E-recruitment 300 versus E-recruitment 600

Hi People,
I would like to have an overview of all functionalities available in E-recruitment 3.00 and E-recruitment 6.00 . It is intended for our Business that they can make a decision wich is mainly taken on the available
functionalities.
We are still using Erp2004 so for us (IT) we would like to know of installing version 600 , in a standalone system in this case, is worth.
Till know I searched on the market place but only found any information on E-recruitment 6.00 and not a clear overview of all the differences or new features. So if you know where I can find this information , it would be grateful to tell me.
Kind regards
Pascale

Hello Pascale,
I am not sure if there is a complete list of the functional changes between E-recruiting 300 and 600. The first e-recruiting 600 delivery did not have more functionality than the release 300. But with SP5 and SP7 there were new fubctional enhancements. These enhancements are documented. If you check the sap net download section for documentation and e-recruiting you will find special help files for these 2 support packages which contain section which describe the enhancements. As far as I know these enhancements have not been added in any higher support package of release 300.
The biggest enhancement is of course the webDynpro for candidate frontend originally delivered with SP08 (for real use SP11 or higher). There is a clear strategy of sap that WebDynpro will be the future technology. New functions for candidates added with notes or step by step were nearly completely for WebDynpro only.
More functions are part of the first e-recruiting enhancement package (called EhP3 as e-recruiting did not attend the two earlier EhP cycles, sometimes you find 603). I have no idea where to find a complete delta list what is new with this EhP3 and has not be patched to the standard 600 maintenance line. I attended a ramp up project and still have only a complete documentation for all functions for 603. Things I know:
- change search functionality supposed to make the search / indexing faster and adding range search capability
- job agent to inform candidates about new interesting publications
- hot job flag to publications
- refere publications to other people
- interface for external background check integration
- interface for external resume scanning/parsing service
- there are one or two new BAdIs, one is dublication check in manual data entry
I think EhP4, comming at the end of the year, won't affect your decision much.
I think it's worth to start with e-recruiting 600 perhaps even with 603. Although the WebDynpro frontend had some starting troubles you won't be able to ignore it for long if you want the newer functions, with the new SPs I is much more stable. And linking an ERP2004 HR Core with e-recruiting 600 standalonbe is no difference at all. So you save an upgrade. Not sure how long it will be till you go to ERP2005 for the other systems but this will probably be done due to the new release strategy of SAP.
Hope that gives an impression and a helping hand where to find more information.
Best Regards
Roman Weise

Similar Messages

E-recruitment 600 browser supported?

Hi Experts,
E-recruitment 600 version can only support IE 9 and latest firefox. Is this something to do with the SAP Netweaver?
If we upgrade to SAP Netweaver 7.31, will E-recruitment 600 able to support other types of browser?
Regards,
TCL

Hi TCL,
It is not needed to upgrade to a higher netweaver version if it is just for internet explorer support
From the PAM (http://service.sap.com/pam):
INTERNET EXPLORER 11 DESKTOP + WINDOWS 8.1 64-BIT + SAP BASIS 7.00 [>= SAPKB70029]
SAP recommends vers. 10 or higher for IE. Minimum Service Pack Stack for IE version needs to be installed. IE11 offers now "Enterprise Mode" as compatibility mode for application designed for IE8. See IE11 Release Note 1903267 for details.
This means that with support pack 29 of the SAP BASIS component of netweaver 7.00, you will have support for internet explorer 11.
Official support for google chrome only exists as of netweaver version 7.02 as of SP12 and 7.31 SP05.
Regards,
Luk

Publication in e-Recruiting 600

Hello all
I need your help. We have been using e-Recruiting 600 in our company for a half of a year already.
And recently we have faced a problem: publication doesn't appear neither in the Internet and Intranet.
We checked all dates and statuses and they look Ok.
Also I thik that it is not a problem of authorization because one requisition was done by this user and was normally visible for candidates.
Could somebody give me advice what I should check to find a reason for the problem?

