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PROS-ATS Recruitment System
Introduction
The PROS-Applicant Tracking System (PROS – ATS or commonly referred to as “PROS”) contains all the functions and
forms you need to process and complete staffing/position requisitions including announcing positions, screening,
interviewing and selection and on-boarding.
This guide is intended to get you started using PROS. Should you have more specific questions regarding PROS, you
may contact the Staffing Services Center (SSC) at:
staffingservicescenter@iberdrolausajobs.com.
To access the PROS – ATS web site, open Internet Explorer and enter this address:
http://www.iberdrolausajobs.com/admin
*Bookmark the site for future use*
Commonly Used Acronyms and Key Symbols
PROS: PROS-Applicant Tracking System or PROS-ATS
SSC: Staffing Services Center
SRP: Staffing Request Proposal
DAW: Decision Analysis Worksheet
HM: Hiring Manager; this is the person who is doing the hiring and may not be a “manager”
= Important Note: Special attention should be paid to these notes
= Service Level Agreement (SLA): Agreed upon response times and commitments to service
between the SSC and the hiring manager
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Section 1: User Functions
Your role within the system determines the level of access you have and the types of documents you are able to review.
Below is a summary.
Home:
View of positions submitted and their general statuses
Requisitions:
Create a Staffing Request Proposal (SRP)
View/edit your SRPs
View SRPs awaiting your approval
Job Announcements:
View your job announcements, including job descriptions, SSC comments and posting information
Search job announcements
Recruitment:
View qualified candidates’ information
View candidate statuses
Selection:
Complete Decision Analysis Worksheets
View Decision Analysis Worksheets and Bidders’ Lists (if applicable)
View Peer Group Reports
On-boarding:
View, complete and track all pre- and post hiring forms and paperwork
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Section 2: General Functions
This section explains screens to get you started in PROS as well as features and functions which are
common throughout PROS.
Logging In
Once you enter the system web address, the Login screen displays. If you do not have a Username and
Password, please click the “Register here for access” link below.
If you are creating an account for the first time, you will receive an e-mail
confirmation within 24 hours verifying your account.
Type in your Username and Password, click on Log In and the Home screen displays. Once you have
reached the Home page you can navigate to other application functions.
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Navigating
The system has several ways of navigating. Along the top of the page is a row of tabs. Click on the tab to
access that particular section.
The tabs are:
Home
Requisitions
Job Announcements
Recruitment
Selection
On-boarding (e.g. new hire-paperwork)
On the left navigation pane in each Tab’s main page, there are links to different functions.
The top links change based upon the function and form on that screen.
While the last 4 links – Help, FAQ's, Report an Issue, and Log Off –
remain the same regardless of which tab you are on.
Help:
Links to this manual
FAQ's:
Each form has a FAQ file specific to the functions on that form.
Report an Issue:
If you discover a problem, click on Report an Issue and describe the problem in the email
window that displays.
Log Off:
You may log off anytime by clicking on the Log Off link.
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Search Options
The Search Options feature allows you to modify your search criteria in order to narrow your
choices for selection. To utilize this feature, select the check box next to “Search Options.”
After you select the box, the following options will appear:
OpCo:
The Affiliate(s) (OpCo) you have access to will automatically be listed and you are able to select
or deselect these Affiliates from your search.
Toggle Selections:
This feature allows you to reverse your selections from what is either checked or unchecked. In
the above screen shot, if I clicked the “Toggle Selections”, my screen would then appear as
below with only “Utility Shared Services” selected.
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SRP Request Date Range:
The SRP Request Date Range defaults to six months previous through the current date. You are
able to modify the date ranges to the dates you are looking for. Or, you may remove the dates
entirely and pull all records, regardless of dates.
SRP Open/Closed Status:
The statuses available are:
Open Jobs
Open and Closed Jobs
Closed Jobs
Recruiter:
This feature allows you to search by specific recruiter.
