Interview Outcome in Recruitment Process

Dear Consultants,
How & Where to store interview, written test, Group discussion outcomes in Recruitment Process? Where do we define the templates we want for our organization for storing the data? Can we use Appraisal process in PA for recruitment? May I have some steps for Recruitment process from Entering Primary data onwards?
Regards
Bindumadhav

Thanx friends,
These results can be saved in Qualification Infotype as Appraisal Template.
Regards
Bindumadhav

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Reminder in Recruitment Process

Hi,
I want Infotype 0019 Monitoring of Task would be availble in recruitment process but system says Info type does not exist.
It is available in PA30 but not in PB30 why?
What can I do for this ?
Please suggest me for this assignment.
Thanks & regards,
Neeta

Hi Neeta,
Applicant Activity is not dependant on Email Configuration.
Email configuration comes as a part in the Applicant Activity.. Let me explain you in brief abt applicant activity.
1.) You have to create Applicant Activites Types in table T750J... The main question comes to you is what are Applicant Activity Types.
All the possible activites which a company considers for respose to a applicant are applicant activites
Ex:
a) Applicant applied for a position in ur company, a return mail to applicant is a activity Type
b) An applicant is not selected in one of your selection round , a return mail to applicant stating ur Rejected is another type.
2.) Now you have to mention for which Applicant Actions (PB40 list) which activity type has to be executed. This is done using the feature PACTV
The output for this feature go through with the feature documentation (let me know if u have any doubts)
3.) Follow up Activities
Ex : Applicant Attended Return test and cleared, his follow up activity will be Technical interview , Mangerial round and HR round.
Using the Feature PACPP you can configure this, The output for this feature go through with the feature documentation (let me know if u have any doubts)
4.) *Create default values*
Lets say Applicant got slected now you are offering offer letter to him, so which letter have to be genereated and to who all it need to be informed you will mention here.
using the feature PACPA you have to configure this, The output for this feature go through with the feature documentation (let me know if u have any doubts)
So it is the last two steps where you maintain the values for whom the mail has to trigger.
5.) Finally in the MAILS feature you maintain the details of the subtyoes for whom the mails to trigger..!!!
I know its hard to understand if ur reading for the first time, but put the same on sytem, its a cake walk for u..
any issues pls let me know...
Best regards,
A B H I

E-Recruitment process initiation against unavailable positions etc.

Hi Experts,
The client generally initiates recruitement processes well in advance with a projection of having certain positions created in the future but not actual position or vacant position available in the Organization at the time of Recruitment.
They want to generate a pool or bench strangth then allocatre the resource phase by phase.
Is this achievable in the standar system.

Hi,
Requisitions can be created with two ways -
1) Requisition created with position
2) Requisition created without position
Vacancy is not essential while creating a requisition.
In the stage of data transfer to hire, the hiring process in Personnel administration can be taken up for the bench set of people and assign vacant positions created in OM under a particular Sub-Org unit as Bench group for each parent Org unit.
Then while assigning the employee into specific projects, you can run a transfer action to project by moving them to billable or appropriate positions, with appropriate business area, cost elements.

Recruitment process

hello group,
can u tell me hw to go further in recruitment process.
i hv configured in img. now in easy access i hv done pb10 and entered initial data. and now hw to do the further activities like with hold, rejected, hire
ram

Pls go through SAP help.
http://help.sap.com/saphelp_erp2005vp/helpdata/en/5a/d35bcc544811d1895e0000e8323c4f/frameset.htm
Regards
Lincoln

