E-Recruiting -- Hiring Managers

I have requirement where hiring managers be able to access candidacy files. This is for all the candidates who have applied for this job. I know that managers can access shortlisted candidates in MSS, but my customer want HM to access all candidates who applied.
Is this possible, without HM getting recruiter role.

Hi,
some time is passed since this question was opened. But perhaps it is still of interest for you or someone else reading here.
There is a BAdI HRRCF00_SHORTLIST for MSS which defines the candidacies displayed for the manager. In the implementation delivered by sap only the candidacies are displayed which are in status in Process, which belong to a requisition the manager is part of the recruiting team and the recruiter has send at least one questionaire to the manager. By replacing this implementation by a customer one you should be able to display all candidacies for the requisition.
Best regards
Roman

Similar Messages

E-Recruiting - Hiring Manager field data is changing to 00000000 in job requisition

Hi Nicole,
I am facing an issue with hiring manager search.
Am on a EREC standalone system. EHP5, SP0007.
HCM_ERC_CI_2 & 3 business functions are activated.
NB data is available in 5131 for US of hiring managers, 5152 support group also has hiring manager data is available.
1. Firstly, as a recruiter when I click on "Create by Position", after selecting the vacant position thro org.unit based search, the hiring manager field is not populated with any employee no. If am trying to search using Find Manager or Find employee option, no output is given.
So I manually give the Manager employee number, then hiring manager field is getting filled. After saving the requisition, when I come back and see the requisition in "All Requisition" query or "Open Requisition query" in the Manager column it is blank.
2. When I try to open the same requisition to edit, the Hiring Manager field is having value "00000000". Even after again manually giving the manager employee number and saving it and releasing it, if again we try to display/edit the requisition, the number vanishes and only zeros appear.
Please share your inputs on the possible cause for this problem.
Regards,
ER.

Hi ER,
1. That's explained under: http://wiki.scn.sap.com/wiki/x/XYHYDw
2. could be a side-effect of 1.
Regards,
Nicole

E-Recruiting EP4: How do you define a Hiring Manager?

Hi Everyone
I am test on how to create a requisition in EP4. There is field called Hiring Manager and a dropdown that has a search help Find Hiring manager or Find Employee. How do I define a Hiring manager so the search help will find it? Same question for the Recruiter field. How do I define a Recruiter so that the search help Find Recruiter will find that employee.
Thanks
Vince

Hi,
this question is open for some days although the answer is quite easy. The search help in EhP 4 has this dropdown. If you choose "Find Employee" it will search for all employees (internal candidates) matching the entered name pattern in the system. If you choose "Find Hiring Manager" the system simply searches over every internal candidate already assigned to another requisition as hiring manager. (There might be some additional status logic on the requisitions taken in account) So as you go on maintaining requisitions the result list will be populated. Assumption here is that only a small amount of employees actually are hiring managers so the amount of entries searched can be reduced.
I personally prefere the option to use the personal list of favorites in this search help :o)
Best regards
Roman

In E-Rec once candidate is hired other recruiter should not hire the sameNA

hi experts,
In E-Recruitment eg if the candidate has applied against 2 job postings which is linked to requisition
so basically if he is attached to 2 requisitions ,if he is hired against requisition 1 by recruiter 1,how can we prevent recruiter 2 in hiring the same candidate
In short once candidate is hired we need to prevent other recruiters from hiring the same candidate.
Regards
RK

Hi RK,
Once a candidate is hired in to the system, the candidates data I.e Name, Pernr(incase of int.candidate), Org.unit, Position, Date of Hiring would no more be available in table T752F. Hence there is no question of another recruiter hiring the same candidate again.
If your question is about the two different recruiters shortlisting an Applicant for two different positions, the answer would be ensure process discipline. Ex: The recruiter before proceeding further with shortlisting activities can see the overall activities created including correspondence sent to the candidate in the candidate data overview page and proceed further with appropriate action.
Hope this answers your question.
Thanks
G Raj

