3-SN2503 - Applicant Tracking System Functional Interrogatories.xlsx
XLSX spreadsheet 19 KB Posted
- Attached to
- Applicant Tracking System
- Solicitation number
- SN2503
- Issued by
- Cook County, Illinois
About this file
The document is a comprehensive Functional Interrogatories spreadsheet (RFP #SN2503) for an Applicant Tracking System (ATS) issued by the City Colleges of Chicago (CCC). The spreadsheet contains 149 detailed functional requirements and interrogatories for a new ATS that will support multiple campuses, streamline recruitment processes, and enhance candidate experiences. The system must integrate with existing platforms like PeopleSoft, support multi-campus hiring workflows, provide customizable user roles and permissions, enable cross-campus collaboration, and accommodate campus-specific branding and configurations.
The ATS must offer robust features including mobile-friendly and ADA-compliant application experiences, advanced reporting capabilities, sophisticated candidate tracking, interview scheduling, onboarding support, and comprehensive security provisions. Key technical requirements include real-time web services integration, automatic job board posting, email and social media advertising capabilities, automated communication workflows, candidate status tracking, reference management, and the ability to generate custom reports without additional costs. The system should also support various administrative functions such as requisition management, candidate assessment, interview note recording, background check integration, and compliance reporting across multiple campuses and organizational entities.
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Sheet1
| RFP #SN2503 - Applicant Tracking System Exhibit B - Functional Interrogatories | ||||
| Please respond to the groups and questions below by indicating Y-Yes or N-No (for each bullet point) and providing appropriate details in the table. | Y/N | Available With Extra/Additional Cost | Details/Notes | |
| 1 | Account impersonation feature to troubleshoot user specific issues and to verify permissions and access control | |||
| 2 | Integration feature that can work with peoplesoft and other systems utilized by CCC network | |||
| 3 | Ability to serve as a host/storage for previous ATS platform | |||
| 4 | Support services for duration of use of software system | |||
| 5 | Does the ATS support multiple campuses with hiring workflows or departments? | |||
| 6 | Can user roles and permissions be customized per campus or department? | |||
| 7 | Can each campus manage its own job postings, or must all postings be centralized? | |||
| 8 | Can cross-campus collaboration on a single job requisition be supported (e.g., faculty searches)? | |||
| 9 | Can templates be created per campus (e.g., campus-specific job descriptions or approval workflows)? | |||
| 10 | Are duplicate candidate profiles flagged or merged if a candidate applies to several campuses? | |||
| 11 | Are automated notifications and reminders configurable by campus? | |||
| 12 | Can hiring workflows (stages, reviewers, approvals) differ per campus or department? | |||
| 13 | Can hiring teams across different campuses communicate or share notes within the ATS? | |||
| 14 | Is there support for role-based commenting or collecting, organizing, and analyzing feedback from users or customers regarding a product, service, or experience? | |||
| 15 | Are audit logs maintained per user, per campus, and per action? | |||
| 18 | Can data retention policies be customized per campus? (what data should be stored or archived, where that should happen, and for exactly how long. | |||
| 19 | Once the retention time period for a particular data set expires, will it be deleted or moved as historical data to secondary or tertiary storage, depending on CCC requirements. | |||
| 20 | Can data retention policies be customized per campus? | |||
| 21 | Can reports be segmented by campus, department, or job type? | |||
| 22 | Are there dashboards for monitoring metrics like time-to-hire or diversity at the campus level? | |||
| 23 | Can custom reports be created for institutional or accreditation purposes? | |||
| 24 | Is a detailed audit log available showing who performed which actions across campuses? | |||
| 25 | Can the ATS integrate with HRIS, or systems used across different campuses to manage student information more efficiently? | |||
| 26 | Can the application experience be customized per campus (branding, questions, language)? | |||
| 27 | Is it mobile-friendly and accessible (ADA compliant)? | |||
| 28 | Tracks any accomodations made to support ADA | |||
| 28 | Can interview scheduling accommodate campus-specific locations or interviewers? | |||
| 29 | Does the system support live video interviewing and recordings? Does it require integration with a 3rd party toll, or is the video technology an embedded component within the system? | |||
| 30 | Is training available per campus or department? | |||
| 31 | Do you provide onboarding and training support per campus or institution-wide? | |||
| 32 | Is training available per campus or department for new employees? | |||
| 33 | Is support tiered or specialized by role (e.g., HR admin vs. department chair)? | |||
| 34 | Is technical support centralized or can it be localized per campus? | |||
| 35 | Is technical support available to all HR users? (Management, TA Specialist, Coordinators) | |||
| 36 | Are there service-level agreements (SLAs) that cover all campuses? | |||
| 37 | Is there change management support for who controls system-wide changes vs. campus-level settings? | |||
| 38 | Is there change management suppport for updates to workflows, forms, or permissions managed across campuses? | |||