E-Recruitment: Process Templates

Hi All
I have a query regarding E-Recruitment module.
I am not clear with the concept of Process templates and Activity types in E-Recruitment.
According to what i understood..
Process templates, Processes and Activities are created by Recruiter once the system is in use.
There are Standard proccesses and activity types already available.
1) Then what is the job of a Functional consultant with respect to process templates, proccess, activity types and activities while configuring the system?
2) Pls Correct me if m wrong..
    The one who is configuring the system, only has to define activity types and make them available for the recruiter to design    his own process templates and processes?
(If yes then this would simply increase recruiters job)
    ---Activites he will be creating to assign in Processes, will be the instances of Activity Types configured by us.
Is my understanding correct?
if no pls explain the correct scenario
3) What are the restrictions while using process templates by recruiters?
     ---Meaning does the recruiter has to complete activity A compulsorily before going to activity B ?
     ---Can this be controlled by configuration specific to activities and processes based on client's requirments?
Please help me in understanding the concept clearly
Regards
Asha

hello asha,
questionaires are a posibility to flexible gather information from candidates or feedback of people involved in the hiring process.
There are differen scenarios where questionairs can be used. In the application wizard to gather information not available in standard or only nbeeded from certain target groups / for certain requisitions. You can send a questionaire to a candidate to get additional information of interesting candidates. This way you can keep the application wizard short so not half of the candidates gets tired and leaves the website before reaching the end. You use questionaires for the manegers feedback to an application or to document interview results in the system. Furthermore you can use it for an additinal tagging of candidates in the pool. Instead of only mark them A, B, C you can add a questionaire IT Specialist with 10 questions for skill areas to track OS know how, methology know how, programming language know how, ...
As consultant you have to help the customer to find where he needs additional data. Then you have to evaluate if the questionaire is the right solution. For a general guideline: questionaires are flexible but horrible to evaluate in mass or used in automated processing. Depending on your skill set a tech guy usually needed here, too.
Example:
SAP does not support the nationality in the candidate profile. Many customers here need this information due to early starting processes for getting work permits when hiring a candidate who are no EU resident. You can gather this information with a questionaire or enhance the profile.
If the customer only wants to have the information to check by hand when planning a hiring, it's ok to use a questionaire. Even if there are different questionaires for the application wizard the recruiter can always look at the one used. If he wants to run statistics on this information or wants to display the information in the data overview questionairs are no good idea. As every new questionaire means changing the data overview and statistics about the HRHAP tables are just horrible.
When you know where to use questionaires the exact design of the content is of course also your part. The creation of questionaires in the system is in my opinion a customer task as they are usually changing over the time (= replaced by new ones as used questionaires cannot be changed). That's why training them how to maintain questionaires should be you task.

Intigrating SAP and Non-SAP system for recruitment process

Hi All,
Our Client has a requirement which is related to Recruitment.The requirement is that the employee resumes ,photos and credentils are stored in legacy system.The shortlisted resumes sud be transferred into SAP and the hiring process sud be done in SAP.After the hiring process , the status of the applicants sud be triggered in the legacy system and not in the SAP system.
Is there any Standard BAPI's for this requirement. Any Workflow is involved in this requirement.
As a HR Abaper i need to give the complete technical details for this requirement. Pls advice me on this .This is very urjent.
Points will be awarded.
Many Thanks,
Chakradhar Maddina

what is this 3rd party application?
if anyways they are using SAP for masterdata, why dont they use the same for applicant data?
ok for whatever the reason they have decided that..only way looks like is to do it manually,
create a bdc/lsmw for the hiring process and let them use it regularly for hiring all the selected applicants in a single go.
as for updating their system with the updated status, again i think they should do it manually.or maybe if their legacy system allows mass data update/chages.
becoz you do the creation of BDC/LSMW only once not everytime you want to hire.. i think its an easir process. also wait for other experts to give their feed back you may get some valuable info.
hope it helps

E-Recruiting: Process Templates Transport

Hello Experts,
In e-Recruiting, Is it possible to transport process templates from DEV system to QA system?
Thanks,
Anil

Hi,
just because the tables of the process template are not linked to the transport system directly it does not mean that transporting is not possible. You can transport every table entry even application data.
You could add the entries for the tables of the process template and the assignment of activities to the process template to a transport request by hand. Even if the tables are type A the transport system only shows a warning.
The trouble with transporting process templates is the assignment of questionaires to activities. As the questionaires are usually not transported they have different IDs on quality and production so the data of the process templates is invalid and has to be reworked with a lot of effort.
In the end creating the transport by hand and correcting the templates costs nearly the same time as creating them again on quality and production so it's rarely worth to do it. (And as the customer's key users need some practising anyways consultants don't have to bother about it :o))
Best regards
Roman

E-Recruiting-Process template

Hi
I have created process template (application entry to offer phase) for apprentice and assigned activity types. How can I use this template when I want to update candidate data.

