E-Recruitment -- Assign Columns for candidate shortlist

In the IMG, I try customize the IMG step, Assign Columns for Candidate shortlist".
When I select the process, and try customize, I do not see any columns displayed at all. This same for all process. Do I do other customizing step prior to this.
SAP Help has no information

Hello,
there should be a default customizing delivered for table T77RCF_CDCY_LIST which is the customizing table behind this IMG step.
I could imagine 2 reasons for seeing no entries. If you have already applied your customer customizing for processes and activities you might not see entries if you have used your own process IDs which differ from the default delivery. This could be easily checkt by having a look into the table using SE11 / SE 16.
If there are no entries in the table at all It might be that the content from the table was not transfered from client 000 into your work client during the client copy or after the upgrade / installation. So check the content of the table in client 000 or ask a basis guy if you have no access to this client.
Kind Regards
Roman

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Hello,
Within the "Search for Candidates" page, when doing an open search, we only receive one candidate. Also with transaction code SLG1 there are multiple error logs stating that a candidate could not be found.
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Error class: CX_HRRCF_MAINTAIN_OBJECT
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E-Recruiting: Standard WF for candidate creation remains in process

Hi all,
we are using E-Recruiting 6.03 and I don't understand why the standard workflow WS51900008 (Object creation) remains in process on the task that calls the method ERC_ACTIV.ProcessDocument when a
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Hi Angelo,
the straight forward solution would easily be: "Forget this Workflow". If you do a serious rollout project for sap e-recruiting you have to design your process(es), define your activities based on it/them and implement the workflows you need. The delivered workflows can be taken to find info on existing / delivered functions but not even work as base to copy the rollout workflows as they are gigantic monolites which you can not develop to your requirements while keeping maintanence possible.
If you really insist on getting the workflow running, please check the following points:
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Roman Weise

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However, in the absence of this additional ranking in talent management and questionaire results to job postings, are the selection criteria for the search the only items taken into account for calculation for this ranking percentage?
What is everyone else's experiences in the fact that search functionality tends to treat the various selection criteria as 'OR' conditions? The client I am working for is unhappy that candidates who don't match every set of selection criteria are being displayed on the hitlist. Would like to hear what other client's responses has been to this...
Sandra

Had directed this question to SAP and did not get an adequate response to date with regards to how ranking is calculated.
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E-Recruiting - Application Group for internal candidates

Hello,
has anybody an idea how to assign internal candidates to an application group within the SAP E-Recruiting 603? This application group should only exist in the background and should not been publicated. So I guess a requisition won´t be helpful in that case.
If you´ll setup a new application group and start a publication, this group is only available for external candidates for the Recruiter via "Reference Code Search". It seems that it´s not possible to assign internal candidates.
Thanks in advance.
Christian
Edited by: Lohr Christian on Mar 1, 2010 4:44 PM

Hello,
Application groups are only assigned to external candidates.
If you want to enable initial applications also for employees (internal candidates) this was designed as follows:
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Regards
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E-recruiting: Change of the sender in reject e-mail for candidate

Hello!!
In e-recruiting 6.0 we needed modify the direction of the sender in reject e-mail for candidate (activity u201Cnotification rejectu201D).
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It is required that the sender direction is a generic direction (for example: work_with_us@example).
¿How I can realise this change?
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Alicia

Hi,
in addition to the two solutions already mentioned I'd like to throw in the following two options:
Instead of linking a workflow to every activity creation you could build an easy background job which runs once in a while sending the planned simple correspondences and invitations. The result would be the same as the workflow solution the sender is the user under which the job s planned.
More flexible as not hard build in and development free would be a solution using the open correspondences function. You create a dummy user with the work_with_us@example e-mail using report RCF_CREATE_USER. This user is used to send all open correspondences and invitations manually. Of course this is more processing steps for the recruiters but if you need flexibility this is the price to pay.
Kind Regards
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E-Recruiting: "Not Assigned" Tab in candidate search

Hi,
I've seen that there is a view in e-recruting called hitlist_cand2.bsp for bsp HRRCF_cdcy_crea. It shows two tabs after a search for candidates. The first one has the candidates that aren't assigned to the requisition, while the second one shows the unassigned ones. I would like to activate this view instead of the default one (hitlist_cand.bsp) but I can't find the customizing point to do so. Does anyone know how this is done?
Thanks in advance.