Reg: Hiring Manager role in E-Recuitment EHP4

Hi all,
           i am working with Ehp4 . My business package for Recruiter is Recruiter1.4.1 . I am trying to create a requisition from the recruiter login . I have a field HIRING MANAGER . Wat is the role tat we should assign for the Hiring Manager.
Thanks
Priya

Hi,
I have the same problem on ERECRUIT604 EHP4 SP4. I cannot retrieve managers using Find Hiring Manager search on the Create Requisition page.
I have though found out that there are 2 cases.
On the one-instance solution with HR and ER on the same server an employee is retrieved as a Manager if there are following relationsships to his CP object:
B     207     Is identic     BP
B     208     Is identic     US
B     209     Has employ     P
B     650     Has candid     NA
Especially the relationship CP B208 US is critical. The problem is though that this relationship is not created automatically be the system as on the one-instance solution the user is retrieved from IT105 subtype 0001 via P object, so you have to create this relationsship manually. Or am I wrong?
On the two-instance solution with HR on one machine and ER on another the above solution does not work at all. Here the relationship CP B208 US is created via ALE, but it does not help for retrival of Hiring Managers.
I have also added the 'manager' role to the employee, the employee is the manager in the Organizational Structure, and still I cannot retrieve him.
Maybe it's a bug in the system. Anyway I cannot find any hints telling what are the assumptions for using this functionality.
Waiting for an answer
Best regards,
Beata

Restricting views of search results in E-recruiting

Hello Experts,
I have a requirement in my project to restrict the visibility of search results when users run search queries to look for applications. The system should be masking the applications of the user's reporting managers, directors or VPs when they apply for internal job postings or anyone above the hierarchy level in the Org structure. There is no structural authorization provided in TREX search by SAP. I understand that the talent pool is a global talent pool with all internal and external applications, but I need to cater to this requirement somehow.
Any inputs would be of great help!!!
Thanks
Srini.

Hi srini,
i am not really getting the concept of your requirement.
Candidates cannot see other candidates applications. Managers only see the applications forwarded to them so it is no issue to restrict anything as it would be HR task to controll forwarding candidates but still how often does it happen that a hiring managers superior is applying to a job below the manager as managers usually hire subordinates.
So only recruiters are effected. On centralized recruiting organizations recruiters would not be allowed to see applications of hr manager hierarchy - ok might be an issue, while all other departments are no problem. From my experience this is usually handled outside the system exactly because of the problems implicated by that.
In decentralized hr organizations we have a similar situation like in the managers case. the decentalized recruiter is working for an department so he only handles applications for this department. Employees in higher hierachy levels will probably not apply for the job the recruiter is responsible.
Could you please give some more background information on what you exactly try to achieve, this will probably help to answer your question.
Known points in the e-recruiting application I met in my projects were the listed applications in data overviews for the same candidate. Managers should not see that an internal applicant has applied for several other positions over the time so he treats all applicants equally and managers won't start chatting "hey bro, I saw mr. xy already applied in your department last month, you did not hire him, what's wrong with that guy? is he stealing copy paper?". but this can be easily handled by propper data overview design.
Another difficult issue is the candidate overview were a recruiter can see all applications of a candidate. Here the reason is also equal opportunities for all internal candidates. Trouble here is the difficulty that hiding results in the loss of information which prevents internal overbidding (a candidate who has two offers on two applications in the same company using this to push salary offers). This one is tricky and has to be decided very carefully.
But as you see both cases are dealing with applications of the same candidate not a candidate in general.
So please check if you can give some more details on the requrements.
Best regards
Roman

Possible (and secure) architectures for E-Recruitment Web Enabled???

