Hiring in E-recruiting 6.0

Hi all,
I would like to know how to hire an internal/external candidate when working on the same instance i..e EREC and SAP HCM.
Can we use any activity!
Regards,
Bharat

Bharat,
SAP delivered activity 6000 - 'Data Transfer for New Employees' serves the purpose. This activity can be initiated by recruiter or if WF is activated it can be triggered by Std workflow after recruiter completes 5100 - Offer Accepted (To Be Hired).
regards
Sridhar Kandisetty

Similar Messages

Internal candidates Data transfer in E recruiting..Urgent

Hi experts,
How to transfer internal candidate's data from E-recruting to PA??
Please reply its urgent
Thanks
Sameer
Edited by: sameer dhuke on Mar 17, 2008 9:54 AM

Hi sameer,
you have to go to the ecc to hire the person as the information from e-recruiting is far not enough to process a hiring. currently standard data transfer brings ~15 fields to the ecc while the complete hiring action will probably have >100 fields.
To do the hiring from e-recruiting you would have not only get the information into e-recruiting first, but also get all the business logic combined. Things which sound easy can get quite complicated e.g. the name. In all projects i took part so far firstname is no required field as the companies attract applicants from around the world and there are countries where having only one name is common. So firstname can't be a required field in e-recruiting but in PA the field is required as it is necessary for social insurance, taxes and stuff (these people really get a second name to be processed when getting a work permit). You would have to get all the logic on country specific name requirements to e-recruiting. Furthermore you separate the systems to separate the data. Data security guys would get crazy if you could run complete hiring actions / organizational change action from e-recruiting accessing payment data, banking information, CB information, information on related persons ... .
For additional documents I have to disappoint you. I do not have more than the standard stuff you get from sap net rest of my knowledge results from various rollouts.
Best Regards
Roman

E-Recruiting- Qualification catalogue

Hi
If I maintain a Qualification catalogue in e-Rec system the number range of the catalogue will be different from the Payroll/hr system. When I transfer (hire) the external candidate data (along with qualifications) to the Payroll system will the payroll system show any errors due to inconsistency in number range.

Hello Pascale,
in general there is only 1 qualification catalogue within a sap system - perhaps I did not make this really clear (we exclude the fact that the PA module knows a new and an old form of qualification maintanence - other topic :o)).
As you found out by yourself the trouble are the different systems. In an integrated system there is an option that you integrate PA and e-recruiting qualifications. If you activate this option, the system moves the qualifications of the employee to his internal candidate and the qualification of a candidate can be moved to the employee record on hiring (at least the system should do this, I've never seen this running in production, only had to do with it in a rampup project for e-recruiting 600 but never in an live system). By using the "e-recriuiting view on qualification catalogue" you can restrict the qualifications which are available for e-recruiting and exclude the qualifications which are only internally used as they are not relevant for hiring. Furthermore you can handle the restriction that e-recruiting can only handle non stacked qualification groups.
When it comes to a standalone installation the world looks a bit different. You have still one "application" for qualification catalogue but you have 2 completely independent systems. So you have 2 independent catalogues as number assignment is internal as you already said.
There is no standard function or scenario to integrate the hr core and the e-recruiting system for qualifications. The described distribution scenarios for ALE only cover objects O, C, S and P and there is no function in the data transfer from e-recruiting to the hr core on hiring which would transfer the qualifications of a candidate to his employee record.
As the standard does not offer an integration, for the standard implementation you just take your hr core qualification catalogue and create the qualifications you need for hiring in e-recruiting. Adapt perhaps a bit to special hiring needs. When you hire a person you run the hiring action via t-code PA48 and when you come to qualification maintenance you just have a look into the e-recruiting system and create the according qualifications. As you do it manually it does not matter if the qualification has another ID.
If you really need an integration and automation for the qualification transfer you will have to develop a customer solution. You could surely start with implementiing an own distribution scenario for your qualification catalogue from hr core to e-recruiting. This can be done via ALE or as the catalogue is not changing every day it should be possible to transport / copy it.
When you have the qualifications in e-recruiting you can define the e-recruiting view to the catalog to restrict qualifications.
Last but not least you would have to enhance the data trasfere to hr core on hiring. Spontaneously I am not sure how to solve this but it is probably possible.
Best Regards
Roman Weise

