitment priorities.
Centralize applications, screening, interviews, assessments, and candidate history.
Connect the hiring decision with employee creation and onboarding handover.
Manage the recruitment process from workforce planning and job requisitions through candidate sourcing, screening, interviews, assessments, selection, offers, and onboarding.
Plan workforce requirements, hiring priorities, headcount needs, and expected vacancies in line with organizational requirements.
Create and manage structured requests for new employees, replacement hires, and additional workforce capacity.
Define vacancies using structured job descriptions, employment requirements, grade information, and location details.
Publish vacancies through configured recruitment channels and manage job advertisements throughout the application period.
Maintain centralized candidate profiles and recruitment records throughout the hiring process.
Track candidate applications from submission through screening, evaluation, selection, and the final hiring decision.
Screen candidates against job requirements and predefined qualification, experience, and skills criteria.
Schedule interviews and coordinate interviewers, evaluation criteria, notes, and candidate feedback.
Evaluate candidates through structured assessments aligned with job requirements and selection criteria.
Compare evaluated candidates and document the selection recommendation and hiring decision.
Prepare, approve, issue, and track employment offers for selected candidates.
Keep candidate documents and recruitment records organized throughout the hiring process.
Connect a successful hiring decision with employee record creation and the onboarding process.
Organize candidate-related communication and recruitment updates through the configured communication workflow.
Provide HR and management with structured recruitment information for workforce planning and hiring decisions.
Connect workforce planning, job requirements, candidate information, evaluation, hiring decisions, compensation proposals, and onboarding in one recruitment workflow.
Define workforce needs and hiring priorities.
Headcount · Vacancies · Hiring Plans
Manage requests for new or replacement employees.
Requisition · Approval · Required Headcount
Structure job descriptions and candidate requirements.
Job Title · Grade · Skills · Location
Maintain candidate information and track application progress.
Candidate · Application · Source · Status
Evaluate candidates against defined job requirements.
Screening · Interviews · Evaluation
Record candidate competencies, skills, and assessment scores.
Technical · Behavioral · Competencies
Document hiring decisions and manage employment offers.
Selection · Approval · Compensation · Offer
Transfer successful candidates to employee management.
Employee Creation · Employment · Onboarding
Manage the hiring journey through defined stages while keeping job requirements, candidate evaluation, hiring decisions, and employee handover connected.
Identify workforce requirements, vacancies, headcount, and hiring priorities.
Create and approve job requisitions based on organizational needs.
Define vacancies and publish opportunities through configured channels.
Collect candidates through career pages, referrals, internal recruitment, and other sources.
Evaluate candidate qualifications, experience, skills, and application information.
Schedule interviews and record structured candidate evaluations.
Evaluate skills, competencies, technical capabilities, and suitability.
Complete the hiring decision and move the selected candidate to offer management.
Prepare, approve, issue, and track the employment offer.
Convert the selected candidate into an employee and initiate onboarding handover.
Recruitment works together with employee, organizational, job, performance, payroll, document, and workplace information to create a connected hiring process.
Convert selected candidates into employee records while preserving employment and personal information.
Connect vacancies with companies, branches, departments, positions, and organizational structures.
Define recruitment requirements using job grades, positions, competencies, and job information.
Connect job expectations and competency requirements with future employee performance management.
Explore module →Transfer approved compensation and employment information into the payroll workflow when a candidate is hired.
Connect the hiring decision with employee creation, employment information, and onboarding handover.
Organize resumes, certificates, application files, assessments, and employment offer documents.
Connect future employee skill gaps and development needs with learning programs.
Carry employee and job history into future career development and succession processes.
Organize recruitment around workforce plans, vacancies, candidates, applications, assessments, interviews, offers, documentation, and employee handover.
Maintain headcount needs, department requests, hiring priorities, and position plans.
Track recruitment requests, requested headcount, replacement hiring, and approvals.
Maintain job titles, descriptions, requirements, grades, employment types, and locations.
Organize internal and external job advertisements and application deadlines.
Maintain candidate profiles, contacts, education, experience, skills, and documents.
Track candidate applications, sources, status, screening results, and pipeline history.
Assess qualifications, experience, skills, screening questions, and job suitability.
Coordinate interview dates, panels, interviewers, questions, and evaluation notes.
Record technical, behavioral, skill, and competency assessment results.
Compare candidates, document recommendations, and record hiring decisions.
Manage compensation proposals, offer approvals, offer letters, and acceptance status.
Organize resumes, application files, certificates, assessments, and offer records.
Coordinate interview invitations, recruitment updates, follow-ups, and reminders.
Prepare candidate conversion, employee record creation, and onboarding handover.
Analyze vacancies, applications, candidate sources, interviews, offers, and hiring activity.
Structure hiring around your organizational structure, recruitment volume, job requirements, and workforce needs.
Manage recruitment across departments, business units, positions, and professional functions.
Support recruitment for production, technical, engineering, operational, and support positions.
Manage workforce requirements and vacancies across branches, offices, plants, and other locations.
Organize numerous vacancies, applications, interviews, candidate assessments, and hiring activities.
Support structured recruitment for specialist, managerial, technical, and professional positions.
Scale recruitment as employee numbers, departments, positions, and business operations expand.
Recruitment involves personal information, resumes, assessment results, interview feedback, and employment offers. Structured permissions help restrict access to authorized recruitment participants and hiring responsibilities.
Configure recruitment access according to user roles and responsibilities.
Control who can manage candidates, vacancies, applications, and recruitment activities.
Provide hiring managers access to appropriate candidate and evaluation information.
Restrict access to candidate personal information and application records.
Manage access to resumes, certificates, assessments, and other recruitment documents.
Limit interview notes and evaluation records to authorized participants.
Restrict access to compensation proposals and employment offer details.
Support authorized approval for requisitions, selections, and offers.
Maintain traceability for important recruitment changes and activities.
Use structured recruitment information to monitor workforce plans, vacancy status, candidate movement, recruitment activity, hiring decisions, and offer outcomes.
Monitor recruitment activities across the hiring process.
Track workforce requirements and hiring plans.
Review planned and required workforce headcount.
Review open, filled, and historical vacancies.
Analyze candidate profiles and recruitment activity.
Monitor submitted applications and pipeline activity.
Review the sources through which candidates were received.
Review interview schedules, activities, and evaluations.
Analyze assessment results and candidate evaluation outcomes.
Monitor hiring decisions and completed recruitment.
Track employment offers and acceptance status.
Analyze candidate movement through recruitment stages.
Review recruitment activity by department or business unit.
Review recruitment requirements and outcomes by location.
Review past recruitment activity and hiring records.
Analyze recruitment patterns and changes over time.
Connect workforce requirements, candidates, assessments, hiring decisions, and employee onboarding in one structured recruitment journey.
Manage vacancies, candidates, applications, interviews, assessments, and offers within a structured recruitment process.
Transfer selected candidate information into employee records while reducing unnecessary duplicate data entry.
Manage requisition, screening, interview, assessment, selection, and offer stages through a defined workflow.
Maintain a centralized view of candidate profiles, applications, recruitment activity, and evaluation results.
Connect the final hiring decision with employee creation and onboarding handover.
Support recruitment as organizations add employees, departments, branches, and positions.
Manage workforce requirements, organize candidate evaluations, streamline hiring decisions, and connect recruitment with employee onboarding and workplace management.
Email: info@sasia.id