Hi,
so far the description is correct.
When you create and release a publication instance for channel internal [0001] or external [0002] the system writes an entry into into table T77RCF_INT_PUB / T77RCF_EXT_PUB. when the publication reaches its start date it is processed by the periodical service and the periodical service checks the published flag in the table.
I refered to this table as you can check there if the publication is correctly processed by the periodical services. if the flag is not set although the publication date is reached there might be trouble with the periodical services.
when the end date of the publication is reached the periodical service unpublishes the publication on trex and deletes the entry from the table.
If you withdraw the publication while it is published the application sets the withdraw flag in the table to inform the periodical service to unpublish the publication on TREX. When this is done the entry will also be deleted from the table.
If the entries in table T77RCF_INT_PUB / T77RCF_EXT_PUB are ok I'd try to refresh the search profiles EXT_POST and INT_POER via IMG. Check the SLG1 for entries - if anything is wrong with publishing there shoud be entries. Then wait till the periodical services are done and the TREX had some time to process it's internal stuff. Then check again if the publications are still missing.
Best regards
Roman Weise

E-recruitment 600 URL/BSP Initial set up - Standalone Test system(ECC 6.0)

Dearest experts
At the very cusp of setting e-recruitment up. I have followed SAP note 890357 min configuration.....
The BSP for e-recruit upon test via Transaction SICF do not work, apart from the odd one EG. hrrcf_emp_page
URL's error when created via SE38 RCF_GENERATE_URL. I have set roles, users etc. I know some services require the assignment of a 'service user' eg registration (does anyone know all of them??).
Technical settings>user interfaces>settings for user interfaces with BSP>Start pages - there is no configuration here is this why the start pages are not firing up??
Can anyone let me know what config I have missed and is incomplete?? Where to check in the IMG??
Thanking you in anticipation
Kindest regards
R

Hi Deepak
thanks for your response.
I had already created a service user (which I had specified in the hrrcf* 1. to 8.)
I hadn't created a candidate and duly did so at your suggestion.
Error message as follows:
The error occurred in program CL_HRRCF_ABSTRACT_CONTROLLER==CM001 line 56
Message no. HRRCF0001010
Diagnosis
The system detects a technical inconsistency.
System Response
The operation will be terminated.
Termination takes place in:
Main program: CL_HRRCF_ABSTRACT_CONTROLLER==CP
Subroutine: CL_HRRCF_ABSTRACT_CONTROLLER==CM001
Line in source code: 56
Procedure for System Administration
Check the context in which the error occurs.
Since it is probably a program error and not an input error, you should contact SAP.
The error occurred in program CL_HRRCF_CAND_REG_A===========CM002 line 17
Message no. HRRCF0001010
Diagnosis
The system detects a technical inconsistency.
System Response
The operation will be terminated.
Termination takes place in:
Main program: CL_HRRCF_CAND_REG_A===========CP
Subroutine: CL_HRRCF_CAND_REG_A===========CM002
Line in source code: 17
Procedure for System Administration
Check the context in which the error occurs.
Since it is probably a program error and not an input error, you should contact SAP.
I have created one service user and applied to each of these bsp's.....is this correct??
I also created my own role (copied SAP_RCF_UNREGISTERED_CANDIDATE)
I am at a loss..............
As I also have the following error message:
Customizing table T77RCF_sp_ID contains no corresponding entry for [0000]
Message no. HRRCF0001014
Diagnosis
The system accesses Customizing table T77RCF_sp_ID using parameters [0000]. There are no entries in the table for this.
Either a program error or an error in Customizing exists.
System Response
The operation will be terminated.
Procedure for System Administration
Check the entries in table T77RCF_sp_ID for completeness.
Contact SAP if necessary.
Kindest Regards

E- Recruitment 600 - External candidate creation

Hi All,
I created internal candidate and iam able to view the start pages of the internal candidate.
But when followed the similar steps to create external candidate iam facing lot of issues starting from User creation. can anyone share their inputs wrt ext candidate user creation and its related portal page.
thanks in advance.
kind regards
saipriyan

