E-Recruitment: Process Templates

Question

Hi All
I have a query regarding E-Recruitment module.
I am not clear with the concept of Process templates and Activity types in E-Recruitment.
According to what i understood..
Process templates, Processes  and Activities are created by Recruiter once the system is in use.
There are Standard proccesses and activity types already available.
1) Then what is the job of a Functional consultant with respect to process templates, proccess, activity types and activities while configuring the system?
2) Pls Correct me if m wrong..
    The one who is configuring the system, only has to define activity types and make them available for the recruiter to design    his own process templates and processes?
(If yes then this would simply increase recruiters job)
    ---Activites he will be creating to assign in Processes, will be the instances of Activity Types configured by us.
Is my understanding correct?
if no pls explain the correct scenario
3) What are the restrictions while using process templates by recruiters?
     ---Meaning does the recruiter has to complete activity A compulsorily before going to activity B ?
     ---Can this be controlled by configuration specific to activities and processes based on client's requirments?
Please help me in understanding the concept clearly
Regards
Asha

Answer 1

hello asha,
questionaires are a posibility to flexible gather information from candidates or feedback of people involved in the hiring process.
There are differen scenarios where questionairs can be used. In the application wizard to gather information not available in standard or only nbeeded from certain target groups / for certain requisitions. You can send a questionaire to a candidate to get additional information of interesting candidates. This way you can keep the application wizard short so not half of the candidates gets tired and leaves the website before reaching the end. You use questionaires for the manegers feedback to an application or to document interview results in the system. Furthermore you can use it for an additinal tagging of candidates in the pool. Instead of only mark them A, B, C you can add a questionaire IT Specialist with 10 questions for skill areas to track OS know how, methology know how, programming language know how, ...
As consultant you have to help the customer to find where he needs additional data. Then you have to evaluate if the questionaire is the right solution. For a general guideline: questionaires are flexible but horrible to evaluate in mass or used in automated processing. Depending on your skill set a tech guy usually needed here, too.
Example:
SAP does not support the nationality in the candidate profile. Many customers here need this information due to early starting processes for getting work permits when hiring a candidate who are no EU resident. You can gather this information with a questionaire or enhance the profile.
If the customer only wants to have the information to check by hand when planning a hiring, it's ok to use a questionaire. Even if there are different questionaires for the application wizard the recruiter can always look at the one used. If he wants to run statistics on this information or wants to display the information in the data overview questionairs are no good idea. As every new questionaire means changing the data overview and statistics about the HRHAP tables are just horrible.
When you know where to use questionaires the exact design of the content is of course also your part. The creation of questionaires in the system is in my opinion a customer task as they are usually changing over the time (= replaced by new ones as used questionaires cannot be changed). That's why training them how to maintain questionaires should be you task.