Recruitment Vs E recruitment

Hello People I have one clarification to make.
Is recruitment prerequist for E recruitmetn or not? I mean can we implement E recruitment without the implementation of recruitment.

hi
recruitment and erecruitmen are different
in e recruitemnt R/3 should be needed a wab based service i.e. Enterprise portal,
where as in recruitement we don't need enterprise porttal,
be perficet in e recruitment
all the best
madhu

Similar Messages

E-Recruitment and/or Recruitment ???

Hi all.
Could you please tell me the difference between E-Recruitment and Recruitment ??
Those are differents modules in HR that works in collaboration or just can be implemented and work one at the same time?
Thanks in advance.
Enrique

Hi,
E-recruitment is a separate node. Recruitment and E-Recruitment are different. If you are implementing it for the first time you need a technical / basis person .
SAP E-recruitment follows normal Recruitment cycle i.e.
1. Creation of Requisition and then Approval.
2. Creation of Job Posting and their approval.
3. Applications from the Candidates ( Internal/External ) through different media
4. Applicant tracking from the Support Team.
5. At the time of Date of Joining , conversion of Applicant data to Master data. ( Through PA48 or XI )Interface
http://help.sap.com/saphelp_erp60_sp/helpdata/en/72/c9b54015c4752ae10000000a155106/frameset.htm
Also chk this link for differences;
http://solutionbrowser.erp.sap.fmpmedia.com/
If you give the source as 4.6 and target as ECC 6 enhancement package 3 ,choose HR & module as PA-ER,it displays a list of delta functionalities between the two systems.You can get a fair idea about the Recruitment functionality differences.
Regards
CSM Reddy

Difference between classic Recruitment and E-Recruitment

Hi experts.
In our company we want to implement recruitment processes of SAP. But I want exactly know what is the difference between Recruitment and E-recruitment.
to implement recruitment with new web interface or to implement E-recruitment ? Please to provide reason why first one or other one. I'd like to know detailed difference . Every helpful answer will be regarded.
Regards
Garayev

As far as I know for recruitment you need to open vacant position to be able to run the process, but in E-Recruitment you do not need to create vacant position. You can run E-Recruitment with or without position.
Also E-Recruitment can be linked with ipad or other tablet pc's such as managers or hr recruiters can take notes during the interview and notes in the interviews can directly be recorded in E-Recruitment.
With E-Recruitment it is much easier to collect data of applicants who are not working in the company.
Regards;
Okan

E-Recruitment & R/3 Recruitment

Hi,
1.) Is it possible to implement both - E-Recruitment & R/3 based Recruitment for one particular client?
meaning - is it possible techinically?
Assumptions:
1.) E-rec is on a seperate server & R/3 based recruitment is on a seperate server
2.) Is SAP plaaning to stop supporting R/3 based recruitment in the near future? If so, where can I find the related documentation?
Please help.
Thanks!
PS

Hello,
From my understanding, the old recruitment will be supported only if you are in the lower versions. All new developments and future enhancement will be to the E-Recruiting solution. This is when the new ERP version is released. The same will apply to the old PD modules like Appraisal, Career and Succession. The new Talent Development concept for portal will be used. All old R/3 applications where there are new web-enabled applications will no longer be supported. This is my understanding.
SAP E-Recruiting and Recruitment are not the same and there is no need to use both. If your company can afford to put E-Recruiting, i think it handles all the functionality in the old Recruitment plus more, such that you wont need the old. Why does the company need to have both - is there some certain functionality which they want in the other which is not available in the other module?
Regards,

Candidate search in recruiter link (E-Recruitment)

Dear friends,
i have a issue in E-Recruitment that when the recruiter goes for search for a candidate to assign it to the requisition, there is no records in the result.
candidate search is not working Kindly help me out . is there anything needs to be configured
Regards
Narayanan

Hi,
Kindly check for this setting in table : V77RCF_SPT_AATYP
Assign Attachment Types to a Search Profile Type
Use
In this IMG activity, you determine for each search profile type which attachment types should be taken into account during the full text search. The full text search is only meaningful for attachment types that have already been assigned to the object type of the search profile type.
Requirements
You have defined the attachment types in which you want to perform the full text search.
You have defined search profile types and assigned them to object types.
In the IMG activity Define Use of Attachment Types, you have assigned attachment types to the object types that are assigned to the search profile types.
If this resolves your querie, then award with points.
All the best,
Santosh

