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Oracle Modern Best Practice for Higher Education—Recruit to Onboard
Find out just how much your institution could gain with Oracle Modern Best Practice. Get a personalized report.
Higher Education—Recruit to Onboard
Your institution’s ability to meet student expectations depends on hiring top-notch scholars and staff. And any future plans, such as specialized degree program expansions and online curriculum offerings will require an agile recruitment process. With Oracle Modern Best Practice, you can leverage social, mobile, analytics, big data, AI, machine learning (ML), and the cloud to gain a holistic view of your entire institution to quickly determine workforce needs, assess current talent capabilities, and gain insight into trends and underlying causes (such as student retention and faculty turnover rates). Reach a larger and more diverse talent pool by expanding your sourcing to in-house talent profiles, social media, job boards, and faculty network referrals. Identify top prospects via multitiered automated screening tools.
Mobile. Analytics. Social.Determine workforce need
Leverage workforce modeling and predictive algorithms to identify resource, budget, and educational needs. Understand talent supply/demand to mitigate future staff shortages due to Dean and VP exits, and expand online curriculum and degree programs (e.g. increase PhD chairs and faculty expertise). Realize potential adjunct and contingent faculty deployment options., Create new workforce plans and submit to finance team for approval. Authorize job requisitions.
Mobile. Analytics. Social. Big Data. AI/ML.Drive candidate engagement
Manage institution brand across website/social media for cohesive messaging. Include digital assistant for candidate interactions. Present relevant content to candidates (e.g. articles, reports, events) and recommendations to personalize the experience.
Mobile. Analytics. Social. Big Data. AI/ML.Manage sourcing
Find the right institution faculty and staff to fill current needs and those with the desire and potential to meet future needs—such as expanding specialized degree programs—by sourcing social media, current talent profiles, faculty network referrals (e.g. speaker series and conference attendance, knowledge exchanges), internal succession pipeline, job boards, and agencies.
Mobile. Analytics. Social. AI/ML.Intelligent screening
Identify top faculty and staff prospects via multi-tiered, automated screening and assessment tools. Review candidate’s extra-curricular activities, background, qualifications, publications, academic appointments, certifications, and memberships (e.g. societies, accreditation boards, corporate boards). Determine desirable candidates, conduct interviews, and perform background checks.
Mobile. Social.Select candidate and generate offer
Decide best-fit candidate, analyze offer insights (e.g. likelihood to accept), and collaboratively manage salary details with the Compensation department. Obtain required approvals and electronically confirm/deliver offer, including multi-step contract offers (e.g. adjunct faculty, re-appointments), along with handbook, contract, and union details for review and acceptance by new hire.
Mobile. Analytics. Social. Big Data. AI/ML.Onboard new hires
Use a new hire portal and dashboards to automate the completion of onboarding tasks including appointment, contract documentation, faculty orientation, and educational/publication requirements, such as transcripts and articles.