Order By:
This drop down allows you to sort the information contained within the Tab. You have the ability
to sort by any of the column headers you see listed on that particular Tab.
Continue:
Once you have modified your search options, select the “Continue” button to execute your
search.
Affirmative Action Tags
On the Requisitions Tab, Job Announcements Tab, Recruitment Tab, and Selection Tab, you will
see an AAP (Affirmative Action Program) column and an AAP icon next to the SRP #.
You can hover the mouse pointer or single click on the icon to see the Affirmative Action Program
goals for that position as they pertain to Females and POC (People of Color). While every
position may not have an Affirmative Action goal tied to it, we will strive to have a diverse pool of
candidates for every position we have open. Our goal is to select the most qualified candidate
out of a diverse pool of candidates.
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Section 3: Home
On the Home page you will see a snapshot of the SRPs statuses.
The SRPs are “links” that if clicked will automatically take you to the Requisitions Tab and open up the
SRP detail. To find out more detail on actions that can be taken, refer to the sections that follow for
specific information.
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Section 4: Requisitions (Staffing Request Proposals)
On the Requisition tab you can:
Create a Staffing Request Proposal (SRP)
View/edit your SRPs
View SRPs awaiting your approval
Copy an SRP
When you click on the Requisition tab, the screen displays as shown:
On this screen you can:
Click to view or edit an SRP.
Utilize the “Search Options” to expand or narrow the list of SRP’s.
Click to copy an SRP
Click to either approve or deny an SRP waiting for your approval
You can also see the Approval Status of your SRPs.
Processing: Your SRP was submitted and is awaiting approvals.
Draft: You saved your SRP in draft form and it has not been submitted for approval.
Approved: Your SRP has been approved by all parties.
In addition, you can view who the SRP is in queue with.
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Search Existing Requisitions
When you click on Search Requisitions (SRP), the following screen displays:
On this screen you can search for SRPs you have access to by:
Search terms
Status
After you enter in your search criteria, select “Go”, the following screen will appear:
Click to open the View/Edit Staffing Request Proposal form for the selected SRP number.
View the position questionnaire attached to this job
View and/or edit the group template for this job
View and/or edit the SRP
View and/or edit a DAW for an appointed position
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Create a New Requisition:
The main component of this screen is the Staffing Request Proposal (SRP) form. An SRP can be
submitted not only to fill open positions, but to also hire contingent workers or change an employee’s
reporting structure or cost center. When you click on ‘Create a Requisition (SRP)” the SRP form
appears and contains the following sections, which you must complete:
Section I: General Information:
On the left column of Section I, select the appropriate Company Name, Additional OPCO (if
applicable), Personnel Area (Main Office), Additional Personnel Area (if applicable), Business Area
VP and the # of openings to fill with this SRP.
Your information will self-populate on the right side of Section I. If you are submitting this request
on the behalf of another individual, you can choose their name from the “Hiring Manager” drop
down list and you will want to ensure their information is populated as appropriate.
Remember: The Manager is the name of the person requesting the SRP.
Staffing Request Proposal
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Section II: Type of Request:
Category A – No increase to overall headcount. Use the drop down list
to select:
o Internal Posting
o External Posting
o External Posting (previously requested internal only)
o Internal/External Posting (simultaneous posting)
o Temporarily Fill posting Internally
Category B – Increase to Overall Headcount. Use the drop down list to
select:
o Internal Posting
o External Posting
o External Posting (previously requested internal only)
o Internal/External Posting (simultaneous posting)
o Temporarily Fill posting Internally
o Exemption from Announcement (Appointed Positions)
o New Position (internal posting)
o New Position (external posting)
o New Position Internal/External Posting (simultaneous posting)
o Position Changes (PT to FT status, change in overall budget
dollars)
o Cost Center Reassignments
o New Contingent Worker Request
o Extension of Existing Contingent Worker
o International Professional Development Assignment
o International Graduate Program Assignment.