Hello Robin,
As I know, procees template are used in requisition or application group. When a recruiter is creating activities on a candidate, he can choose to create activity from the process template assigned to the requisition ( or application group) or to choose to create an activity taken from all activities which are accesible. Process template can be seen as a filter to reduce the number of activities. I don't undestand why you want to use a process template while updating candidate data?
Olivier

E-recruiting process steps and activities

Dear experts,
we are configuring the process templates. We create different activities in the process. Does these activities need to be processed in the same order as created!
Regards,
Bharat

Hello Bharat,
as u probably could find the sap help on your own a direct answer here in the forums.
The process template defines a subset of the available activities which are probably used for the requisition (or more often for the whole target group as you do not make a process template for each requisition). The process template is supposed to make things easier for the recruiter so he only sees what he needs, but this is only a suggestion noone forces him to use all of these activities and the sequence is only for display purposes.
So if you have activities and correspondences which are only for a certain target group like your trainee program or ppl applying for professional training you can hide these activities in the process templates for other requisitions as they won't be used there anyways.
In standard delivery the recruiter has always the possibility to switch to the display of all activities and create any activity which is customized. In large scale rollouts with very differenciated processes for companies and target groups I tend to restrict this by modification so only key users with a customer authorization are allowed to do. Still the recruiter can create any activity which is in his process template for the requisition at any time.
Best Regards
Roman Weise

Agency User in Recruitment Process

Dear All,
The below question(s) has been asked many times on SCN and I have read almost all the discussions on this topic but confusion is still there.
According to below SAP help (underlined), employee of an agency can enter "External Applications":
7. If required, you enter the Application Source.
a. If you are a recruiter, you indicate whether this is an employee referral or if the application comes from an agency. If necessary, enter the name of the employee who referred the applicant, or enter the agency from which you received the application.
b. If you are an employee of an agency, you enter the agency. If you are a member of a support groupassigned to the agency, the system automatically assigns the agency (see Maintaining Agencies of Third-Party Providers).
Entry of External Applications - SAP E-Recruiting (PA-ER) - SAP Library
My question is :
In SAP e-recruitment each user should have a candidate number / personal number assigned, otherwise user can not maintain any data for external applications, so how can an employee of external agency (who does not have any candidate no. in our SAP recruitment system) work on external applications?
Chohan.

You create a candidate for the user. When assigning a personnel number, you may select a non existing one (for example 99999990). The system doesn't check if the pernr exists

Dashboard of the Recruitment process

Hi all,
could you help me to understand how I can set the filter in the Dashboard page?
If I enter, for example, in New external Candidates, I don't see the filter button?
thanls a lot
Rosy

See:
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Recruitment in Process in Core HR, SSHR without using iRec

Hi,
I wanted to know till what extent Recruitment process can be incorporated in Oracle using Core HR and SSHR only , i.e without using iRec. I know iRec will significantly simplify the process , but our client does not have iRec and wants to include as much part of recruitment in Oracle.
Kindly share your view regarding this, thanks in advance.
Regards,
Razz

Hi,
Using Core HR of Requirement you can achieve the following functionality.
1) You Can create vacancy.
2) You can create Candidate
3) You can create applicant.
4) You can conduct interview for the applicant.
5) You can hire the applicant from core HR or SSHR.
In-short you can still achieve all the i-Rec basic functionality.
Thanks
Asif

Oracle Financials Functional Situational Interview Questions

Hello Oracle Fin Brothers,
For Oracle Financial Functional Consultant
I am new in Oracle Financials, Just completed my training and I am having my first interview Thursday; the recruiter tell me the first step will be Situational Interview and I really don't understand what this mean; can some one tell me exactly how is an Situational Interview in Oracle Financial Functional? what are the possible questions and answers? did some one have a list of situational interview questions and answer to help me with? I will really appreciated.
The second step will be Skill interview; what is the difference with situational interview? what are the possible questions and answers? can some one provide a list of possible questions and answers? for Oracle Functional consultant?
Hope to get some helpful post
Thanks
Ferrari