Hello Sai,
of course you are right that the standard functions to create an external candidte differ from creating an internal one. In the production scenarios there are basically 3 ways to create an external candidate:
- The candidate uses the registration where he registers to the candidate pool without actually applying to a position
- The candidate uses the unregistered search and applies for a position. In the process of applying the candidate is created
- The recruiter uses the minimum data entry functionality accessable through a link on his startpage to enter a hardcopy application into the system
These 3 scenarios are available for creating the external candidate but each of them requires a certain amount of configuration (e.g. unregistered search requires a properly set up TREX search engine) which usually takes some time.
On the very beginning of a project when the servers are installed and the basic configurations have been done, I usually test all standard start pages to see if the basic settings are ok. In this case all I want is the ability to log in and call the startpages. Then I use the described approach to just give an internal candidate which is usually my test user the authorization for the external startpage and I set the username as Alias so I can call the page. Of course next steps are creating the first requsition / posting / publication and test the application wizard (as said this requires the TREX set up or some help report to generate a direct application link). But overall for me I find it very handy to ba able to log on to all internal and external applications with my test user so I do not need to remember several logins as long I do not start testing full scenarios with applied authorization.
Best Regards
Roman Weise

E-recruiting - ranking by questionnaire

Hi all,
How to implement the ranking by questionnaire - how to check it in assignments!
Thanks in advance

Hello Bharat,
candidacy ranking by questionaire is a function available in all currently maintained e-recruiting releases (300, 600, 603, 604). The only exception is 604 (e-recruiting 600 Enhancement Package 4) support package 3 or lower. Reason for that is easy. SAP just forgot to migrate the function when moving the recruiter interface from BSP to WebDynpro and now has to downport the implementation from EhP5 to EhP4 which is done with SP4. So far for the technical requirements.
For the pure doing in the system: When creating a questionaire there is a screen where you can a s s i g n points to certain answers of a question. In addition you can mark answers as required (not to mix up with question is required to be filled). Now you need the questionaires filled for some of the candidacies. This can either be done as questionaire in the application wizard, as questionaire request send to the applicant or simply by filling as recruiter / manager. If the questionaires are filled you can choose ranking by questionaires in the candidate selection or in the WebDynpro equivalent.
If chosen, you will see the counted points for the answers of each questionaire and a suitable / not suitable flag. The points are just summed up according to the answers. The candidacy is marked suitable if for all questions the required answer is given. Here you see one restriction of the concept, you can technically mark more than one answer of a question as required but if the candidate can only choose one answer none of the questionaires can be suitable. E.g. if you ask for a language only interesting for a special position so not part of the qualification catalog, you cannot mark "mother tounge" and "fluent" as required if both were ok. In this case you would use ranking by search query and search for the question in the questionaire with both answers.
Hope that helps, kind Regards
Roman

E-Recruiting : Transfert for new employees

Hello,
I implemented the transfert for new employees from e-recruiting (3.0) to HR (ECC 6.0). It's work fine but this interface transfert not all the data from e-recruiting (like phone number or birthplace).
How can I extend this interface. I havn't found some documentation on the markterplace.
Have you an experience or a documentation of this topics ?
Thanks for your help.
Dominique

Hi,
the number of values transfered from e-recruiting to ecc for hiring is quite low and cannot be extended without using modifications.
This restriction does not only apply to e-recruiting 300 but also to 600 and 600 EhP3.
Sorry that I can give you no more positive answer to ur question.
Best Regards
Roman Weise

E-recruiting for SAP R/3 4.7

Hi experts,
Please provide me the information like service package, version etc for the Erecruiting on SAP R/3 4.7.
Thanks
Sameer Dhuke

Hallo Sameer,
the first released version of e-recruiting was e-recruiting 200 which required a basis version of 6.20 (not sure how the HR/FI/MM modules were called then). But this release is no longer availabve to customers. Only a few ever went life with it and the last one running it graded up to 600 last year (i think they probably got a good deal so SAP could take the release out of support).
Currently there are 2 available releases e-recruiting 300 which requires WebAs 6.40 and e-recruiting 600 which requires WebAs 7.00. So for 4.7 there is no e-recruiting.
But in general this is no landscape problem. As e-recruiting is better set up on a standalone server and not integrated to the ecc you can set up an e-recruiting 600 on a WebAs 7.00 and link the hr core server with its release 4.7 via ALE. This is no problem we even linked 600 to 4.6C without any problems.
Best regards
Roman Weise

EREC: What is new in SAP E-Recruitment 6.0 SP5, SP7 and SP8?