| 39 | Does the system allow users more than one role in ATS system | |||
| 40 | Does the system have multiple user access levels | |||
| 41 | Does the system provide the ability to communicate with the candidates via MS Outlook with ease? | |||
| 42 | Does the system allow an applicant to select from a category of jobs and display available jobs within that category once selected? | |||
| 43 | Does the system offer predicitve recruitment tools - analyzing patterns in past hiring data to predict which candidates are most likely to succeed in different roles at your organization? | |||
| 44 | Does solution support have any connectors to facilitate the talent acquisition and hiring process? | |||
| 45 | Does the system must be able to send and recieve jobs, candidates and applications information through real time web-services. | |||
| 46 | Can applicants follow the selection process and the status of their applications? | |||
| 47 | Can applicants set up and manage job alerts? | |||
| 48 | Does solution have a simple intutive user interface? | |||
| 49 | Does system include a person profile that can be used to track job roles and responsibilities, skills, experience, education, etc.? | |||
| 50 | The system provides integration with onboarding processes for I-9 and background checks? | |||
| 51 | The system should provide the Recruiter/HR hiring manager job dashboards based upon their postings. | |||
| 52 | Does the system support the ability to create and configure the questions asked of an applicant, whether the response is open text or pre-defined drop down of answers and whether the response is required shall be configurable based upon the type of job opening? | |||
| 53 | Does the system support the ability to define the status of an application and to automatically set the status of an application based on the responses to the defined questions shall exist? | |||
| 54 | Does the system allow jobs to be advertised over email and social media? | |||
| 55 | When an application is successfully submitted it shall send a confirmation email to the applicant | |||
| 56 | Improve the communication between CCC and applicants by allowing mass communications from CCC to selected applicants. | |||
| 57 | Improve the format of the information and data received from applicants to allow for more valid and effective evaluations of an applicant's background by providing a mechanism to simply the screening process based on the job's minimum requirements (i.e. scoring position specific questions) | |||
| 58 | Automate the reference request/evaluation process. Reference component should allow for simple identification of professional references as well as allow flagging for review based on responses. | |||
| 59 | Ability to determine completion of application packet based on submission or application, required documents and recent references. | |||
| 60 | Ability to engage and communicate with pre-applicants (i.e. job fair sign-up form) | |||
| 61 | No extra costs for custom reports | |||
| 62 | High Security standards and built in security provisions | |||
| 63 | Communicates automatically with job boards | |||
| 64 | Capability to hold organization entities (i.e seperate HWC & KKC) as different cost centers | |||
| 65 | Transfer applicants across cost centers | |||
| 66 | Has a requisition library of job templates that can be utilized when creating requisitions | |||
| 67 | Posts internal and external jobs to company internet site and company intranet site with effective dates | |||
| 68 | Allows admnistrators to customized verbiage on the email messages (including confirmation acknolwedgement and job filled) to external and internal aplicants/candidates | |||
| 69 | Provides a library of standard communication correspndence for printing and distrubution | |||
| 70 | Integrates seamlessly with standard emnail systems (Microsoft outlook) for applicant/candidate activity for hiring managers and recruiters | |||
| 71 | Allows admnistrators to schedule interviews, notify inerviewers of times, locations and topics to cover. | |||
| 72 | Distinguishes applicant/candidate status for internal or external candidates | |||
| 73 | Associates applications and resumes to a specific requisition wthout having to change screens/databases | |||
| 74 | Has history that consists of one candidate record with all the associated recruiting activity regardless of the number of requisitions | |||
| 75 | Search resumes by searching keywords | |||
| 76 | Stores resumes for future use by category, job title, skill, or other user-defined attributes | |||
| 77 | Allows applicants to modify or replace their existing resume | |||
| 78 | House interview templates for each job | |||
| 80 | Hiring managers and recruiters can review pre-screened applicant/candidate | |||
| 81 | Hiring managers can rank candidate status | |||
| 82 | Hiring managers and recruiters can view communication history | |||
| 83 | View multiple recruiter schedules | |||
| 84 | Hiring managers can view and print assesments between candidates | |||
| 85 | Hiring managers and recruiters can record interview notes | |||
| 86 | Hiiring managers and recruiters can enter additional applicant/candidate information if needed | |||
| 87 | Searches applicants/candidates based on a variety of cirteria (i.e location, skills, prior employers, zip code, and metropolitan areas. | |||
| 88 | Has embedded workflow for approvals based on company defined process including requisition approval, offer approval, and new hire approval | |||
| 89 | Allows users to attach documents to an applicant candidate record. | |||
| 90 | Provides web-based data collection for jobseekers users | |||
| 91 | Allows administrators to create behavioral interview question sets per job opening | |||