Category C – Meter Reader Collector (NY Only). Use the drop down list
to select:
o Meter Reader Collector (NY) Internal
o Meter Reader Collector (NY) External
o Meter Reader Collector (NY) Internal/External Posting
(simultaneous posting)
o Meter Reader Collector (NY) External Posting (previously
requested internal only)
When submitting a request for a Contingent Worker Extension, you must
submit a new SRP. Do not modify the dates in the existing SRP and
resubmit. Instead of creating the SRP from “scratch”, you have the
ability to “copy” the original Contingent Worker SRP. In order to do this,
follow the “Copy SRP” procedures in this manual.
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Section III: Position Attributes:
Complete this section to enter more specific information about both the current job and the job you
are proposing. Most of these areas will be pre-populated once you choose the “Recent Incumbent
Name” in Column A. Hover the mouse over the text labels to find out more about the field
requirements. Column “A” Current Position reflects the existing person or the person being
replaced. The only time you need to enter anything in Column “B” Proposed Position would be to
capture changes: Example: Current work location is Chatham and Proposed work location is
Granville.
Positions that could be filled in a different OpCo need to have the cost center at the time the SRP is
being filled out, however, the cost center needs to be accurate when the Decision Analysis is
entered.
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Section IV: Business Case:
In this section, you will want to describe in detail your business case for submitting the SRP. Items
to consider:
What is the evidence that the position needs to be filled (performance measures, trends
you can document)?
How does the position support the Company’s business priorities?
Does this position result in increased effectiveness, efficiency, or productivity in others?
Can you quantify these benefits?
Does filling the position avoid overtime, penalties or have other economic benefits (indicate
probability of incurring these expenses and their potential size)? What percentage of the
position expense do the probable avoided costs cover?
What is the total incremental savings or expense of filling the position (salary, benefits,
infrastructure expenses, recruitment expenses, relocation expenses, training expenses,
etc.)?
Does the position generate revenue? If so, what percentage of this position expense does
the revenue cover?
If you have any supporting documents, you have the ability to upload those documents to
the SRP.
Hover the mouse over the field labels to find out more about the business
case requirements. When you do, additional information will be provided.
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Section V: Contingent Worker
In this section, enter data and information about the requirements for a contingent worker. Once
approved the ZeroChaos will reach out to the hiring manager to initiate the contingent worker
request.
ZeroChaos:
If you already have the worker selected, enter in the name of the person in the “name of person”
field.
Manpower, At work, Atkell, Other:
These fields should not be used. Further updates to PROS will remove these from the SRP.
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Section VI: Other Position Information
Enter any special testing or requirements for the job. This section is normally used for union
positions. “Fully Qualified”, “Trainee”, “Trainee Acceptable” are the way the position will be posted.
If you are unsure, check with HR before completing the SRP.
Section VII: Approvals
In this section, if you want to save as a draft and make changes later, you can select “Save Draft.’
If have completed all required information on the SRP and are ready to submit the SRP for
approval, select the “Save and Continue” Button.
If you select “Save Draft”, your SRP will not be submitted for approval at this time.
You will need to go back into the SRP and select “Save and Continue” then follow
the appropriate steps to submit your SRP for approval.
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Save and Continue:
If you select “Save and Continue” the following screen will appear:
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Position Questionnaire:
This is required when you are requesting a new position and all relevant information must be
entered.
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When you are finished entering information in the Position Questionnaire, select “Save and
Submit”, you will then be brought back to the SRP. Select “Save Changes” at the bottom of the
SRP screen and you will receive the following message:
Select “Click here to Continue” to proceed with submitting the SRP for approval.
SRP Group Template:
Group Templates are utilized when you have multiple requests to submit of the same position to
fill instead of submitting separate SRPs for each.
For example, if you submit an SRP for 4 cost center changes for the same position, you
can use the group template to list out the 4 employees affected by this change. The
group template can also be used for Contingent Worker extensions when you know the
names of the Contingent Workers who will have their contracts extended.
