Stages per Position
Define the necessary stages based on job requirements. Avoid adding processes that do not aid in candidate assessment.
Candidate Selection Application
Manage employee selection stages, candidate statuses, and recruitment decisions via Sigma HRIS or Forte HRIS. HR and departments can track ongoing processes and identify candidates awaiting decisions.
Track Selection Progress with Clear Statuses
Different positions may require different selection stages. When decisions are communicated solely via messages, it is difficult for HR to track which candidates are still awaiting follow up. A clear selection workflow helps the team understand the current stage, the person in charge, and decisions already made.
People Responsible for Each Stage
Agree on the respective roles of HR and the department at each stage. This division of responsibilities helps minimize delays caused by waiting for confirmation.
Candidate Status
Distinguish between candidates currently being processed, those awaiting a decision, and those not proceeding. Status updates must align with decisions made by the authorized parties.
Decision Notes
Include the rationale behind decisions so the team understands the outcome of the previous stage. Clear notes facilitate subsequent discussions.
Identify Candidates Awaiting a Decision
Some applicants have completed the assessment, but the results have not yet been confirmed by the department. HR needs to know which stages are pending and whom to contact. Consistent status tracking allows for targeted follow up without repeating completed steps.
Map the Selection Workflow
Use the specific stages the company employs for the position in question.
Agree on Requirements for the Next Stage
Agree on the information required before a candidate moves to the next stage.
Update Final Status
Ensure HR receives the decision so that the candidate's progress and the fulfillment of hiring needs can be reviewed.
Clear Selection Stages Help Your Team Make Decisions
The selection process requires stages and criteria that are understood by all parties involved. Without clear guidelines, candidates might be evaluated based on inconsistent criteria or left waiting indefinitely for follow up. HR needs to define the information required at each stage and identify who is responsible for making decisions. This enables progress discussions based on comprehensive records.
Selection moves more smoothly when every stage has a clear purpose and owner. If a candidate's status does not show who should act next, the process can stall even after an assessment is complete. Review the stages used by HR and the hiring department, and make sure each supports a hiring decision. During the candidate selection application demo, explain the information needed, who reviews it, and the requirements for moving forward. These records help the team follow progress without revisiting the candidate's entire history.
Use examples of various positions to ensure the process is flexible enough to meet company needs. Roles with different responsibilities may require different evaluation criteria. Discuss scenarios where a candidate advances, remains undecided, or is deemed unsuitable. Decision notes should be professional and job relevant so that authorized personnel can easily understand them. During the demo, observe whether the information facilitates coordination among evaluators. An organized process reduces administrative confusion and gives the team more scope to carefully assess candidate suitability.
Completing the Stages Is Different from a Final Hiring Decision
A candidate may have completed every stage while the team is still discussing whether their skills meet the role's needs. This is different from waiting for missing documents. Use both examples in the demo to clarify status labels and records. The final decision still rests on job requirements and relevant assessment evidence.
A clear selection process shows who needs to act next. Identify stages that often stall and assign responsibility. During the demo, use roles your company hires for, including cases where a decision is still pending. This helps clarify what assessors need to know and supports timely communication with candidates.
You can discuss your recruitment needs with the Sigma Solusi Informatika team. Sigma HRIS is available for on premises and private cloud deployment, while Forte HRIS is cloud based. The choice depends on your company's workflows and IT policies. Please prepare examples of positions or selection processes for the demo so the discussion aligns with your HR needs. Our team assists with implementation and provides ongoing support after the application is in use.
Choose Sigma HRIS or Forte HRIS to Match Your Business
Both products serve small businesses through large enterprises. Their main distinction is how you deploy and manage the system. We help you choose based on operational needs and IT policies.
Choose Sigma HRIS for on premises deployment on your own servers or in a private cloud. Our team helps configure the application around your HR processes and IT policies.
Learn More
Choose Forte HRIS for a cloud based application. We help select modules, prepare records and guide users according to your HR requirements.
Learn MoreSigma HRIS and Forte HRIS are continuously updated to reflect user needs, including ESS, mobile applications and AI powered capabilities. Explore them in a demonstration using examples from your business.
Compare the ProductsHRIS Implementation Guidance and Application Support
Sigma Solusi Informatika has developed HR and payroll systems for more than 10 years. Drawing on this experience, our team can map your business processes in just a few hours.
Data Preparation and Application Setup
Start with the records and workflows you already use. We help prepare and migrate data and configure the application to fit your processes from the outset.
Application Support After Implementation
Our support team and project manager remain available after launch. We answer questions and help resolve issues so HR can keep work moving.
Candidate Selection FAQs
Must the selection workflow be the same for every position?
Not necessarily. Selection stages can vary based on the position and the required competencies. Our team helps tailor the application workflow to the company's recruitment process.
What is the difference between selection and applicant assessment?
Selection tracks the stages a candidate goes through and the decisions made at each stage. Assessment covers the criteria and evaluation results that inform those decisions.
Does the application replace the recruitment team's decision making?
The final decision remains with the authorized personnel. The application supports the record keeping and coordination needs of the process agreed upon by the company.
How can we identify candidates who are still awaiting a decision?
Use stage status, the person in charge, and the last update time to determine the necessary follow up actions.
What needs to be recorded when a candidate is not advanced to the next stage?
Include the decision and job related reasons so the team understands the outcome of the previous stage.
How can HR and other departments coordinate during the selection process?
Define tasks and authority for each stage and agree on the information that must be completed before the process moves forward.
Discuss Employee Selection Needs with Our Team
Tell us which tasks you want to simplify and the challenges your team faces. We are ready to demonstrate how the application works, assist with setup, and provide guidance on its use.