Talentpool Enterprise Edition is an integrated recruitment solution that incorporates the most advanced security measures. It is designed to ensure absolute protection of data to guard against known vulnerabilities like Sensitive Data Protection, Input Validation and more. Some of the mechanisms we use to safeguard your data are:
Talentpool incorporates guidance from OWASP (Open Web Application Security Project) that identifies most critical web application security flaws and defines best practices for developing secure web applications. Its design ensures protection from attacks such as SQL Injection, Cross-site Scripting (XSS), Blind XPATH Injection, Cross Site Request Forgery (CSRF) and Cache Poisoning.
Talentpool supports HTTPS to create a secure channel for the data and protect it against eavesdroppers and man-in-the-middle attacks. This is particularly useful for multi-location organizations that require Talentpool to be accessed over the internet. Sensitive information such as passwords is always transmitted in an encrypted form.
Talentpool limits access to all parts of the application through logins and passwords. Passwords are hashed and never travel across the network without encryption. It implements the “three strike rule”, which means that a user entering the wrong password three times in a row is temporarily blocked from accessing the application. The timestamp and IP address of last login is displayed to each user at login so that any misuse can be proactively detected by users themselves.
Talentpool generates audit logs for security audit purposes. All records pertaining to login failures, changes of passwords, changes to user roles, creation and deletion of users, etc are continuously logged..
Talentpool supports role based authorization, which means users have limited access to data and functionality. Role Based Access Control (RBAC) protects the front-end and back-end data and system resources by implementing access control restrictions. Users can only view and access information that they are supposed to see. For example, a recruiter might not have access to profiles of candidates for executive level positions or a junior interviewer might have a right to enter his inputs about a candidate, but not allowed to recommend hiring him. The administrator can define unlimited number of roles and can control access at a candidate, screen, action or data level.
For organizations using Microsoft domains, Talentpool supports LDAP integration so that internal requirements of strength of passwords and frequency at which it is required to be changed are supported.
Talentpool blocks multiple concurrent sessions from users. So a user can log in to Talentpool from one location only when he has logged out from his previous session.
User sessions are timed out after a specified period of inactivity. User sessions are auto terminated when the user closes the browser window even if the user has not explicitly logged off. This prevents an intruder from accessing the application without logging in on a machine where a user just closed his browser without logging off.
In addition to the above, Talentpool follows other best security related best practices such as disabling auto complete on critical input fields, displaying email ids in a bot resistant ormat, not storing sensitive data on the client browser, validating user inputs on the server side, allowing for installation of the application and database on separate servers and supporting use of CAPTCHA on forms.
• Kick off meeting
• Confirmation on hardware and software requirements
• Forward the template for deployment data
• Receipt of complete data from the customer
• Installation on Talentpool on server (for licensed only)
