As we improve, the recruitment process is totally handled manually until the introduction of information technology services. At first, the services are deployed initially through the web services of individuals representing companies or performing aptitude tests within a local host of the on-campus college recruitments for freshmen. At present, the overall recruitment process is improved through mobile technology, involving smartphones and tablets, making employers work much easier with the Mugaam Recruiters App, which is totally free to access.
By representing each of the companies registered in Mugaam, each recruiter or employer is provided with secured login credentials while registering their business on the Mugaam job portal site. Once registered, the same login credentials can be used to login to the Mugaam Recruitment app, and if the password is forgotten, an employer can reset it through the registered email address. After entering the dashboard, the recruiters are empowered with several features, such as job Posts, analytics, industry, recruiter information, and much more, each of which has its own purpose.
Note: An employer or recruiter can’t post jobs directly in the Mugaam Recruiters App. Mugaam supports social media logins such as Facebook, Google, and Apple accounts.
As new jobs are posted daily, a recruiter must be aware of the Mugaam job post validity, which is up to a maximum of 30 days; after that, the job will expire. Get ready to be explored with each of the features and their sub-functions of the Mugaam Recruiters App. Let’s see each of the job posts behavior individually below:
1.Job Posts: Just start to engage with all the possible jobs posted by the respected recruiter, with each card representing certain values.
• Received – The Number of applications received.
• Suggested: Based on the skill set that sorts candidate.
• Shortlisted: Each application is finalized for the post.
• Status: Make the job posting active or inactive.
One can use the filter to see the listings for Active, In-Active or Expired job posts on the same page.
On clicking a job post, one is offered with,
• New: Candidate lists that have not yet been seen.
• Viewed: The candidate list has been viewed.
• Considered: candidates who may or may not be chosen.
• Shortlisted: A job seeker who has been chosen for a position.
• Candidates who have been rejected.
These lists can be sorted out based on different time periods, say last week, last month, and custom date ranges.
Again, clicking on the candidates’ information may take the employer or recruiter to the candidates resume to have an overview of it, and next in line would take the recruiter to the candidates contact details. The recruiter has the option to download the uploaded resume.
2.Analytics: Select a particular job post to view their individual performance in attracting job applicants in a more graphical format, say,
• Performance Graph: It’s a bar graph representation of job visits, jobs applied, and jobs saved.
• Performance Chart: Lets see the job or application status in a pie chart.
• Line Graph: Recruiters decisions on applications represented here.
Only the active jobs alone will showcase the analytics information.
3.Industry (or) Organization: Just make the readers or job applicants aware of the particular information on the company.
• About: Let’s have a brief introduction about the company, who is the director of the company, and so on.
• Documents: government-authorized verification.
• Gallery: Companies picture (or image) albums with teams.
• Active Jobs: Employers post and actively maintain jobs.
4.My Info (or) Recruiters Info: Representing the recruiter’s information here.
• About: The most informative data about the recruiter.
• Documents: An official paper authorizing the recruiter.