Dashboard of the Recruitment process

Hi all,
could you help me to understand how I can set the filter in the Dashboard page?
If I enter, for example, in New external Candidates, I don't see the filter button?
thanls a lot
Rosy

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About Dashboard and the Widgets.

Hi everyone, I am looking for a clear explanation about memory usage and the dashboard items: the checkbox, the - sign.
The Gidget Manager says that "uncheck widgets to disable them", so I do that, but the widgets always came back.
I was wondering, how much resources of the computer the dashboard consumes?, I like widgets, but I have only 512 MB of RAM, and whant to squeeze as much power as I can. And don't put things that consumes resources, and stay there, doing nothing.
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This question is easy enough to answer simply by looking at the process list in the Activity Viewer. You can find the Activity Viewer in the Utilities folder.

Selecting an object fails when creating a new dashboard using the 'New Dashboard and Widget Wizard'

Hi,
I am using SCOM 2012 SP1
I have recently been experiencing an issue when trying to create a new dashboard using the wizard. I get to the step where you select a group or object to add to the Scope and Counters section. When I try to search for a particular object such as a
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Please provide the following information to the support engineer if you have to contact Microsoft Help and Support :
Microsoft.EnterpriseManagement.Presentation.DataAccess.DataAccessDataNotFoundException: Exception reading objects ---> Microsoft.EnterpriseManagement.Common.UnknownDatabaseException: The query processor ran out of internal resources and could not
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It appears to be complaining about internal resources, but we have not experienced this issue before and both the management and SQL servers have plenty of resource. The databases are held on a seperate dedicated sql server and I have noticed that when I
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Has anyone else seen this issue? or can anyone explain what is happening?
Many thanks

Hi,
Asposted earlier,hadt he same problem
when creating a Dashboard widget type
State.
Ones olution I found for this was as follows:
When creating the State widget,the option
to specify the criterion I left blank
and finished the creation of the dashboard.
With that managed to solve the problem.Of course this
is not the solution, or the root cause
of the problem.
I will examine more about this issue, and sohave
the ultimate solution and why such behavior,I post
here.
thank you
Wilsterman Fernandes

Intigrating SAP and Non-SAP system for recruitment process

Hi All,
Our Client has a requirement which is related to Recruitment.The requirement is that the employee resumes ,photos and credentils are stored in legacy system.The shortlisted resumes sud be transferred into SAP and the hiring process sud be done in SAP.After the hiring process , the status of the applicants sud be triggered in the legacy system and not in the SAP system.
Is there any Standard BAPI's for this requirement. Any Workflow is involved in this requirement.
As a HR Abaper i need to give the complete technical details for this requirement. Pls advice me on this .This is very urjent.
Points will be awarded.
Many Thanks,
Chakradhar Maddina

what is this 3rd party application?
if anyways they are using SAP for masterdata, why dont they use the same for applicant data?
ok for whatever the reason they have decided that..only way looks like is to do it manually,
create a bdc/lsmw for the hiring process and let them use it regularly for hiring all the selected applicants in a single go.
as for updating their system with the updated status, again i think they should do it manually.or maybe if their legacy system allows mass data update/chages.
becoz you do the creation of BDC/LSMW only once not everytime you want to hire.. i think its an easir process. also wait for other experts to give their feed back you may get some valuable info.
hope it helps

E-Recruitment process initiation against unavailable positions etc.

Hi Experts,
The client generally initiates recruitement processes well in advance with a projection of having certain positions created in the future but not actual position or vacant position available in the Organization at the time of Recruitment.
They want to generate a pool or bench strangth then allocatre the resource phase by phase.
Is this achievable in the standar system.

Hi,
Requisitions can be created with two ways -
1) Requisition created with position
2) Requisition created without position
Vacancy is not essential while creating a requisition.
In the stage of data transfer to hire, the hiring process in Personnel administration can be taken up for the bench set of people and assign vacant positions created in OM under a particular Sub-Org unit as Bench group for each parent Org unit.
Then while assigning the employee into specific projects, you can run a transfer action to project by moving them to billable or appropriate positions, with appropriate business area, cost elements.

E-Recruitment: Process Templates

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

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.