| 92 | Allows administrators to determine which fields are required for completion by applicant/candidate and/or recruiters/hiring managers | |||
| 93 | Allows administrators to establish access level in the system by role | |||
| 94 | Requisition numbers generate automatically or entered manually | |||
| 95 | Allows users to enter and access secure notes | |||
| 96 | Integrates with Third Party Screenin services: Criminial background check, drug testing and assesments | |||
| 97 | Allows applicant/candidate to choose if he/she would like to be alerted when a future position becomes available based on qualifications | |||
| 98 | Generates offer letters containing all compensation options to applicant /candidates | |||
| 99 | System will track the requisition number, status and reason for the opening | |||
| 100 | Job Openings will include employemnt information including FLSA type, salary range, and full/part time inidicator | |||
| 101 | Job Openings will include education and skill requirements | |||
| 102 | Assist in the creation of and house job descriptions | |||
| 103 | Job openings will include location information | |||
| 104 | Generates reports on all fields that exist in the database | |||
| 105 | HR and manager new hire/rehire checklist ability, by position, with check off ability as tasks are completed (for example, offer letter has been sent and recieved) | |||
| 106 | Provides ability to automatically notify other areas of CCC of New Hire (security, Payroll, etc) | |||
| 107 | Provides ability to automatically notify new hire of actiivites they need to complete and remind them to do so in a timely manner | |||
| 108 | Manager is prompted to assign HR tasks to the employee | |||
| 109 | Ability to enter new hire before start date (effective dating) and new person will not appear on org charts until effective start date | |||
| 110 | Ability to maintain exit interview information | |||
| 111 | Ability to predefine workflows and workflow tasks that vary according to the position being filled | |||
| 112 | Ability to delegate or change the owner for any specific task | |||
| 113 | Ability to Output a well formatted completed form to hard copy Print | |||
| 114 | Ability to track expected lead times vs actual lead times to assist in planning (i.e determine the lead times for telephone provision is 73 hours | |||
| 115 | Ability for hires to return and update or correct their information after the initial submission | |||
| 116 | Ability to provide task respnse and status via email reply | |||
| 117 | Ability to measure the perfromance of the onbaord process | |||
| 118 | Ability to vary the onboarding process workflow according to multiple candidate and position factos - employee type, business unit, job function, country and state, etc.) | |||
| 119 | Ability to monitor the overall status of the onboarding process, providing a clear indication of "new hire readiness" | |||
| 120 | Ability to identify and prevent duplicate applicant accounts | |||
| 121 | Ability for applicants to recover their login credentials viz an existing automated system | |||
| 122 | Ability for applicants to apply for multiple vacancies | |||
| 123 | ATS will provide hiring managers multiple view options to simplify the review of specific type of information | |||
| 124 | Ability for applicants to unsubscribe from from notifications and ability for HR to unsubscribe candiadtes from receiving notifications | |||
| 125 | Ability to enter interview results | |||
| 126 | Ability to assist campuses with job posting accuracy and clarity, and features that limit or reduce interaction needed | |||
| 127 | The ability to meet legal compliance for staffing and EEO requirements of applicant tracking | |||
| 128 | The ability to register perspective candidates during job fairs | |||
| 129 | Ability to track referral source and report on it | |||
| 130 | Ability to make completion of one task a firm prerequisite to the initiation of other tasks | |||
| 131 | Ability for the hiring manager to enter all required data on behalf of the contingent worker | |||
| 132 | Ability to pre-populate form fields using data provided by unified recruitment | |||
| 133 | Ability to brand the forms and pages seen in the new hire portal or page flow | |||
| 134 | Ability for hiring manager and HR to create a new hire checklist that is position specific | |||
| 135 | Ability to send reminders if he/she does not complete tasks in timely manner | |||
| 136 | Ability to click a button to hire a person, and data is automatically routed to payroll, benefits, and other applicable areas | |||
| 137 | Ability to interface employee's I-9 to everify for U.S | |||
| 138 | Ability to genrate acceptanc eemail notice / workflow notification to hiring manager, with start date | |||
| 139 | Ability to include range of documnets, such as W-4, I-9, Employee Agrrement, Mandated reporter etc. | |||
| 140 | Ability to Provide electronic new hire packets, with ability to attach | |||
| 141 | Ability to deliver employemnt eligibility verification, with automatic status update and validation noted in employee profile | |||
| 142 | Ability to print new hire packae fore candidates signature as well as workflow to generate appropiate pre-employment forms to be sent to the candidate | |||
| 143 | Audit Trails for all additions, updates and changes | |||
| 144 | retains employee status code history | |||
| 145 | No limit to historical data captured | |||
| 146 | Unlimited user defined fields | |||
| 147 | All compliance reporting can be generated for current periods and historical periods | |||
| 148 | EEO-1 reporting | |||
| 149 | Multi Worksite reports | |||
| 149 | Provides military and veteran status for employees |
File details come from the government source that posted it. Updated .