Hi Raf,
The result screen for the searchhelp is defined in table T77RCF_SMG_NAVI. You could try to change the entry for cdcycandsearch. But I have to admit that i have never tried if the view you mentioned is working correctly. You will have to test this.
Best regards
Roman Weise

E-recruiting new status to candidate

Hi all,
I need to find a way to identify a candidate on hold. I think about creating new status "On hold" but I can't find where to do it in the IMG and I'm not sure it is recommended. Does anyone have another idea about how to represent a candidate who is "On hold" ?
Thanks,
Sharon

Dear Sharona,
As Venki is suggesting, Please create an activity against object NA (candidate) instead of object NE.
Create a Z activity.
Map it to an existing process or create a new process
Assign this process to Recruitment(Specify the process as TRM instead of candidate shortlist)
Assign this activity to Object NA.
This Z activity can then be used in Talent relationship management where you can search for relevant candidates & perform this activity on them. This will ensure that you can perform this activity on all the candidates available in the Talent pool & is not dependent on a requisition.
In the system there are a lot of activities available for TRM. Example: Release or locking of a profile.
Regards,
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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- Log on for Paper application

Hi
Can you reply for the following scenario please?
An external candidate sends a hard copy and it was entered manually into e-recruiting system. When an invitation to apply for a specific job sent to a candidate, how the candidate gets the log-on.

Hi Robin,
The role of the unregistered candidate is assigned to persons who have
not yet registered their data in the Talent Warehouse but who are
interested in taking up new employment. The unregistered candidate is
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-> Applying for jobs after registration
-> Requesting a new password.
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Kindly assign this user with authorization profile, authorization to
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>Workflow in E-Recruiting)
Best Regards,
Deepak...

E-recruiting - Assignment to Application Groups

Hi,
When an external application is entered and assigned to an application group the object 'application' is created. If an applicant is subsequently assigned to another application group this is visible from Candidate Selection > Assignments.
However, if I look under 'Applications' from the Application Management area of the recruiter start page, the application does not appear against the application group to which it has just been assigned.
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thanks in advance
Jim

Hello Jim,
this is standard.
for some background:
When creating an application the application gets an own recruiting team. All recruiting team members of an requisition or application group are copied to the application (you can see this in HRP5131).
When you create another assignment (candidacy) for the same application this team is not changed and as the"Applications" list only shows all applications in which recruiting team you are, you only see the application for the origiginal application group.
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Best regards
Roman Weise

The workflow could not update the item, possibly because one or more columns for the item require a different type of information using Update Item action

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Stunpals - Disclaimer: This posting is provided "AS IS" with no warranties.

Creating a new Column for my list Versus adding it from existing site columns, when to use each approach

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The list come with a field named “Assigned To”, while in my case I want a column named “Approver”. So what is preferred , to re-name the “Assumed to ”column to “Approver”, or create new field name “Approver”.?.
If I rename an existing column, could this be overridden in any future updates for my SharePoint server?
Now we want to add a column named “Office location”.so I need to create a new field for this. But seems there are two ways to do so either to add a new Site Column at the site level and then assign it to the list as follow :-
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1) 'Assigned to' has a different meaning then 'Approver' , it will be better if you create a new field for 'Approver'. Assigned to is a Site Column which has managed property for search, so it will be confusing type of data it will return from search in
future.
2) Any rename of fields should not / and will not get modified in SharePoint updates. So, you can rename is without any issue since the internal name will remain the same. But its always better to create your own custom column for business use.
3) Creating a site column or not depends upon your need, If you create a Site Column - in whole site collection you will be able to add this field in any list - It will be crawled, SharePoint will automatically provide managed property for site column and
you will be able to get this value via search. These things will not be present in list column, you will need to do specific settings in case its required.
If these things are needed then you can go for Site Column, usually its good to create a Site Column and use it.
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Introduction to Columns
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Create a site column
get2pallav
Please click "Propose As Answer" if this post solves your problem or "Vote As Helpful" if this post has been useful to you.
thanks a lot for your reply it is really helpful. so as i understand that using site columns will be better in most cases, and there is not any specific reason for not using it? is this right ?
Second question, do u mean that if i have a list column named "Serial number", then this column will not be searched ? For example if i have serial number such as "12345" and i try searching this text "12345" i will not get
the item in my search ?
Thanks

Chque no. in Assignment column

Dear Friends,
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Hi all,
how to add the Assignment column on this post outgoing payment in f-53?
thanks.
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Assign points if useful
Regards
Prabhat

E-Recruitment -- Assign Columns for candidate shortlist

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