Select “Add New”
Enter in all appropriate information to the Group Template and then select “Save Information
and return to Group Template”. Once you select an “Existing Employee” from the drop-
down, most fields should self-populate for the individual(s):
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You will then be brought back to the Group Template main screen. If you need to add more
individuals to the Group Template, select “Add New” again and follow the above process until
all individuals have been added to the Group Template.
After you have added all of the individuals to the Group Template, you will be brought back to
the SRP.
Submitting for Approval:
Once you are ready to submit for approval, in the drop down “Send to Next for Approval”, select
who the next level approver is and enter in comments to be sent to the next level approver.
Comments are required in order to submit an SRP for approval. You will then
receive a confirmation screen:
Select “Click here to submit this SRP for Approval”.
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Resubmitting an SRP for Approval
You may need to resubmit an SRP for approval if the SRP may not be filled prior to 60 days since
the SRP was approved. In order to resubmit an SRP for approval, locate the SRP to be
resubmitted on the Requisitions Tab by using the “Search Options” feature. Locate the column
“Approval Status” and click the link under that column for the SRP you want to resubmit (you may
need to scroll to the right in order to see this column).
You will be able to see the SRP Approval Report. This report shows all of the approvers and their
comments for the particular SRP. To resubmit the SRP, select the link at the bottom of the report
“Send this SRP for Approval”
From here, follow the “Submitting for Approval” steps directly above.
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Email Notification
Once you submit the SRP for approval, the next level approver will receive an email notification with
a link to PROS – ATS indicating that an SRP is awaiting their approval.
SLA: Approvers are to process approvals within 24 hours of receipt
Copy an SRP
In order to create a new SRP by copying an existing SRP, you will want to search for the existing SRP on
the Requisitions Tab.
On the Requisitions Tab, modify your search criteria to find the SRP, (utilizing the “Search Requisitions
(SRP)” link will not work.)
Locate the SRP to be copied and scroll to the far right, there will be a “copy” icon. Select the Copy icon
.
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Select “Yes” on the following screen to proceed with copying the SRP:
After selecting “Yes”, the detail screen of the SRP will appear. All information from the previous SRP will
be copied into the new SRP. You will be able to note the new SRP # at the top of the SRP.
Make the changes as appropriate to the categories on the SRP. Once you have made all necessary
changes, follow the “Submitting for Approval” Process above.
Checking the Status of your SRP
You can check the status of your SRP, by searching and locating your SRP using the “Search
Requisitions (SRP)” link.
Under the column “Approval Status”, you may see one of the four statuses:
Approved: The SRP is approved.
Processing: The SRP is obtaining the necessary approvals.
Denied: The SRP has not been approved.
Draft: The SRP has not been submitted for approval
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When clicking on the link in the Approval Status column, you will be taken to the SRP approval
report page where you can view who has approved the SRP, whose queue it is in and/or if it has
been final approved.
Staffing Requests Waiting for my Approval
When an SRP has been sent for your approval, you have three options:
Approved: Approve the SRP
Pending: Select this if you have a question on the SRP. You may enter in comments and
send it back to the previous approver or a different approver you select from the drop down
list.
Denied: If you deny an SRP, it will notify all previous approvers and the supervisor/manager
initiating the request.
To approve, deny or mark an SRP as pending, “comments” must be filled in to
proceed. You will also be able to review the SRP to be approved below the
comments section.
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Section 5: Job Announcements
SLA:
Your recruiter will reach out to you to schedule your intake call within 24 hours of an
approved SRP.
You must complete the intake discussion with your recruiter within 3 business days.
Recruitment Marketing Plans will be executed within 24 hours of the completed intake call.
Additional recruitment marketing will be identified and executed after 7 business days if
candidate flow is not sufficient.
On the Job Announcements screen you can:
View jobs ready to be posted by the Staffing Services Center
View your job announcements
Search job announcements
When you click on the Job Announcements tab, the Job Announcements screen displays:
My Job Announcements:
Click to view the Job Announcement Information form for the selected job listing.
