Job Posting: Announcing the open position within the organization

Application Review: Reviewing applications and resumes of internal candidates.

Shortlisting: Selecting candidates who meet the job requirements.

Interviewing: Conducting interviews to assess skills, experience, and cultural fit.

Evaluation: Comparing candidates based on performance, qualifications, and potential.

Selection: Choosing the best candidate for the role.

Offer & Onboarding: Extending an offer and providing training or orientation for the new role.

Lack of Visibility: Managers may struggle to access real-time updates on applicant status, causing confusion and misalignment.

Inconsistent Processes: Without a standardized system, recruitment steps may vary across departments, leading to inconsistent candidate evaluation and decision-making.

Data Management Issues: Without automation, storing, updating, and retrieving candidate data becomes time-consuming and prone to errors, leading to duplicate information or lost records.

Limited Collaboration: Teams may find it hard to collaborate effectively, as communication is often scattered across emails and spreadsheets, leading to confusion and delays.

Compliance Risks: Manual processes increase the risk of not adhering to HR compliance regulations, such as equal opportunity or internal promotion policies.

Limited Candidate Pool: Without an efficient internal application system, employees may not be aware of available opportunities, reducing internal mobility and employee retention

Poor User Experience: Without a streamlined process, employees may experience frustration, leading to low engagement with internal job postings.