How to differentiate an internal from an external candidate in E-recruiting

Hi experts,
I need your help. I'm creating a Z report to show the % of internal and external candidates who were hired or choosen in a selection process. I will have two columns the first one will show the internal candidates and the second one the external candidates. I'll also display the reasons why a candidate were reproved on the selection, for this reason I also have to separate internal from external candidates.
I've seem some threads where you say that the best way is to find the relation NA<CP<P. Is this the only way or there is any other way as a module function where I put NA and it show me if it's an internal or external candidate.
I'll really appreciate any help!
Best regards,
Thais

Hello Thais,
reportig in SAP E-Recruiting is quite difficult due to the missing historization in some infotypes. A lot of changes are not historized so it is not possible to get any other valid information than the current status. Looking back into the past is in the best case unsure in the worst impossible. External candidates become internal candidates on hiring and internal candidates become external candidates on termination, maternity leave, ....
It is very difficult to get the percentage of external und internal hirings based on e-recruiting data. It is much easier to get this from the HR core as (at least in a perfect world) you just count hiring actions and org. change actions. Of course not every org. change is usually an "internal hiring" in e-recruiting.
If you want to get these numbers purely from e-recruiting data, the best approach from my experience is getting the candidacies in hired status -> get the application for the candidacy -> get the publication for the application -> get the publication channel candidate type. This information is not changing over the time and not depending on the candidate. Restrictions of this approach are usually direct assignments from talent pool, if internal and external candidates can release their profile. If you do not request an application for the candidacy you can not determine the candidate type. Furthermore in many organizations the e-recruiting process ends with hiring the cadidate. Noone maintains rejections for the no shows so you get too many hirings from the e-recruting data. But perhaps this approach works in your scenario.
Kind Regards
PS: The method mentioned above works fine to find out if a candidate is currently an internal or external candidate. Unfortunately these methods are often to slow for mass use in reporting. So from a performance point of view reading HRP1001 relations and HRP5102 INACTIVE flag is the better solution.

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 : Creation of NA for newly hired P

Dear experts,
We are implementing succession planning using eRecruiting 600. The implementation is done in an integrated scenario where eRec600 is on the same server as ERP 603.
I know that every object P should have a relation with CP,BP & NA before the application can work.
To synchronise data between EXISTING P & BP, the report HRALXSYNC is used.
I have noticed that whenever a new hire is done using PA40,there is a corresponding NA which is created in Infotype 5102.
Please remember that till now,we are not handling the Recruitment part of eRecruiting.So,the hiring is done directly through PA40.
I have activated the folllowing BADIs as a prerequisite for the report HRALXSYNC:
HRSYNC_P
HRALX_HRALXSYNC_BADI
HRPAD00INFTY
HRBAS00INFTY
Is the automatic generation of a candidate NA for a newly created P happening because of these BADI implementations? Pls advice
Can this generation be controlled somehow?
Thanks in advance!
Best Regards,
Sowmya

Sowmya,
To answer your question, Yes, automatic generation of NA for newly hired/created PERNR (P) is because of the integration you have activated between PA and eRecruit via BADI implementations. Look at OSS note 997181 for details on how integration works.
If you dont need integration between PA and eRecruit on PA40 then you may have to tweak the BADI's.
regards
Sridhar Kandisetty

Candidate Data transfer from E-Recruiting System to HR system for New Hiring.

Hi All,
Hope everyone doing in good Spirit.
We are implementing E-Recruiting as Standalone for one of our client.
Can any please help me in regards with Data transfer from E-Rec System to HR System for hiring once the candidate has been successfully completed recruiting process.
You inputs are highly appreciable.
Thank you.
Sekhar.

