Get to Know Vetting Evaluation and Employment Objects
Learning Objectives
After completing this unit, you’ll be able to:
- Summarize the final steps in the hiring process.
- Describe the objects for tracking employment.
- Explain how to track vetting and evaluation information.
Complete the Hiring Process
The final stage of the hiring process has arrived. After interviewing and evaluating several job candidates, hiring managers and stakeholders compare notes and feedback from assessments and narrow down the list of applicants. After deciding on the best candidate for the position, they extend an employment offer and vet the candidate to make sure they meet the agency’s regulatory requirements. If the candidate accepts the offer and passes the vetting process, the agency creates employment records on its Public Sector Solutions org.
Employment Objects
When you identify the perfect candidate, you’re ready to extend an employment offer. On the New Employment Offer page, enter the proposed pay grade and the offer expiration date. If additional steps are required before you can make an official offer, set the employment offer type as Tentative, and then roll out the offer to the candidate.
Jim receives news that the hiring team has selected Paul to be the new Cosville business analyst. In hopes of securing Paul for the job position, Jim quickly creates and shares a tentative employment offer with him. Paul logs in to the career site and excitedly reviews the offer details. In the meantime, the hiring team completes initial vetting steps, which you learn about in a moment.
If the candidate accepts a tentative offer, the agency and candidate coordinate to complete any remaining vetting steps. After the candidate passes the vetting process, create an employee record to keep track of their department, location, employee number, contact information, and other details. Similarly, create an employment record to capture further information about the person’s role with your agency, such as their start date and whether their employment type is part-time or full-time.
Vetting Evaluation Objects
While the candidate reviews the offer and negotiates terms with the agency, the HR team typically begins vetting the candidate. This process sometimes includes performing background and reference checks to confirm past employment, and making sure that the candidate complies with government employment regulations. Sometimes, additional vetting steps occur after the candidate accepts the offer, such as completing a drug test or obtaining a security clearance. So, you can roll out an offer before all the vetting steps are completed.
To manage and ensure completion of the vetting process, create a vetting evaluation. As with application evaluations, you can attach action plans and dynamic assessments to streamline each process step for HR staff. Some tasks, such as background checks, sometimes require a separate system to complete. You can integrate external vetting system data with your org, or simply include a task in the action plan so the evaluator can sign off on the vetting step.
Connect a vetting evaluation to an employment offer record with the employment offer vetting evaluation junction object. If the candidate has previously completed a vetting evaluation within an acceptable timeframe, you can reuse the evaluation for the new employment offer.
For example, after reviewing the tentative offer, Paul follows up with Jim to accept the offer. After the HR team completes the initial vetting evaluation, Jim extends a final employment offer to Paul, who happily accepts. Jim then creates employment and employee records for Paul to make the hiring official.
Now that you’ve learned about all of the objects for storing data in Talent Recruitment, take a final look at the remaining vetting and employment objects and review the complete data model.
This table shows the vetting evaluation and employment objects, along with relationships and examples.
Object |
Is Related To |
Example |
|---|---|---|
Employment Offer (1) |
Job Position, Employment Offer Vetting Evaluation, Employee, Account, User, Application Form, Location |
Jim creates tentative and final offers to send to Paul. |
Employment (2) |
Employee, User |
After Paul accepts the employment offer, Jim creates an employment record to track Paul’s start date and other administrative information. |
Employee (3) |
Employment, Employment Offer, Job Position, Location, Internal Organization Unit, User, Contact, Vetting Evaluation, |
Jim creates an employee record for Paul. |
Vetting Evaluation (4) |
Action Plan, Action Plan Template, Assessment, Omni Assessment Task, Job Position, Recruitment Requisition, Application Form, Employment Offer Vetting Evaluation, Employee |
The HR team runs a background check and ensure Paul completes the required steps to obtain security clearance. |
Employment Offer Vetting Evaluation (5) |
Vetting Evaluation, Employment Offer |
Paul’s vetting evaluation is connected to his employment offer record. |
The Cosville team is overjoyed to welcome Paul to the agency. As the new business analyst, his skills and experience will do wonders to improve government operations. He’s relieved that his hiring process was simple and quick. The HR staff couldn’t agree more!
In this module, you learned how Talent Recruitment Management accelerates the recruitment, evaluation, and vetting of government employees. With a robust data model and features built for simplified recruitment, you can remove the barriers that block efficient hiring and quickly staff your agency with top talent.