Hi
Does anyone know what are the features available or improved in SAP E-Recruitment 6.0 for Support Package 5,7 & 8?
Regards
Ridzuan
Edited by: Ridzuan Mohsin on Nov 18, 2011 9:30 AM

Hi Ridzuan,
as the named support packages are already years old is your question actually about e-recruiting 600 or do you mean the support packages for an enhancement package (like EhP 3 or EhP 4) for the e-recruiting application.
Rgds.
Roman

E-Recruitment and EHS - tables are missing ECC 6.0

Hello All,
We have recently noticed that we have tables missing in our SAP HCM and our EHS(Employe Health and Safety) Development Box. I am attaching the list of tables for review by all. Can someone tell me, please, if they know what these tables are for and if they are part of a note or submodule running off main modules for E-Recruitment and EHS. I checked notes in OSS but cannot find the tables for the EHS or E-RC modules.
We cannot find these tables listed anywhere. We are using ECC 6.0 and the BB installlment was for N. America.
<b>EH&S Tables</b>
CCRCC_CHCK_ON - EHS: Online Checks for Regulation/Scenario/Scenario Category
CCRCC_DET - EHS: Data Determination Modules per Regulation/Scenario
CCRCC_DETDOCTYPE - EHS: Modules for Regulation/Scenario/Scenario Category
CCRCC_EXCHG - EHS: Data Transfer from and to EH&S
CCRCC_FILTER - EHS: Data Filtering
CCRCC_LIMITG - EHS: General Quantity Restriction
CCRCC_LIMITS - EHS: Relative Quantity Restriction
CCRCC_MON - EHS: Monitoring Settings
CCRCC_PERIOD - EHS: Period Definition
CCRCC_SCENTYPE - EHS: Scenario-to-Scenario-Category Assignment
<b>ERECRUIT - PA-ER - E-Recruiting</b>
T77RCF_INCL2FORM - Assignment of Text Element to Smart Form Template
T77RCF_WL - Worklist
T77RCF_WLA_IDXGR - Index Group for Worklists
T77RCF_WL_ACT_P - Action Profile of Worklists
T77RCF_WL_OUT_P - Output Profile
T77RCF_WL_SEL_P - Selection Profile for Worklists
T77RCF_WL_SEL_PV - Values for Selection Profiles in Worklists
Points awarded!!

Hello Brenda,
I cannot speak for the EHS stuff but the tables you mentioned for E-Recruiting are part of the functional enhancements for e-recruiting 600 delivered with e-recruiting servie pack 7.
E-recruiting delivered 2 service packs which implmented new functioons. These were the e-recruiting packs 5 and 7. Futere enhancements will be delivered with the standard EhP (enhancement package) szenario - first of them is EhP3 for e-recruiting awaylable today if i remémber the schedules correctly..
You are probably missing these tables as you do not have installed the packages yet - so check your sp level. I strongly recommend you to upgrade to the newest service pack 11 for e-recruiting especially if you use / plan to use the webdynpro candidate frontend. But also for other implementation szenarios the sps are very urgent.
For the table in detail:
T77RCF_INCL2FORM - is a tablke for the new letter / correspondence change functionality using a dedicated changable text area in the smartform whixh has the advantage towards the old solution that changed correspondence can be printed propperly.
All other tables are part of the so called dashboard functionality.
You can find additional information on these functional enhancements in the software download centered of the sapnet under "Installations and Upgrades" -> "SAP Application Components" -> "SAP ERP" -> "SAP ERP 2005" -> "Documentation".
Best Regards
Roman Weise