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General Information
The first section of the job announcement auto populates the Affiliate (Operating Company) as well as
the manager information. The Staffing Services Center is responsible for entering in the external and
internal posting dates.
Job Announcement Information
Information listed under the Job Announcement Information section pertains specifically to what is
posted on the www.energyeastjobs.com website. This information is also modified by the Staffing
Services Center by information they receive on the approved SRP and/or intake conversations.
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Information Entered by Staffing Services Center
Items selected in this section assist in the reporting requirements required by the Staffing Services
Center and each Affiliate Human Resources department.
Email Groups Sent To:
Once an SRP has been approved to post externally, the Staffing Services Center is responsible for
posting to various e-mail groups. The e-mail groups the position has been sent to will be listed in this
section as well as the dates when they were sent. There may be times when you see the same e-
mail group but different dates. This indicates that the job posting may have been resent to that group
possibly due to a change in the description or refresh of external posting dates.
Other Information
If there is an intake form or other documents the Staffing Services Center received pertaining to the
specific position, those documents will be uploaded in this section. In order to view the documents,
you can click on the document link and the information will be displayed in the format is was
uploaded.
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Search Job Announcements:
In order to locate a specific job announcement, follow the instructions provided under General User
Functions to search for job announcements, click here to go to those instructions.
1. Find the job announcement you are searching for.
2. Click to view the Job Announcement Information form for the selected job.
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Section 6: Recruitment
SLA:
Hiring Manager must review all internal candidates within 5 business days of the internal
candidate applying
Qualified candidates will be presented to the Hiring Manager within 10 business days
On the Recruitment screen you can:
Search for an SRP to view Qualified Candidates for that position
View screening information
Search Applicants
When you click on the Recruitment tab, the Recruitment screen displays as shown:
View Qualified Candidates by Job Announcement
SLA:
Hiring Manager will review and select candidate for interview or disqualification within 48
hours of receipt.
Interviews will be scheduled within 48 hours and completed within 5 business days
pending availability of the hiring team.
Click to view the Candidate Responses screen for the specified job.
All candidates who have met the minimum qualifications and have been phone screened for
the specific job will be shown here. All candidates who have not met the minimum
qualifications for the specific job will not be visible.
For High Volume positions, you will be able to view all qualified candidates. Candidates
for High Volume positions are not phone screened by the Staffing Services Center and are
“screened” by the Hiring Manager.
You will be able to see a snapshot view of the candidates and their statuses:
In order to view information about a specific candidate, click next to the candidates name.
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Candidate’s File
In the candidate’s file, you have the ability to see information pertaining to the candidate including:
General Information:
Resume/Scoring Reference Information
You are able to view the candidate’s resume, their answers to the “Must Have” and ”Wants to Have”
questions decided during the intake call with the Staffing Services Center. You also have the ability
to view the Reference Checks completed on the candidate and their online application.
The online application must be completed prior to interviewing the candidate.
Candidate Files:
This section can include additional phone screen notes or updated copies of resumes
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Screening Information
Interview Information:
The date and time the interview was scheduled.
In order for a candidate who was interviewed to show up on a Decision Analysis
Worksheet (DAW), an interview date must be entered in this section.
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Other Information:
This area allows the Staffing Services Center to enter comments about the recruitment efforts of
the candidate.
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Section 7: Selection
SLA: Interview feedback must be provided and the DAW completed for each candidate
interviewed within 48 hours of the interview
The Selection tab provides you with the tools you need to perform candidate evaluation including the
Decision Analysis Worksheet form.
DAW
The Decision Analysis Worksheet (DAW) is a tool managers use to objectively assess interviewed
candidates. The criteria for the DAW will be completed prior to announcing a position during the intake
call with the Staffing Services Center. This assures that the job announcement matches the criterion on
the DAW. On the Selection Tab, you can:
Complete Decision Analysis Worksheets
View Decision Analysis Worksheets
View Bidder’s Lists (if applicable)
When you click on the Selection tab, the screen displays as follows:
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View Decision Analysis Worksheets
Click to open the DAW for the selected job. Or if you do not see the SRP # listed, you can utilize the
Search Options feature to locate the DAW you need. The DAW screen and form display.
