Bounds Job Opportunities (BJO)
Bounds Job Opportunities (BJO) is an organisation which tries to match people seeking new job opportunities with companies offering employment prospects. BJO have several offices in major cities in the Midlands. Many companies prefer not to advertise vacancies themselves, instead using an agency for the major part of their recruitment. Thus such agencies as BJO place advertisements in the most appropriate websites and newspapers. Each advertisement includes details of one or more jobs. Where a number of jobs are listed in a single advertisement, the vacancies are with a range of companies, rather than each advertisement listing the opportunities available with a single company.BJO operates in a variety of ways. Companies register with BJO (including their name address etc.), notify them of job vacancies and supply a job description for each. Each job description is analysed and the key requirements, such as preferred age range of applicant, skill and experience requirements will be coded. For example, a particular experience code might imply no experience, two years’ experience, or five years’ experience as a minimum requisite for a particular vacancy. BJO records the name of a contact from the company and their telephone number for each job vacancy. This is useful when applicants request further information about a particular job. Clearly many vacancies in a company may have the same contact. Each company is identified by an account number.
Each job vacancy is allocated a unique job number. There are two types of job vacancy that the BJO accepts: routine and executive. For each executive level vacancy a company will hire BJO to advertise the vacancy, to vet the applications, prepare a short list of candidates, to do the first interviews of those candidates and finally to organise the selection interviews with the company. For this BJO negotiates the charges. Further they will need to record different information about the two types of vacancy. For an executive vacancy they will also need to store the salary, whether he job includes a company car and a comment on any other benefits included. Routine jobs need an hourly rate, the number of hours per week and whether flexitime is possible.
For the routine grade of vacancy BJO will short list applicants for these jobs and negotiate interviews with the company. BJO receives a fee which is a percentage of the first year’s salary of the successful applicant. BJO places job advertisements in websites, journals and newspapers (generally called publications). It will be necessary to record all publications where BJO have previously placed advertisements. The publication name and the publisher’s contact details are important. The executive grade vacancies are advertised individually in appropriate journals. For routine vacancies, for which BJO only receives a percentage fee, group advertisements will be designed in which a variety of vacancies for a number of companies will be included. BJO uses its knowledge of journals and their readership to determine the job type composition of a particular advertisement and its placement.
People seeking new job opportunities ma approach BJO because they have seen an advertisement for a particular job vacancy or because they believe BJO may know of suitable vacancies which have not yet been advertised. In either case, they register with BJO, specifying their requirements and submitting a CV (Curriculum Vitae), and wait for BJO to offer them suitable interviews. For the records the CV is analysed and key attributes such as age, key skills and experience are extracted and stored for matching to the requirements of job vacancies. There is no charge to the applicants for the service provided. Each CV is given a number and the paper based CV is filed appropriately.
To ensure continuity BJO appoints one of their staff to co-ordinate with each company to deal with the routine vacancies. A separate co-ordinator is appointed for each of the executive grade vacancies. Their name and contact details will need to be recorded.
BJO requires the following system: One which will record each of the job vacancies notified by the companies and the key attribute requirements, and record each applicant, whether they have directly applied for vacancies or are simply seeking job opportunities. The system should record the vacancies an applicant has applied for. Further, it should keep a record of the events which indicate the stage to which each application has reached, for a particular vacancy. The company has a list of standard event types that is used to record the stages and application goes through. An application for a vacancy could result in more than one interview. Thus the same event type could be repeated more than once in the history of that application.
An application for a vacancy starts with an “Initial Application” stage for an applicant and a particular vacancy. Typical event types are “initial application”, “short listing”, “interviews” where appropriate, and a “final status” which would indicate whether the candidate was successful in their application for a particular vacancy. BJO refer to an event taking place during the life of an application as an Application Stage. Every stage an application goes through should have a general comment to be included together with the date and the type of event the stage records. All extra information about a particular application stage (of an event-type) is recorded in the large general comment field. There is no need for extra tables for Interviews etc.
The “Final Status” stage would be required to record in the general comment whether the applicant is accepted or rejected by the company, whether the applicant has been informed of the decision and also a comment to record feedback from the company about reasons for accepting or rejecting. This aspect is particularly useful so that BJO can build up a profile of the type of applicants that are most acceptable to a particular company. The applicant who is successful for a particular vacancy should be recorded.
Advert copy is the design and layout of a particular advert. BJO prepare advert copy themselves. Details of advert copy such as the cost of its design and the date it was first prepared will need to be recorded in the database. A particular advert, described by the advert copy, which could include several vacancies, may be placed in a number of publications. Of course, the same vacancy could be included in more than one advert copy and adverts in a particular publication can be repeated. BJO need to record when and where a particular vacancy is placed in an advert copy as well as the cost of placing an advert in websites, journals or newspapers.
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