Problem with data distribution from HCM to e-Recruiting

Hello masters:
I have a problem when I try to distribute data from HCM to e-Recruiting. I´m getting code 51 just for the PA infotypes segments (E1P0000, E1P0001, etc.). The error message tha I am receiving is:
"Error in subroutine read_namtb for structure of infotype".
My e-Recruiting system is SAP EHP 1 for SAP NetWeaver 7.0, so I'm using Business Partners for storing data from PA infotypes.
I'm using message type HRMD_ABA, basic type HRMD_ABA05.
I think it could be the implementation HRRCF00_INBD_NEWMOD from the badi HRALE00INBOUND_IDOC, because it usually get inactive even though I go to activate it.
Does anybody knows what can I do?
Thanks in advance!
Edited by: Rodrigo Arenas Arriola on Jun 25, 2009 2:45 AM

Hello Rodrigo,
Ifyou are using EhP1 for NW 7.0 you should have E-Recruiting 600 EhP 4 on your system.
I never encountered this special error message so far, so i have to "guess". The message indicates that the system had trouble reading some infotype information.
The ALE distribution for EhP4 is storing the PA data in new infotypes 558*. The error you get points to a missing BAdI activation. If the BAdIs are not activated correctly, ALE will try to write the information from the PA infotypes 1 to 1 into the E-Recruiting system. But E-Recruiting does not know the PA infotypes which should exactly lead to the error you get.
Could you check the following settings:
BAdI                     Implementation
HRSYNC_P                 CONV_HR_DATA_TO_EREC -> active
HRALE00INBOUND_IDOC      HRRCF00_INBD_NEWMOD -> active
HRALE00SPLIT_INBOUND     HR_INB_PROCESS_IDOC -> inactive
HRALE00INBOUND_IDOC      HRRCF00_DELETE_SPREL -> inactive
Kind Regards
Roman

E-Recruiting - Recruiter URL works for one user and doesn't for another

Hi
I am new to e-Recruiting, so any help will be greatly appreciated.
We are in the process of configuring the SAP e-recruiting module on an existing HCM system. It is only a demo system.
We started off with the IDES, with SAP sample data.
We activated the BSPs via SICF.
We generated the BSP URLs via program rcf_generate_urls.
We picked two existing employees (PERNRS) in the system and linked test IDs (USERID1, USERID2) to them in infotype 105. Both USERID1 and USERID2 have BASIS/Superuser authorizations.
When USERID1 runs the recruiter startpage it displays the page correctly. Pernr of USERID1 has a Candidate(NA Object) linked to it's CP object.
When USERID2 runs the recruiter start page it gives an internal error. This Id's pernr does not have a candidate object.
Should there be a NA object for every CP object? Does any one have some business process guides that may help us understand the relationships between the objects?
Please advise.
Thank you
Amina