At the top of the form, the following information displays automatically:
Position: title for the designated job
SRP # and # of Openings
Company: the company making the job request
Hiring Manager information
Candidates: Displays the names of those candidates who have scheduled interviews (based
on the Job Announcements tab)
The actual attributes/questions are entered using the View/Add Criteria to this DAW link at the top of
the form.
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View/Add Criteria to this DAW
Selecting this option displays the following DAW Criteria screen and form:
Here you can add, delete and edit both Must Have and Want to Have job requirements.
Must Have Requirements:
In this section, you make comments about those attributes that are an absolute requirement for
the proposed job. Job requirements need to match the job announcement.
Want to Have Requirements:
In this section, you review, assign weights to, assess and comment about, and rank each of the
desired requirements for the job.
The first two wants, “Results Orientation” and “Proactive Orientation” are automatically added
and cannot be edited, deleted or modified. These “Wants to Have Requirements” are required
on every DAW.
You also have the ability to copy a previously completed DAW from a previous Job Posting. To do this,
select the Job Posting from the Drop Down List and select “Copy Questions”. The “Must Have
Requirements” and the “Want to Have Requirements” will be pre-populated based on the previous
DAW.
To add a new Requirement, select the “Add New” button
To Edit a Requirement or change the “Weights” of a Requirement, select the “Edit” link
To remove a Requirement, select the “Delete” link
When you have completed making edits to the form, click on Return to DAW at the top of the form. At
the bottom of the DAW form, select “Save Information and Update Score”
Entering Information on Candidates
Under the “Assessment/Comments” enter a brief summary of comments about each candidate.
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How to Score
For each “Wants” Criteria, compare all candidates you interviewed. Suppose one of your criteria is
“Accounting Knowledge” and you interviewed 5 people. Which of the 5 has the best Accounting
Knowledge? “The best” means the best of anyone in your pool of candidates even though you may not
think the person is outstanding in Accounting Knowledge. Give that person a “10”. Then rank order the
remaining 4 candidates by comparing them to the top candidate. Repeat this process for each criteria.
Record the number in the score box.
Every criteria must have one “10”. There can only be one “10” in each criteria. Other scores can have
more than one of the same score, (two nines or three sixes). Your comments need to support the score
and they need to be consistent for each score (IE: all “6” have a Bachelors Degree).
Once you have finished scoring your candidates, select “Save Information and Update Score”. Your
candidates Total Scores will automatically update based on the scores you entered under the wants.
Recommend an Offer and Submit for Approval
Once you have selected your top candidate(s), you will need to move forward with obtaining the
appropriate approvals for those individuals on the DAW. Your highest scoring candidates will appear on
the top right side of the DAW under the category: “Top Candidates”:
To enter in their Suggested Salary and Start Date, click the “Suggest Salary/Start Date” link.
Enter in the suggested Hourly Salary for Non-Exempt or Annual Salary for Exempt
Enter in the Suggested Start Date (internal candidates must start on a Sunday at the
beginning of a pay period)
Select “Save”
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Submitting a DAW for Approval
SLA: Approvers are to review and approve or decline a DAW within 48 hours of receipt
To send the DAW onto the next level of management for approval, click the “Submit for Approval” link at
the bottom of the DAW. The comments must be filled in to proceed.
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Approved: You approve the DAW and it will move to the next level approver.
Pending: You may have a question on the DAW. In that case, you may enter in comments
and send it to the previous approver.
Denied: Denying a DAW will notify all previous approves and the supervisor/manager
initiating the request.
When approving, pending, or denying a DAW, you must enter in “Comments” for
action to be completed.
