Human Capital Managementlifecycle
Recruitment & Applicant Tracking
How do I run recruiting from an approved requisition to a scored, defensible hiring decision?
Recruiting in continON starts from an approved staff requisition and ends with a hired flag on a fully scored application. Every stage — vacancy, announcement, shortlist, test, panel — is a record tied to the position being filled.
The sequence
6 stepsRequisition
Unit, position, headcount, desired start date, and justification are submitted and approved.
Vacancy & announcement
A vacancy on the position defines requirement criteria; announcements and any cancellation reasons are recorded.
Applications
Candidates apply internally or through the external portal; each application is a structured record.
Staged shortlists & tests
Shortlist stages chain to the next stage; timed online tests run per stage where configured.
Panel scoring
Commission members score interviews per criterion; complaints are logged with dated decisions.
Hire
With all stages passed, the application is flagged hired and converted to an employee in one step.
How it works
A staff requisition opens the process: it names the unit, position, staff type, number of people needed, desired start date, and a written justification, and carries an approval status before any vacancy exists. The vacancy itself is bound to a defined position and marked internal or external, and its announcements are records too — including cancellations with the reason stored.
Vacancies carry structured requirement criteria: required education, required documents, required skill sets by category, required trainings, and required languages. Applications capture the candidate in detail, and shortlists chain from stage to stage, so a candidate advances through an explicit sequence of tests and reviews rather than an ad-hoc pipeline.
Evaluation is committee-based: commissions with named members are attached per vacancy and panel, interviews are scored per criterion by each panel member, and candidate complaints against a test stage are recorded with the decision and its date. When all stages pass, the application is flagged hired and handed to the one-step employee conversion.
Worth knowing
- Requisition before vacancyRecruiting starts from an approved request with headcount, justification, and desired start date — not from a free-floating job ad.
- Structured requirement criteriaRequired education, documents, skill sets, trainings, and languages are records on the vacancy, reusable in screening.
- Chained shortlist stagesEach shortlist stage points to the next, giving every vacancy an explicit, auditable stage sequence.
- Panels with per-criterion scoresCommissions with named members score each interview criterion by criterion; results are stored per member.
- Recorded appealsCandidate complaints against a test stage are logged and closed with an explicit decision and decision date.
- Controlled external boundaryStages are individually marked for external visibility, and online test access requires prior shortlisting.
What this touches
- Candidate testing & quizzing
Test stages on the vacancy run as timed, server-scored online sessions. - Hiring & onboarding
A passed application converts to person, employee, and employment assignment in one step. - Organization & positions
Vacancies are opened against defined positions and seats. - Skills & qualifications
Required skill sets on vacancies come from the shared skill taxonomy.
See recruitment & applicant tracking running in continON.
A guided walkthrough on a sanitized demo tenant — this capability inside its module, on the shared platform.