Hello Amina,
not everyone should have a candidate (NA) object, every one MUST have a candidate object. No matter which role someone plays within the e-recruiting system (recruiter, manager, admin, internal candidate, external candidate, talent manager, ...) he needs a candidate to work with the system.
Assuming you have an ERP2005 (= E-Recruiting 600) you can use report RCF_USER_CREATE to create users for test purposes. For the productive environment you have to set up HR -> E-recruiting integration and can run HRALXSYNC to create candidates for existing employees.
I am not sure how much business process documentation there is in sap help. I have to admit I prefere learning from the system. Perhaps a very rough overview:
e-rec brings the following objects:
NA - Candidate
NB - Requisition / Application Group
NC - Posting
ND - Application
NE - Candidacy
NF - Talent Group
furthermore e-recruting uses some additional objects from the hr base and other components (P Employee, CP Central Person, US User, BP Business Partner, O OrgUnit, S Position, QK qualification group, Q qualification, VA/VB/VC Questionaire and its elements)
NA - The candidate is the central representation of everyone in e-recruiting. A Candidate is always linked to a CP which is linked to a BP and a US. If the person is an employee the CP is linked to the P object, too. (Hint: for integrated systems the user for an employee is not linked in HRP1001 but retrieved from IT0105 directly, e-recruiting uses a standard function of HR here, the hr function modules for reading object releations virtualize this assingment as hrp1001 relation).
NB - The NB object has currently 3 slightly different tasks. As requisition it is the internal view for an internal/external hiring request, it defines what you are looking for e.g. "ABAP programer, 40 hours/week, place of work London, ..". As application group it allows to accept applications for "areas" where you have currently no exact position to hire but regularely look for canditates. Application groups channalize unsolicited applications e.g. Interns, Engineers. Third usage is the requisition for succession planning - not really important.
NC - Posting is supposed to be the outside view. It contains the texts for the requisition published in the different channels. as you might to use a different text for the different media a requisition can have several postings. A posting has one or more posting instances / publications. They are not an hr object type, they define the channel with publication duration and language where you publish your posting.
ND - The application can be compared with the hardcover application. If a candidate applies he creates an application. The application is linked to the candidate of course and as the candidate applies through a certain channel the application is linked to the posting.
NE - The candidacy is the assignment to a requisition. You could say it is the task / intention to check a candidate for the requisition so it is linked to the requisition and the candidate. As the candidate applies for the job described by the requisition (application group are treated the same here) an application is always linked to at least one candidacy. If a recruiter decides based on the candidates profile that he is interesting for another open positions he can add more candidacies to the application to check the candidate for these requisitions. There is also the posibilit that you create a candidacy w/o application. Every external who applied and every employee is in the system even if he has no active application. External candidates can even register to the system w/o applying. You can check this pool for suitable candidate an assign them to a requisition. This is a candidacy w/ an application. You can later request a candidate to apply to this requisition but it is theoretical possible to process the complete hiring just with a candidacy.
NF The Talent group is used to structure the huge amount of candidates in the pool. E.g. you can form a talent group "High Potentials - Design Engineers". You can use these groups to easier find suitable known candidates if a matching requisition is opened. But they are also needed for pool development. For short applicant groups you can track them and try to stick with your company till you get the right opening for them.
The other object are linked to this core. Qualifications are linked to requisitions as requirement and linked to candidates of course. OrgUnits and Positions can be linked to requisitions to link to OM. Questionaires are assigned to candidates at all for general appraisal or to candidacies to appraise the suitability for the requisition or to track interview, assessment results.
There ore other "objects" in e-recruiting which are not represented by an OTYPE. One example is mentioned above the publication. Others are recruiting team and recruiting plan. If you need information to one of these just post another reply.
Hope that gives some basic overview about the objects.
Best Regards
Roman Weise

E-Recruiting Security Landscape (Different Clients)

Hi,
Our customer is discussing about E-Recruiting Security Landscape and now they are asking me if we can have the following landscape: One ERP having one client for HCM and another one for E-Recruiting.
They are asking me this because the application (we still don't know if will be the BSP or WDA)will be on the internet and they don't like the idea to have the ERP client (on the background) on the internet.
As far as I know we have just these scenarios to implement:
- E-Recruiting integrated with the ERP
- E-Recruiting and ERP with separated servers exchanging data trough ALE
- E-Recruiting integrated with the ERP but with the frontend for the External Candidate on a different server.
Here we are on ERP 6.0 and Enhancement Package 4.
I think that the customer scenario isnt't supported.
Also, has anyone used the scenario with the frontend for the External candidate(Constellation III with WDA) separated from the E-Recruiting system?
Thanks,
Daniel Kiel
HCM Consultant

Hello Daniel,
the two server scenario using a frontend server as a kind of additional proxy is a quite common, if you use web dynpro for candidates. Even for the standalone installations where e-recruiting is not on the hr server it is used very often due to security issues.
As said before I only know one e-recruiting 600 integrated installation which i rolled out on my own. The customer also uses the frontend server. I still would not recommend the integrated solution although it brings a lot of possibilities for contacs with the walldorf guys ;o).
For EhP4 it is a documented way to setup a sap e-recruiting standalone system on an ERP installation (erp installed but just e-recruiting run). This scenario is called I2B. It should be possible to implement it on a server which runs HR in another client but just as it might be possible it does not mean it is a good idea. I bet I could even run a standalone like e-recruiting setting within the HR server itself with EhP4 by using some kind of self ALE with broad renumbering of objects - my server admin just refuses to give me a server to prove it.
Even if you use another client the server is still open to the internet. Most security teams will not care that it is another client as it is the same server. Already the standalone installation is too open for some of my customers. As it uses some direct pull accesses to the hr server in standard. As this is a call from a less secure to a more secure network region this is a no go for some of them. One had all of these pull functions changed to a push system where HR server sends the information to e-recruiting otherwise security had not allowed the system. Bringing the HR server anywhere near Internet is completely out of imagination.
Best Regrads
Roman
Best regards
Roman