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Section 8: On-boarding
SLA:
The verbal offer should be extended immediately upon receipt of an approved DAW
Pre-employment assessments should be completed within 5 business days
Start date should be confirmed with new hire as soon as possible after all pre-employment
assessments are complete
Hiring Manager must complete the I-9 with the new hire within 3 days of start.
This function provides you with all of the paperwork necessary to start or “on-board” a new employee into
the organization. The candidate who is offered the position will complete most of the “paperwork” on-line.
In addition, it enables you to track the completion of this information for all new hires.
When you click on the On-boarding tab, the On-boarding screen displays:
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New Hire Paperwork:
To access the complete record of required paperwork, click icon in front of the new hire's name. The
On-boarding Forms for [name] screen/form displays.
This screen contains all of the Offer Forms and Post-Offer Forms the employee is required to be
completed prior to the employee’s first day. The Staffing Services Center will coordinate with the new hire
the completion of these forms. The red checkmark indicates the form is completed.
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(I-9) Employment Eligibility Verification
On the employee’s first day of employment, the employee must complete the top portion of the I-9 on-line.
Subsequently, the manager will complete the second section of the Form on-line and verify the
documentation provided by the employee.
It is the manager’s responsibility to ensure that the I-9 form is completed on the employee’s first day.
Human Resources is responsible for printing off the I-9 form and keeping it in a separate file.
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Section 9: Iberdrola USA Internal Career Opportunity Announcement
Center
Once a SRP has been approved, in order to announce a position internally, hiring supervisors will be
contacted by the Staffing Services Center to review the job description and ready the announcement.
Once the announcement has been approved, the Staffing Services Center will place the announcement
on the Energy East Internal Career Announcement Center site.
Non-union positions and RG&E union positions will be announced via the Energy East Internal Career
Announcement Center intranet site. In order to access a job announcement, you will be directed to the
site through your Affiliate Career Opportunities link.
The internal site has different functions:
Job Search and Career Opportunities: The “Job Search” tab and the “Career Opportunities”
button are the places where you will locate announced positions by entering a keyword (e.g. the
name of the position), identifying the location, by identifying the department the position resides,
or the Affiliate. These two functions take you to the same place.
My Searches: The “My Searches” tab lists all the positions you have requested to receive an e-
mail alert if they available in the future. In order to save a search, click on “Get e-mail updates
related to your search” under the “Job Search” tab and the system automatically saves that
search you requested. Depending on the search, you will receive an e-mail for any future
updates that match your search criteria.
My Account: The “My Account” tab depicts your profile information when you registered on the
system. It also lists all the positions you have applied for.
Help/FAQs: The “Help/FAQs” provides information to assist you through the internal career
opportunity site.
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Job Search
The “Job Search” tab allows you to search for a position based on a keyword, department or location.
Applying for a Job
In order to apply for a position, you are required to register in PROS. The registration process is fairly
simple. If you are applying for a position, you will be directed to the tab called “My Account.” On the “My
Account” tab, under the “Create an Account” box, click “Continue” and then enter your information into the
Profile Information Box. If you haven’t applied for a position, click on the “My Account” tab and follow the
above steps.
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Once you have found a job you interested in applying for, click on the “Apply Now” button.
You have the ability to copy/paste or upload your resume.
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On the specific job posting, there may also be questions for you to answer, based on the job
requirements.
Once completed, click on the “Submit Now” button at the bottom of the screen to submit qualifications for
the applicable position. You will know your information has been submitted when you see a screen
stating that your information has been successfully submitted.
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My Searches
The “My Searches” tab lists all the searches you have requested to receive an e-mail alert in the future.
In order to save a search, click on “Get e-mail updates related to your search” under the “Job Search” tab
and the system automatically saves that search you requested and will e-mail any future updates for that
search.
Reviewing Jobs You Have Applied To
In the event you would like to review the positions you have applied or would like to update your profile
information, you would click on the “My Account” tab. The list of jobs you have applied to would be listed
under the category: “Jobs You Applied”
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