Errors encountered during the recruitment workflow

Hello
Am encountering some problems with the recruitment worklow. The work items for the create interview appointment and create hiredate are appearing in the inbox. When i execute them they remain with the "in process" status.
When i view the workflow log there is an error on the workflow template 00200038 and on viewing the graphical log the process flow stops in 2 areas, the first being on the step wait for rejection where it is saying no agent ready and the second being on the step unless applicant has been hired.
On workflow template 00200073 processing stops at the step determine applicant status.
Could these be the errors that are causing the work items to still be in process instead of being completed? And how do i solve these errors so that processing continues.

Hi,
Please check if the agent assignment has been done correctly for the step. Also there could be a possibility that the workflwo is waiting for some event to get triggered.
I guess you need to analyse the template and check what exactly is the issue. Workflow log in technical mode can also help.
Regards,
Saumya

E-recruiting process steps and activities

Dear experts,
we are configuring the process templates. We create different activities in the process. Does these activities need to be processed in the same order as created!
Regards,
Bharat

Hello Bharat,
as u probably could find the sap help on your own a direct answer here in the forums.
The process template defines a subset of the available activities which are probably used for the requisition (or more often for the whole target group as you do not make a process template for each requisition). The process template is supposed to make things easier for the recruiter so he only sees what he needs, but this is only a suggestion noone forces him to use all of these activities and the sequence is only for display purposes.
So if you have activities and correspondences which are only for a certain target group like your trainee program or ppl applying for professional training you can hide these activities in the process templates for other requisitions as they won't be used there anyways.
In standard delivery the recruiter has always the possibility to switch to the display of all activities and create any activity which is customized. In large scale rollouts with very differenciated processes for companies and target groups I tend to restrict this by modification so only key users with a customer authorization are allowed to do. Still the recruiter can create any activity which is in his process template for the requisition at any time.
Best Regards
Roman Weise

Recruitment process

hello group,
can u tell me hw to go further in recruitment process.
i hv configured in img. now in easy access i hv done pb10 and entered initial data. and now hw to do the further activities like with hold, rejected, hire
ram

Pls go through SAP help.
http://help.sap.com/saphelp_erp2005vp/helpdata/en/5a/d35bcc544811d1895e0000e8323c4f/frameset.htm
Regards
Lincoln

Reminder in Recruitment Process

Hi,
I want Infotype 0019 Monitoring of Task would be availble in recruitment process but system says Info type does not exist.
It is available in PA30 but not in PB30 why?
What can I do for this ?
Please suggest me for this assignment.
Thanks & regards,
Neeta

Hi Neeta,
Applicant Activity is not dependant on Email Configuration.
Email configuration comes as a part in the Applicant Activity.. Let me explain you in brief abt applicant activity.
1.) You have to create Applicant Activites Types in table T750J... The main question comes to you is what are Applicant Activity Types.
All the possible activites which a company considers for respose to a applicant are applicant activites
Ex:
a) Applicant applied for a position in ur company, a return mail to applicant is a activity Type
b) An applicant is not selected in one of your selection round , a return mail to applicant stating ur Rejected is another type.
2.) Now you have to mention for which Applicant Actions (PB40 list) which activity type has to be executed. This is done using the feature PACTV
The output for this feature go through with the feature documentation (let me know if u have any doubts)
3.) Follow up Activities
Ex : Applicant Attended Return test and cleared, his follow up activity will be Technical interview , Mangerial round and HR round.
Using the Feature PACPP you can configure this, The output for this feature go through with the feature documentation (let me know if u have any doubts)
4.) *Create default values*
Lets say Applicant got slected now you are offering offer letter to him, so which letter have to be genereated and to who all it need to be informed you will mention here.
using the feature PACPA you have to configure this, The output for this feature go through with the feature documentation (let me know if u have any doubts)
So it is the last two steps where you maintain the values for whom the mail has to trigger.
5.) Finally in the MAILS feature you maintain the details of the subtyoes for whom the mails to trigger..!!!
I know its hard to understand if ur reading for the first time, but put the same on sytem, its a cake walk for u..
any issues pls let me know...
Best regards,
A B H I

Interview Outcome in Recruitment Process

Dear Consultants,
How & Where to store interview, written test, Group discussion outcomes in Recruitment Process? Where do we define the templates we want for our organization for storing the data? Can we use Appraisal process in PA for recruitment? May I have some steps for Recruitment process from Entering Primary data onwards?
Regards
Bindumadhav

Thanx friends,
These results can be saved in Qualification Infotype as Appraisal Template.
Regards
Bindumadhav

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Dashboard of the Recruitment process

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