• Complete product configuration
• Training of application administrator
• Go Live on Server
• Training of Recruitment Users
• Roll out and training of business users
• Roll out of Employee Portal
• Roll out of Vendor Portal
• Careers Page Integration
1. Go to Dashboard
2. View To Do list
3. Select Positions in the "Group by" filter
1. Go to Dashboard
2. View To Do list
3. Select Filter under Position Summary and "Group Positions" by Recruiter or Location or by any other required field.
1. Go to the Screen Tab
2. Click on Current Filters
3. Type in the name of the employer in “Current Employer” and search candidates working for that employer
1. Go to the Screen Tab
2. Click on Current Filters
3. Type in the name of source or select from dropdown and search candidates from that specific source
1. Go to the Screen Tab
2. Click on Current Filters
3. Click on “All” under “Search Candidates” to get all data including Joined Candidates.
1. Go to Screen Tab
2. Click on Current Filters
3. Click on the desired step for which you want to search candidates under “Include Rejected” to get required data
1. Go to Positions Tab
2. Click on Add New
3. Fill In Required Details in Description, Requirements
4. Send for Approval to Approver
5. Once Approved, Define Hiring process
6. Open Position
1. Go to Positions Tab
2. From Show Filter Choose Positions waiting for your Approval
3. Select them All
4. Click on More
5. Approve Requisitions
1. Go to Positions Tab
2. Filter positions for which data needs to be extracted
3. Click on the excel icon
4. Select Fields
5. Extract Report.
6. Go to Master Lists
7. Click on Requisition Approval
8. Add your name in the list
1. Go to Master Lists
2. Click on Requisition Approval
3. Create multiple requisition Templates for different Departments or Groups and add respective users in respective groups
1. Approver will get a To Do on his/her Dashboard
2. Click on sction required and "Approve" or "Reject" position
1. Go to Positions Tab
2. Click Templates
3. Click Add New
4. Add Position Description ,Requirements, Define Hiring Process
5. Click Finish
1. Go To Position tab
2. Click on Change Status button
3. Change the status to close
1. Go To Position tab
2. Position should be either Approved, Closed or Rejected
3. Click on "Change Status" button
4. Change the status to close
1. Go to Positions
2. Select from the Publish options on the left panel
3. Select Publish to Vendor Portal
The screen shows the publication status of all positions. Unpublished are the ones which are not yet published on the vendor portal.
4. Select the Unpublished position(s)
5. Click on Publish/Unpublish to publish the position(s)
6. Select Publish
7. Select Publish From Dates
8. Select Vendor for the Position to whom you want to publish.
9. Click Submit.
1. Go to Positions
2. Select from the Publish options on the left panel
3. Select "Publish to Employee Portal"
The screen shows the publication status of all positions. Unpublished are the ones which are not yet published on the employee portal.
4. Select the Unpublished position(s)
5. Click "Publish/Unpublish" to publish the position(s)
6. Select "Publish"
7. Select "Publish From Dates"
8. Select Criteria for the Position
a) Employee can only apply
b) Employee can only refer
c) Employee can apply and refer
9. Click Submit.
1. Go to Positions
2. Select from the Publish options on the left panel
3. Select "Publish to Corporate Website"
The screen shows the publication status of all positions. Unpublished are the ones which are not yet published on the employee portal.
3. Select "Unpublished Position(s)"
4. Click "Publish/Unpublish" to publish the position(s)
5. Define the rule
a) Resume should come to inbox directly
b) Resume should go to Database directly
c) Resume gets shortlisted directly if defined rule matches with candidate resume
1. Go to Admin tab
2. Go To Website Configuration
3. Choose fields to show on Website./p>
On Select or Hire Stage choose Filters on left hand side to view candidates with specific criteria.