Hello,
i need informations about posible (and secure) architecture solutions for E-Recruitment Web Enabled.
I found one basic exsample in the E-Recruiting system architecture guide, but it is a exsample from 2003.
do someone use E-Recruiting web enabled and in what for a topology?
regards
chris

Hellow Christian,
Successful e-recruiting relies on strong long-term relationships with both current and potential employees u2013 and on the ability to locate appropriate positions for talented individuals from within and outside the organization. The SAP E-Recruiting application offers innovative support for talent relationship management, as well as traditional central recruiting functions.
SAP E-Recruiting, a fully Web-enabled, end-to-end recruiting solution, accelerates and streamlines the recruiting process with a comprehensive strategy that that enables your company to build up and draw from a qualified, global pool of internal and external talent. Recruiters can take advantage of this talent pool to quickly find the staff they need, while collaborating closely with hiring managers throughout the hiring process.
Applicant tracking and reporting functions help organize the processing of job applications and monitor the effectiveness of the recruiting organization. A collaboration platform links SAP E-Recruiting to external systems such as job boards, recruiting service providers, and your company's internal systems.
Please check this links for reference
http://www.sap.com/solutions/business-suite/erp/hcm/featuresfunctions/index.epx
http://www.sap.com/solutions/business-suite/erp/erecruiting.epx
Thank you,
Shyam

E-Recruiting 3.0 - Problem with emailing Candidate's Data Overview as .pdf

Hello,
Not sure if I'm posting this to the correct forum, so please let me know if you suggest somewhere else to post.
I'm trying to make available the data overview for applicants to hiring managers by emailing the Data Overview .pdf to them. This is done while logged into the system via the web, and having the data overview open. One of the options is to email a copy of the .pdf, which is what I am choosing to do.
The email recipient can open up the .pdf file, but if there is an attachment to the overview (like a resume), the url link is incorrect, and the attached document cannot be retrieved. When I hover over the url, it starts out with "file:///sap....", when it should start out with "https://jobs.mphi.org/sap...."
When we originally testing this out months ago it did work. Not sure what has changed in the meantime causing this to no longer work. I'm hoping that someone else might have experienced the same or similar issue and would be able to assist me.
Thank you,
Leeanna

Well,
this is not a WebDynpro topic. The issue you have is quite clear.
The links within the PDF have a relative link. Because of this, you can only click on the links within the PDF while having it open in the web browser.
The only possibility to make the links available offline, is to modify. In this case you need to change the link generation to absolute links.
But besides that, sending data overview by mail is quite unsafe and a big security risk for handling of applicant privacy.
Regards

Hiring Mangers - Where do you look for candidates?

I inherited an open Programmer/Analyst position and am looking to fill it. Besides Spiceworks ($100/60 days is cheap) where have Hiring Managers had good luck filling entry to mid-level programmer/analyst positions?
I know I'll end up posting in multiple locations but we are giving this one last shot before hiring a head hunter to assist us.
Thanks in Advance.
This topic first appeared in the Spiceworks Community

It is 20ms for Time to First Byte. 1ms applies to a stretched farm. You could look at your storage latency, although how you would do this would vary from NAS manufacture. You may want to look at your product documentation.
Trevor Seward
Follow or contact me at...
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This post is my own opinion and does not necessarily reflect the opinion or view of Microsoft, its employees, or other MVPs.

New Certification blog and new magazine about certification

Dear Oracle Certification addicts
Please consult the following blog http://blogs.oracle.com/certification/
I did really appreciate the To Certify or Not to Certify topic is it quite good.
Especially that Note to Hiring Managers: Just as candidate should not stake their careers solely on certification, you should not hire someone just because they are certified. Certification is an important factor and should play a role in your hiring process, but you should also base your hiring decisions on experience, education/training and communication skills (among other things). Most importantly you should follow up carefully with the candidate’s references. By looking at the whole package and verifying the details with multiple references you will improve your chances of hiring the right candidate.
And we have now also a dedicated magazine or new letter on the oracle certification
Extract from the news letter:
July has been a busy month in Oracle Certification, with several new exciting things to share! Among them, our new and long-awaited Oracle Certification Blog. We are looking forward to sharing ongoing updates and discussing relevant topics in this short and easy to read format. Let us know what you think!
We’re also happy to share that we have quite a few certifications still available in beta for a significant discount. It’s not only your chance to be among the first to be certified, but allows you to participate in our development process by providing Oracle with valuable feedback.. And of course, we are ramping up for our annual Oracle blowout in San Francisco - Oracle OpenWorld 2008, coming up in September. We hope to see you there!
Paul Sorensen | Director of Certification, Oracle
Have good readings....

