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

Question

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

Answer 1

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.