Hello Sekhar,
there are three different scenarios for transferring the data of an external candidate to the HR core for hiring.
the easiest and most commonly used is the RFC connection. When creating an activity of category data transfer the data of the candidate is transferred from eRec to HR core. There it is stored in table T752F. Then you can run transaction PA48. There you can select the candidate and run a hiring action. This is the same action like in PA40 only the system will preset the fields with the values from eRec (similar to batch input).
Instead of using the RFC solution you can transfer the data using PI (this can be activated using a switch in T77S0). To be honest none of my customers is using this. Either they had no PI server at all or they did not use it for eRec
The third was delivered with a business function HCM_HIRE_INT_CI_1. This is based on HCM processes and forms and targeted towards customers using Talent Management Core (e.g. data for education and work experience is transferred into the TM Core infotypes 740X as contrary to the hr core standard infotypes 0022 and 0023 they are structured like the eRec ones). Of course as you can do a lot of customer enhancements to HCMP&F you can replace the behavior nearly completely. One or two of my clients discussed this solution but as far as I know none is actually using it.
The simple truth is most customers seem to not use any integration at all. The first solution is easy to activate but only covers around 13 fields. Compared to a real full blow hiring action this is not even 10% of the fields which have to be entered. So the presetting this small number of fields is not a great help especially as you have to check every information anyways. Furthermore PA48 is not very nice and lacks functions to structure the incoming records which makes it difficult to handle in large distributed organizations.
The other two options require a lot of infrastructure for small functionality. What we discussed with a client was using the new hire integration to preset a full hiring form with eRec data and then send to the candidate as offline form to gather all missing information and use this for hiring. But there were to many issues on data privacy aspects when sending a form with social security data, bank account data, etc. via email. Furthermore they required actual signatures.
Kind 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

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

E-Recruitment and Hiring Action

Can someone tell me that once you have selected your applicant through e-Recruitment, how do you then hire the employee into ERP HR?
What is the process?
What data can be transfered?
Thanks
WB

Hi,
as said by the community before the standard technical ways to transfer data from e-recruiting to PA for hiring are RCF transfer into table T752F where they are used for PA48 or the XI technology. The HCM Forms might be an option but the Adobe licence (if not already there) might cost more than the complete e-recruiting rollout.
That's the theory. As far as I encountered in different rollouts XI is usually not available for the HR in most cases. So most projects tend to use the RFC transfer. But in the end you have to admit that the system only supplies ~15 values from personal data and address which are not exactly matching the PA infotypes (e.g. in e-recruiting street and house number are one field, in PA there are two). All data is entered by the applicant so everything has to be checked and it's only a low percentage of a complete hiring action with >20 screens. So it is not very uncommon that in the end the real process stays on paper. The hr admins send out a form, the applicant fills it and sends it back. Then the hiring action is done and the paper version gets into the the files.
So often the lived process does not match the technical options available.
Rgds.
Roman Weise

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

E-Recruiting: What Happens To External Candidate Logon After It Is Hired

Hi Experts,
I do not have a E-Recruiting system and needed to check something. So would appreciate if you could help.
Scenario: An external candidate first registers for a logon and submits an application. Subsequently, he is being hired and becomes an internal candidate. If the candidate now attempts to logon using his external candidate creditials via the external publication website, how does the system react? Will it still allow him to logon?
And if one day the candidate resigns from the company and became an external candidate again, will the logon becomes valid again?
Thanks in advance.
Bill

hi,
Once candidate is hired , in standard system he sitll can log on and make the changes with same user id and pass.
But we can restirct candidate after hiring , with the same user id he can not logon in the system and make changes.
It can be done in BSP page setting.
thanks & regards
Pallavi

Copy function in SAP E-recruiting for Hiring Manager

Hello,
we are facing a new error in SAP E-recruitig.
whenever the hiring manger copies existing or relased requisition we are getting "An internal error occured. Please try again later" and also few fields are not appearing(out of five fields three were customised.). However when we click on Save button the fields are appearing. why this is happening. any back end configuration is required.
Let us know your inputs.

Hi,
if the problem is still existing, check T-CodeSLG1. Usally all error of this kind writes additional information to the application log. If you cannot handle the error yourself just give us another post with the information.
Copying the requisitions does not copy all fields. Some are especially excluded. Could you give the realease you are working on? In some there is no other option than doing a modification while newer offer at least some settings like setting a flag to have the posting copied with the requisition or not.
Best regards
Roman

E-Recruiting - Candidate number changes when hired?

Hi,
Can anybody tell me whether the candidate number of the applicant changes when the hiring activity gets triggered and he is hired?
How we can differentiate between internal candidate and external candidate?
If the candidate number is not going to change, how an external candidate becomes internal candidate in E-Rec?
Points will be awarded appropriately.
Thanks in advance
Naresh

Hello Naresh,
Yes candidate id remains same and the person is allocated with new employee id.
Both the candidates are created as Business partners in SAP.If you look at the table BUT000 the field persno carries the Employee id for the Internal Candidate and for external candidate it is blank.
Above answers your question number 3.
ThankS
Senthilkumar Thangamani( Guess Who)

Hiring in E-recruiting 6.0

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