My understand is Oracle Database 11g Administrator Certified Professional (OCP) certification is already available via 1z0-050 to those with 10g OCP; to be technically correct IMHO this would make it a new path to the certification rather than a new certification ;-)

How do you get your foot in the door?

Hello!
So I feel that I've done everything right so far. I've been using Java for over a year now. I got the SCJA cert and have an active secret clearance. I live in Jacksonville FL and the market is a little bit tough right now but seems like senior Java developer positions aren't being filled, since they've been getting reposted on job sites for over a month. There's a serious lack of Junior positions available, especially entry level ones. I've only been able to find 1 entry level position in the two months I've been looking for the job. I don't have a bachelor's degree but I am enrolled in school and working on it.
So my question comes down to this: If senior level positions aren't being filled, why is there a lack of junior level positions? Is there anything I can be doing to convince hiring managers that I know what I am doing even though I don't have any professional experience with Java yet? Any advice would be appreciated.
Some additional details: I had a professional write my resume. I have two staffing agencies working with me, one of them I have a history with and is the largest in the country.

Basically, as kajbj mentioned, you should call companies. People generally are too reliant on online job sites looking for jobs. The HR people get swamped with resumes from these sites so even if you do find a junior dev job your resume might not even be looked at. Getting a hold of an actual HR person on the phone can do wonders. Also, have you tried applying for Senior level jobs? As long as your resume clearly indicates your level of experience then there is nothing wrong with applying for a job that you don't think fits you. Many companies have different definitions for what 'senior' developer is. Also, many companies say they are looking for an experienced candidate in hopes of getting their ideal person, but in reality they will often settle for a bit less than they post. 7-8 months ago when I was applying for jobs I had applied for multiple jobs that required 2-3 years of experience and I was still in school getting my bachelors. I got a couple of calls back about those jobs for interviews and they clearly understood I was still in school. Anyway, I feel like I am rambling now.
Bullet points:
-Triple check resume
-Apply for jobs you might not have a chance at
-Call companies that you know do IT work and see if they have jobs available.

Career path

Hi all,
I'm a junior-mid level Java programmer (2.5 year of Java developing). Worked mostly on backend server side using core Java, haven't actually worked on J2EE (servlets, JSP, EJB, ...)
I need to look for a new opportunity as the company I'm working in started to offshore the development. I came across many opportunities, however, am very confused what's the best thing to do, and the path to take...
I'm very interested in doing the server-side back end development (and prefer not to do gui, front end, swing, web design...)
Since I like Java technologies, I look for Java developing positions; however I came across an opportunity that uses C# and Windows technologies and are interested to hire me and let me learn the technology and work on that. I am confused that if it's the right thing to do? I prefer Java and am interested to continue working on Java and become a senior-expert developer; I think if I continue working on Java then in the years to come I have like 5-6 years of Java and with knowing Java in much more details, will be able to do much more compare to know some Java and some C#, ... however, I look at people with 10 or more years of experience and see they did zillion things in their lives! They worked on C, C++, Java, shell scripting, C#, VB, HTML, ...
So I taught maybe it's a wrong thing that I insist on Java only?
What I've seen so far, is lots of opportunites asking for J2EE especially servelts and JSP (only a few give sb. like me a chance to learn and work at the same time!) I didn't follow a lot of them b/c don't want to end up doing JSP and web designing).
So for what I prefer to do which is Java server side, back end development, using core Java or J2EE (especially if its new development rather than maintaing the existing code), what's the best path to take? My goal is to become an expert developer that writes his own code rather than maintaining other people's codes, what's the best way to reach my goal? I know it's a personal decision, but I'm confused now and appreciate any feedback and advice.

