Every application brings information, documents, and selection steps that need follow-up. Sigma HRIS Recruitment helps teams manage the applicant journey with a talent pool, flexible recruitment workflows, interview scheduling, and the transfer of successful candidates' information into employee records.
Recruitment is more than collecting CVs. Teams need to understand candidate information, the process being followed, and what should happen next.
An Applicant Tracking System, or ATS, helps manage applicants and recruitment stages. It provides tools to organize candidate information and selection processes, giving teams a reference when reviewing applications, scheduling activities, and handling hiring.
When several positions are open, each recruitment process may have different needs. Candidate documents need reviewing, participants need to understand the workflow, and interviews need scheduling. If information is scattered across emails and separate files, the team must gather it again before deciding what to do next.
Sigma HRIS Recruitment provides an online recruitment portal and candidate management functions. The talent pool supports candidate searches and information analysis, while flexible workflows help organize selection stages around company processes.
Sigma HRIS Recruitment supports ATS needs from staffing plans and candidate management through to transferring successful applicants into employee records. Teams can prepare each stage around the company's recruitment process.
Before reviewing applicants, the company needs to define the position and staffing requirements. A clear request helps teams understand the purpose of recruitment and the process the relevant departments need to follow.
Manpower Planning and staffing requests in Sigma HRIS Recruitment help companies plan workforce needs and manage requests for new employees. Teams can use departmental requirements as the basis for selection.
Once requirements are defined, the team can use candidate information in the talent pool and follow the recruitment stages prepared. Each stage has information requirements and follow-up actions that can be organized around the company workflow.
ATS helps manage these processes and information. Selection criteria, candidate assessments, and hiring decisions remain with the company's authorized personnel.
Six key areas help organize applicant information, selection activities, and hiring administration.
Sigma HRIS Recruitment maintains applicant records that teams can search and analyze. Candidate information and recorded skills provide a basis for selection.
A talent pool helps companies use the candidate data they have already collected. Organized information provides a starting point when discussing staffing needs for future recruitment.
Plan workforce requirements and organize staffing requests using the available functions. Companies can manage requests so that recruitment activities are based on clearer needs.
This preparation connects departmental requirements with recruitment activity. Use is aligned with the company's workflows and the people involved.
Selection stages do not have to be identical for every company. Sigma HRIS Recruitment offers flexible workflow settings so that recruitment processes can be organized around specific needs.
Each stage can be managed as part of the selection sequence. Teams prepare workflows, users, and information requirements so that activities have a clear order and ownership.
Candidate information may include different data and supporting documents depending on the position. Attachments and custom fields extend applicant documentation in Sigma HRIS Recruitment.
Companies can discuss the additional data their processes require. Complete information helps the team carry out checks before moving candidates to the relevant selection activities.
Manage interview and psychometric test schedules, along with online invitations to applicants. These functions help teams organize selection activities that need clear timing and communication.
Selection schedules are managed alongside the candidate process. Teams decide which activities are needed, prepare the schedules, and follow up according to the company's recruitment workflow.
For successful applicants, Sigma HRIS Recruitment provides automatic transfer of applicant data into employee records. This helps reduce re-entry when employee administration begins.
Teams review data completeness and prepare hiring requirements before proceeding. This connection bridges recruitment work and employee management in Sigma HRIS.
Manage information and selection activities through the appropriate functions, with a clearer reference for follow-up.
The talent pool, applicant records, and supporting documents help teams prepare candidate reviews. Information does not always have to be gathered again from separate files before discussing selection.
The team still checks that records are complete and assesses candidates against company requirements. The system keeps the information organized to support that review.
The prepared recruitment workflow provides a reference for the stages in use. Users can understand the activities and information required in the company process.
Flexible settings help align system use with the relevant workflow. Preparation takes account of the users who handle selection.
Interview or psychometric test scheduling and invitations help organize activities involving applicants. The team can focus on preparing activities and following them up.
Timing and communication remain the responsibility of recruitment managers. The system supports a more organized way to manage these activities.
Transferring applicant data into employee records connects selection work with administration after hiring. Information already managed can be used to prepare initial employee records.
The team still checks the data and completes company administrative requirements. This connection gives the transition from applicant to employee clear system support.
A department submits a staffing request. The company reviews the need and prepares the recruitment process to use. The team then checks available candidate information and determines the next steps according to selection criteria.
The team reviews applicant records and supporting documents. If additional information is needed, the company can discuss using custom fields to capture it. Interview or psychometric test schedules and invitations are prepared as part of selection.
Subsequent stages follow the company's recruitment workflow. The system helps organize the process, while assessments and decisions remain with authorized personnel.
After a hiring decision, the team checks that information is complete for the transfer from applicant to employee records. Automatic transfer helps reduce duplicate recording and supports preparation of initial data.
This example shows the relationship between planning, selection, and hiring administration. The details are adapted to company needs and workflows.
Define the processes and information needed so that Recruitment functions fit company requirements.
Describe selection stages, approval requirements, and the users involved. This workflow forms the basis for discussing system settings.
Identify the information required before a candidate can proceed. Discuss attachments and custom fields so that documentation supports the team's reviews.
Review the information needed when an applicant is hired. Data preparation supports transfer into employee records and the administrative steps that follow.
Sigma HRIS Recruitment is part of ready-to-use software with recruitment functions already available. Preparation can focus on selection workflows, applicant information, and users without developing an application from scratch.
Setup is prepared once requirements, master data, and infrastructure are available. For certain needs, Sigma HRIS can be prepared in one day; the Recruitment scope and settings need discussing to determine the appropriate preparation time.
The support team offers responsive, focused help with system use and issues. Support remains available after setup so that the team has assistance when running recruitment processes.
Answers about applicant management and preparing your selection process.
An Applicant Tracking System, or ATS, helps manage applicant information and recruitment stages. It supports candidate processes according to the functions and workflows prepared.
Sigma HRIS Recruitment provides a talent pool, manpower planning and staffing requests, flexible recruitment workflows, attachments and custom fields, interview or psychometric test scheduling and invitations, and applicant-to-employee data transfer.
Sigma HRIS Recruitment provides flexible workflows. Settings are discussed according to selection stages, users, and company process requirements.
Custom fields and attachments support additional data and applicant documents. The information scope is prepared according to company documentation needs.
Yes. Sigma HRIS Recruitment provides scheduling and online invitations for interviews and psychometric tests. Teams manage these activities according to the company recruitment workflow.
Automatic transfer into employee records is available to help reduce data re-entry. The team still checks data completeness and administrative requirements.
No. ATS needs are supported by the Sigma HRIS Recruitment module. Applicant management and selection stages use the features within that module, rather than a separate product.
Yes. Recruitment functions are already available as part of ready-to-use software. Preparation follows the selected scope, and the support team is available for questions and issues after setup.
ATS focuses on applicants and their selection journey before they become employees. HRIS covers employee information and administration more broadly. They connect when recruitment results need to carry through into employee records.
In Sigma HRIS, the Recruitment module provides automatic transfer of applicant data into employee records. This connection helps reduce the need to re-enter information already managed during recruitment.
Sigma HRIS stands for Human Resources Intelligence System. Companies can choose modules to suit their needs, including Recruitment for hiring and the Core Module for HR, attendance, and payroll administration. The scope is discussed according to the company's usage requirements.
Explore HRIS SoftwareDiscuss selection stages, document requirements, interview schedules, and hiring processes. Our team can explain how Sigma HRIS Recruitment supports your ATS needs.