1. Go to Select or Hire Tab
2. Highlight those candidates
3. Click on "More"
4. Select Email
5. Choose the template from drop down to be used for that email and send email
1. Go to Hire Tab
2. Click on "Date of Joining" next to the candidate's name
3. Edit date and Save
1. Go to Hire Tab
2. Highlight name of candidate
3. Click on More and select "Generate Offer"
4. Map the fields and save the offer in Candidates Profile
1. Go to Hire Tab
2. Under Joined Candidates Section, Select the name of Position to get Data of Joined candidates
1. Go to Select or Hire Tab
2. Click on the Excel icon in the right panel
3. Select fields which are required in excel dump and export the data
1. Go to the Calendar Tab
2. You can see interviews aligned for specific week. You can also choose a date range for which you want to see the data
3. View the interview list by clicking on "Interview List" link
1. Go to Master Lists
2. Click the master that you want to modify
1. Go to Master Lists
2. Click "Position Step Master"
3. Click "Add new Step"
1. Go to Master Lists
2. Click "Template Master"
3. Add or Edit Email templates
1. Go to Master Lists
2. Create feedback fields and rating using Feedback Fields Master and Ratings Master respectively
3. Then create Feedback Form using those Fields and ratings
1. Go to Expense Tab
2. Click on Expense Types and Add all Expense types. These will show in Purpose Drop Down.
1. Go to Admin Tab
2. Manage Users
3. Click on Add New and add User details and choose Role as well
1. Go to Admin Tab
2. Manage Role Access or Manage Users
3. Click on Advance Permissions and enable or disable access to features.
1. Go to Admin Tab
2. Go To Application Settings
3. Click on Check Box of “Send Auto Reply Email When receives email to Inbox”
1. Go to Admin Tab
2. Go To Application Settings
3. Click on Check Box of “Show Position Code”
1. Go to Admin Tab
2. Go To Application Settings
3. Click on Check Box of “Send Position Change Notification”
1. Go to Admin Tab
2. Go To Application Settings
3. Select Level 5 from “Maximum Department Level Used”
4. And define the names of all Levels
5. It will reflect in Position Creation Page
1. Go to Admin Tab
2. Go To Application Settings
3. Set your format in “Position Code Template”
1. Go to Admin Tab
2.Click on "Inbox Settings"
1. Go to Admin
2. Click on "Duplicate Detection Settings"
3. Choose fields based on which you want to check duplication
1. Go to Admin
2. Click on "Custom Fields"
3. Add New Fields as per your requirement
1. Go to Admin
2. Click on "Applicant Screen Configuration" if you want to make changes in Applicant fields
3. Click on "Position Screen Configuration" if you want to make changes in Position Fields
4. Click on "Website Screen Configuration" if you want to make changes in Website Fields
1. Go to Reports Tab
2. Click on "Import Report" under Activity Reports
3. Select the required fields and you will get that data
1. Go to Reports Tab
2. Click on "User Activity Report" under Activity Reports
3. Select the required fields and you will get that data
1. Go to Reports Tab
2. Click on "Interview Status" Under Operations
3. Select the required fields and you will get that data
1. Go to Reports Tab
2. Click on "Upcoming Joiners Report" under Status Reports
3. Select the required fields and you will get that data
1. Go to Reports Tab
2. Click on "Offered to Joined Report" or "Offer to Joined Detailed Report" under Analysis Reports
3. Select the required fields and you will get that data
1. Go to Reports Tab
2. Click on "Pending Actions Reports" under Status Reports
3. Select the required fields and you will get that data
1. Go to Reports Tab
2. Click on "Rejected Candidates Report" under Status Report
3. Select the required fields and you will get that data
1. Go to Reports Tab
2. Click on "Monthly Joining Report" under Analysis Reports
3. Select the required fields and you will get that data
Unlimited phone & email based support during work hours. Talentpool’s work hours are 9:30am through 6:30pm, Monday through Friday except holidays. Such support shall include assistance with software capabilities and functionality provided by Talentpool’s Technical Support Staff.
If Talentpool’s Technical Support Staff are not able to reproduce an issue at their end, they may request customer for remote access to the server on which Talentpool is installed. Customer will be responsible for providing remote access for troubleshooting and resolution in such cases.
If for some reason, Talentpool’s Technical Support Staff are not able to resolve the issue through remote access, we may depute a Technical Support Engineer to the customer’s site.
Onsite support shall be free of charge to the extent of 2 days (one visit per half) during the term of an Annual Maintenance Cost (AMC). In the event the customer requires onsite support for further time, the same will be provided at a daily charge mentioned at the start of this agreement. Actual expenses incurred on local travel, hotel, Air-fare, food will be charged extra at actuals.
In case a customer has not used all or part of the 2 free days of onsite support for issue resolution, customer may request Talentpool for on-site training/consultation to the extent of the unused time. However, such unused time may not be carried forward from one AMC term to another.
One online Training session will be free during the term of AMC.
One Server Health Checkup will be free during the term of AMC
Once in a month Support Call to understand Product related issues or queries if any.
Yearly 2 Service Survey to take Customer feedback on Services Offered by Talentpool.
Talentpool Patches for bugs and Maintenance will be free during the term of AMC