Don't use just one language. You won't learn as much in general, and you won't even learn that one language very well. Other languages give you insights into programming that you can apply to the first language.
No single language is perfect for everything. No single language is the best choice even for the tasks you'll need to perform in a single job. Use the best tool for the job. Learn different languages so you'll know about more tools.
And you won't be well-respected by hiring managers if you only know one language.
So, yes, you're wrong if you insist on Java only.
If you want to write your own code, do so. Do your own projects and write code from scratch. As you get more confident, you'll be able to write code from scratch at work. Actually I'm surprised that you managed to get a job without being able to write programs from scratch.

Will there be Compatible software and freeware(Tiger to Leopard)?

I'm on a g5 Tiger 10.4.11.
iknow many programs won't work anymore. but are there or will there be tons of freeware etc that can serve as alternates to programs that i like/and use in Tiger.
For example on program that will not work anymore is Intuem 2 ( MIDI SEquencer) that i have now in Tiger. That *****..but oh well Garageband is a great alternate.
A Utility called photo Drop.. i can use it to make copies of graphic images but mirror them. mirror batches of images at a time, really fast. Useful if making 2D games where you need chracters to face both ways. This one will most likely not work in Snow leopard
My Microsoft office 2004 won't work and that's sad.. but ....i guess i can use the program PAGES. However, most work related stuff , companies, hiring managers accepting resumes, etc.. want things in word format.. i don't kow if PAGES can do that
Screenflick, a program to capture movies of your desktop or any part of the desktop you want,, most likely wont' work and i payed for it
Final cut Express 3.5 mostlikely will not work well in SL. only thing to do is get FCE 4..
OH and these next three are sad: Art Rage 2.5( free)will not work..
Corel Painter essentials 2 will not work i'm guessing, and PHotoshop elements 3 wo'nt work...
I hope there are free alternates cause i don't want t o buy tons of software.( and i won't)
Anyways, i know eventually after months, people will make versions of popular Tiger compatible software into Snow leopard compatible ones but not right now, and now is when i'm getting my new mac with SLeopard...
I have hope though

FWIW, MS Office '04 has worked with SL for over year (while I was beta-testing SL and since it went public). I don't use any of the others. However, here's a list of what works: http://www.macintouch.com/readerreports/snowleopard/topic4883.html

Applicant Activities unable to be maintained

Hi Experts,
While running Recruitment hiring action in PB40, Create Applicant Activities infotype comes as being not maintainable.
The information regarding input of:
Activity type
Indicator compl./pl
Performance date
Room number
Building number
e.t.c
is grayed out. is there a reason or a configuration step that needs to be done?
Please advise.
Regards.
Edited by: Rana Bilal Khalid on Apr 7, 2010 4:47 PM

I've also tried changing the operation from INS to MOD but no effect was seen.
any other suggestions?
Regards.

Internal and External Candidate in E Recritment

Hi Gurus,
My question is concerned with E Recruitment in SAP HR.
How system identifies whether the applicant is internal or external candidate, how this thing is checked in E Recruitment.
Regards,
Adesh

Hello Adesh,
every person acting in sap e-recruiting (applicant, recruiter, hiring manager) has to be a candidate (objecttype NA). To determine if a candidte is an internal or an external one the system first checks whether the central person (object type CP) which is linked to the candidate object via IT1001 relation is also linked to a employee object id (object type P) via IT1001 relation.
If no relation to an employee Id is found the candidate is an external candidate. If a employee id is found the system checks IT5102 for the candidate Id. In this infotype there is the field IS_INACTIVE. If this field is set to SPACE the candidate is an internal one, if it is set to X it is an external one.
Kind Regards
Roman

E-Recruiting -- Hiring Managers

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