Hi,
I can tell you about my experience in different process.
I usually have a first interview with the recruiter/agency this first interview is quite general, he usually review your CV, job history,... the recruiter ask you about your interest or motivation for that process, if you are willing to travel, reallocate, etc.. your salary expectations and your knowledge in the different modules. This is the easier interview and if everything is ok, the recruiter will tell you for next steps, probably about the project, the employer, etc...
In the second interview normally is with the consultancy company, with the manager and an experience consultant that usually asks about technical questions, they ask for example, how to setup a dual accounting process with SLA in GL, which reports you would use to reconcille AP/AR and GL, how many segments do you need to setup in GL for a specific business situation, how to load assest in FA, which are de accounting steps from buy goods until you account the AP invoices,...
In some cases you have also a final interview with customer just to get the final approval, but the really important one is the second interview.
Good Luck ;-)
xhuertax

Recruitment

Dear sap Guru's
                          As per our requirement we have following applicant actions (1) Call for Interview/Test (2) Reject applicant (3) Offer applicant contract (4) Applicant rejects contract (5) Prepare to Hire.Can anybody can suggest the minimum infotypes which have to maintain (through infogroup) for each applicant actions pls.and mailing to applicant is out of scope so how can stop the mail related "pop up" after the completion of each applicant action.
Thanks & Regards
Richard Jose Tharakan

hi amit,
following are some points about recruitment.
The Recruitment component contains an entire range of powerful, flexible functions that you can use to implement an effective and largely automated recruitment strategy.
This component enables you to define a recruitment procedure that suits the needs of your enterprise. You can distribute tasks and responsibilities to different people involved in the recruitment process. Recruitment supports you in dividing and assigning administrative and decision-making task areas. Many tasks can be processed via mass processing.
Features
->SAP Recruitment is made up of the following subcomponents:
1.Workforce Requirements and Advertising
- Create and manage vacancies
-Manage media and recruitment instruments
-Manage advertisements and advertisement costs
-Assign vacancies and applications to advertisements
-Use a variety of reporting options (for example, the effectiveness of recruitment
instruments and publication costs, response rate to advertised vacancies, etc.)
2.Applicant Administration
Applicant administration contains the following subfunctions:
-Applicant classification
-Administration of Applicant Correspondence
    Depending on the applicant classification, the system automatically assigns
    individual letters to each applicant.
3.Selection of Applicants
-The Recruitment component offers the following functions to support the selection procedure:
Administration of selection procedures
You can track the individual stages that an applicant passes through in the selection procedure using applicant actions (Invite applicant, Offer applicant contract, Hire applicant). You can define administrative steps using applicant activities (such as Interview appointment, Mail contract).
Each component supports a different phase of the recruitment process.
For further deep information on each of them please find it on help.sap.com.

Recruitment in essmss

Hi Experts,
My client want to use R/3 Recruitmetn in ESS insted of going for BP E-Recruitment, so can we suggest him.
Client Requirement is as below:
Employee:
Employee should be able to search for internal job posting and can refer buddies.
Employee can apply for a job
Employee should be in a position to track his profile status.
Manager:
Manager can raise a requsition.
Manager can track employee/applicant status.
Manager can rate candidate feedback.
Administrator:
Adminstrator can post the requirement and can track resume
Recruiter:
Recruiter can track application
Schedule interview
Send a mail notification to employee on date of interview
Can update recruitment states like inporcess,rejected,inprocess,to be hired.
Will all this functionality can we bring in ESSMSS or please suggest me if client want to implement recruitmetn in ESSMSS what process is possible in portal where we can suggest
Waiting for your reply.
Regards

this is all done in Erecruitment and yes it can be integrated in ESS but you need to use Erecruitment

Interview Outcome in Recruitment Process

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