E-Recruiting 6.0: Name Field

Hi Experts,
I have the following questions as regards to 'name' field and would appreciate your help:
1) I understand the name fields (first name and last name) cannot be customised. But does E-Recruiting support the addition of middle name? I can configure under Business Partner to add in the Middle name, but it did not display on the E-Recruiting screen or R/3 BP transaction. I am not sure whether standard E-Recruiting does not support it or I have not configure correctly.
2) What is the table name which stores the name of a candidate and the applicant objecet number? I can see the name of the candidate in transaction BP, but i do not know where to find the applicant number. I need the information to for tracing and troubleshooting purposes.
Many thanks,
William

Hello William,
with e-recruiting 600 support package 10 or 11 e-recruiting supports middle name, 2nd academic title and name prefixes in the web dynpro frontend as standard fields for candidates. Unfortunately it seems SAP is no longer adding such stuff to the BSP frontend. In transaction BP you should be able to see these fields if noone changed BP. But the fields are only visible when filled so you might have to change to edit mode to click this small button with the plus.
Personal data of candidates name, birthdate, gender, titles are stored in the standard business partner tables BUT000 and following. Address is saved in the tables of the central address service but needs an entry in IT5110. That's why adding an address in BP won't work while changing is possible.
To get the differnt keys which are used for the candidate I usually start from BP as I have a name. I simply use the sear help of BP to get the BP number. Then it's all about HRP1001 which stores all object relations. As BP is an external object from HR view (as is the User) you put the BP into SCLAS and number into SOBID field (dont forget leading zeros here) and you can get the CP number. With the CP number you can get the User and the candidate (NA) number. From the candidate you can get applications (ND) and candidacies (NE) and so on.
Best Regards
Roman Weise

E-Recruiting - CANDIDATE and EMPLOYEE/PERNR

I need to create reports for internal sourcing[ employees apply for another position in the organization].
E-Recruiting and HR coexist on same serverclinet...
Question 1 - Is CANDIDATE object same as PERNR object if the the CANDIDATE is internal recruit/template ?
Question 2 - If answer to question 1 is NO, then How to link these two ojects CANDIDATE & PERNR , other than reading HRP1001, is there any static table being maintained ?
Question3 - Confiimation - There exist a way to relate CANDIDATE and EMPLOYEE using HRP1001.Yes/No ?
Thanks in advance
Gopi

Hello Gopi,
for your Questions:
Question 1
No the candidate is an own object (otype is NA) and therefore gets an own Id
Question 2
In all releses lower than E-Recruiting 600 EhP4 SP6 there is no such table. With SP6 there is a special caching table for performance optimization in the candidate selection which might include the needed information (i am not fully sure as I currently can't access a system to check)
Question 3
The candidate (NA) and the employee (P) are related via object central person (CP). The NA-CP-P relations can be resolved by reading HRP1001. Unfortunately this relation is not sufficient to identify an internal candidate. in addition to the existing relation the field IS_INACTIVE of HRP5102 has to be space otherwise it is an former employee how left the company.
When you start developing reporting functions for sap e-recruiting you should first check if an existing standard function already fullfills your requirements. The reporting for e-rec is not that great but for some smaller requirements the existing infosets might work. If you come to the result that you need developments you have to be aware of the data scenario in the application. Reports on internal applications based on the candidate type are only working for current snapshots e.g. open internal applications today. Historical reporting is not possible that way because of the missing historization of e-recruiting data. E.g. if an external candidate applies and is hired the candidate is switched to internal candidate. So if you report back in time on candidate type you would get this external application as internal. Such kind of reporting has to be based on other data which does not change over time.
Best Regards
Roman

E-recruitment 300 versus E-recruitment 600

Similar Messages

Maybe you are looking for