People Management - Hiring | Oryon Help Center

People Management - Hiring Parametrization

Purpose

The Hiring section within People Management defines all key configurations that support the employee lifecycle — from recruitment and contract setup to offboarding.
These settings ensure that HR processes are standardized, auditable, and aligned with company policies across the UNEEVO platform.

Access Path

Control Center → People management → Hiring

Each subsection manages a different stage of the employee journey — from job offers to contract closure.

Configuration Overview

Area	Description	Purpose
Contract Terms	Defines available contract structures and durations.	Ensures legal and organizational compliance for employment agreements.
Decision Types	Defines possible interview or recruitment outcomes.	Standardizes HR communication and decision-making processes.
Refusal Reason Types	Lists potential reasons for candidates declining job offers.	Provides insight into candidate feedback for process improvement.
Termination Reason Types	Identifies standardized reasons for ending contracts.	Supports accurate reporting and HR metrics.

Contract Terms

Defines the possible employment agreements used across the organization — for instance, Permanent, Fixed Term, or Outsourcing Contracts.

Fields

Field	Description
Name	Identifies the contract type (e.g., Fixed Term – 12 months).
Probation Period	Duration (in months) of the initial evaluation phase.
Contract Duration	Total period of the contract (optional for indefinite terms).
Companies	Defines the company or tenant scope where this contract term applies.

💡 Tip: Maintain both short-term and indefinite options to support flexibility across hiring scenarios.

Decision Types

Defines the interview or hiring outcomes available during recruitment.

Typical values include:

To Hire
Hold
Consider for Other Roles
Not Hire

Each decision type includes:

Field	Description
Name	Defines the decision outcome.
Company	Specifies where the decision type is available (Tenant-wide or company-specific).

💡 Tip: Align decision types with your recruitment workflow to improve analytics and automation triggers.

Refusal Reason Types

Captures the reasons why candidates decline job offers.
This helps HR teams identify patterns and improve the organization’s employer value proposition.

Common reasons include:

The Benefits Aren’t Enough
Salary Isn’t Competitive
Lack of Career Progression
Company Culture Doesn’t Fit

Each entry includes:

Field	Description
Name	Text label describing the reason.
Company	Defines the scope of application.

💡 Tip: Regularly review refusal data to refine hiring strategies and compensation models.

Termination Reason Types

Defines all possible reasons for ending an employment contract, ensuring consistency in reporting and compliance.

Examples:

Conduct or Misconduct
Capability or Performance
Redundancy
Personal or Career Issues

Each entry includes:

Field	Description
Name	Describes the termination reason.
Company	Defines where it applies (Tenant-wide or by company).

💡 Tip: Keep reasons structured and distinct — avoid overlaps like “Performance” and “Low Performance”.

Best Practices

Configure Contract Terms first, as they connect directly with employment records.
Standardize Decision and Refusal Reason Types to improve recruitment metrics.
Use Termination Reasons to align HR offboarding with legal documentation.
Maintain clear naming conventions for all reason types.
Apply tenant-wide configuration when processes are shared across multiple entities.

System Configuration – Companies Setup
System – User Creatio, Profiles and Access Rules
People Management – Create a Person Record
Hiring – Job Offer Setup
Hiring – Applicant Management
Hiring – Interview Management
Hiring – Interview Feedback

People Management - Hiring