Relationship management with candidates and employee
The specific branch of CRM are becoming TRM systems (Talent Relationship Management), that combine funcionality of classical CRM and HRM systems. These solutions allow to build long-term relations with potential and present employees and are targeted to seeking suitable job candidates and also to lasting personal development of candidates and accepted workers.
Whilst traditional recruitment is seeking candidates ad hoc after releasing or creation of job position, TRM is allowing to build long-term relationships with qualified and talented people inside and outside of organization so, that in the moment of setting up or cleaning out of job position could already the company has appropriate internal or external candidates for disposal.
TRM systems actively join together advertising servers and services of the internet job market with the automated recruitment process of the company and are integrated with other company‘s systems. They serve for establishing and maintaining of relationships with candidates for job positions and cover whole recruiting process from the origin of request for the creation of new or filling the released job position through the publication of classified, collecting, sorting and evaluating of the candidate offers and job interviews until the moment of employee’s start or transition to a new job. At the same time they contain fuctions of classical HRM systems concerning the professional development of employees or out-placement.
Pairing of the supply and demand
TRM systems are usually designed as distributed architecture of modules or servers independent to the environment, they are operated in. Communication between independent entities is realized with data bus lines, that provide updates of separate processes and documents (classifieds, curriculum vitae, etc.), hence the whole does permit automatic pairing of relevant supply with demand.
The base of TRM systems is virtual router allowing the information routing and messages between modules, eventually between external systems. At the same time is looking up, comparing, pairing and sending the data that are submited and requested by both sides of users – personnel clerk and job seeker.
Another parts of the systém are servers for the data management of individuals seeking the job position, server for the data management of firms offering job positions, publishers, it means servers responsible for the controled publication of informations in the designated presentation layers, server for the management of assasment questionnaires etc.
The public presentation layer is made up from internet servers and portals opened to the all internet users.
The job applicants can anonymously look through various job positions offered by the form of classifieds. If any position suits them, they will subsequently send their CV by email to the relevant firm or personal agency.
The development of the personal career
To the public presentation layer is connected subsystem for the developement of personal career, that’s main goal is lifelong support of the professional and career people development and their use at the emplyment market. In the personal profile is evert user creating and maintaining structured professional and personal informations, relevant to the employer. These data are enhanced with the result of automated knowledge, educational and psychodiagnostic tests and serve as the source for the creation of the new presentation documents (biographies and classifieds), in accordance to them are the firms choosing and addressing suitable candidates with job offers.
Subsystem for the development of the personal career can contain also another parts, as is the module for management of the process of job seeking, in which the user is managing, sorting, archive and process the whole operation of communication with firms. Online questionaire tests do serve for acquiring of the view about the knowledges, educations and personality of individual candidates.