Cost capture and analysis of recruitment in E-recruiting module

Hi,
How can we capture cost of recruitment (per requisition, per agency, per org unit, per postion etc.) in e-recruiting? Is there a standard functionality available to do so?
Is there standard functionality to generate offer letters with the Proposed Pay / Salary Components.
Thanks,
Devyash

Hi Devyaesh,
There is no standard functionality available for both the queries in E-rec.
Regards,
Divya

E Recruitment/ erecruitment/ e-Recruitment materials

Hi Everyone
I am looking for some good materials on e-Recruitment. it is available in HR 316. If any one could forward it to me, it will be of great help to me. My mail ID is [email protected]
Points will be awarded to all those who forwards the materials to me.
Regards

hai..
http://help.sap.com/erp2005_ehp_02/helpdata/en/6c/c9b54015c4752ae10000000a155106/frameset.htm

E-recruitment: Work Center - Recruiter

Error: If an attachment type - Active queries are not getting refreshed immediately upon using the refresh option. ex - If a requisition is created and saved in draft mode. 'My Draft Requisition's is not getting updated immediately. Instead it gets updated on switching between queries.
Version - E-rec 604 support pack 5. Webdynpro Interface, seperate front end and back end - candidate Scenerios #3 as per Note 1017866.
Request e-rec Pro's to post the solution, if they have faced this issue in there e-rec implementation exp.
Thanks & Regards,
David.

Hi,
do you call the application from Portal? Refreshing POWLs after actions is implemented just when using Portal.
Best regards
Sebastian

You are not authorized to execute this application in SAP E-Recruit

Hi,
We are getting the below error while going to recruitment page for recruiter:
"You are not authorized to execute this application"
At the same time when we check in SLG1, we get the below errors:
No candidate could be found for US E0023127
The error occurred in program CL_HRRCF_CANDIDATE============CM003 line 361
Apart from this we are not getting any dumps/traces in ST22/ST05/ST01.
When we encountered this error for the first time, we executed the report RCF_CREATE_USER in SE38 and the problem was resolved.
We got the error again 2 days back, after that also it got automatically resolved. But, now we are getting this error continuously.
We also tried re-executing the report RCF_CREATE_USER and HRALXSYNC but no use.
The service user (for recruiter) is a reference user from RCF_CAND_INT.
We have also tried giving different roles and authorizations to the user.
SAP_ERC_RECRUITER_CI_4
SAP_RCF_RECRUITER
SAP_ERC_REC_ADMIN_CI_4
SAP_ALL
We are in ECC 6 EHP 6 and we have a standalone EREC system with ERECRUIT 617 SP3.
We are stuck at this point in our EREC project.
Kindly provide your valuable suggestions for this issue.
Thanks in advance!
Regards,
Khushboo

Hello Khushboo,
the message you are getting is a bit misleading as it is the standard behavior of the quick search if the user you are logged in as recruiter does not have a candidate assigned. So the message in SLG1 points into the correct direction.
I am not sure what you are meaning by "the service user (for recruiter)". Although table T77RCF_ROLE allows to specify a reference user for all roles in eRec only the entries for internal and external candidates are actually used. So the authorization assignment for the recruiter specific roles has always to be done directy for each user. A reference user could be overwritten / reset to RCF_CAND_INT by the ALE.
What bothers me a bit is the user name and that you mention RCF_CREATE_USER and HRALXSYNC at the same time. This might be the reason for your issue. Looks like you created a candidate for a user using RCF_CREATE_USER which is later transferred in the ALE from HR Core to eRec. This was not a good idea. RCF_CREATE_USER is only for creating project users when the HR core to eRec and for special users who need a candidate while do not have an employee id in HR core (e.g. WF-BATCH). This is why I always recommend to use non-production user Ids for everyone during project phase. Its been quite a time some of my projects did otherwise and I remember a similar issue with one of the customer admins. Everytime data for the user / employee was send in ALE the candidate / user was messed up.
Getting this fixed was quite troublesome. In the end we had to dump the original candidate. We deleted all records between candidate object, central person, business partner and person object in HRP1001. By that time the customer was still on the old ALE version so today I would also delete all entries in HRP558X infotype tables for the employee. Then I would first try to finger the employee id (e.g. change the name, save, directly change it back, save again ) so it is transferred during the nightly processing of the change pointers and put in the IDoc. If this is not working I would try to transfer it again using PFAL.
Kind Regards
Roman

E-Recruiting 3.0 Installation problems

We're in the process of installing the e-Recruiting add-on in an integrated environment, and we're having problems. Early last week, the BASIS team attempted to load the e-Recruiting add-on into an integrated environment (our Technical Sandbox), in order to prove that there will not be any complications when we load it into our Development system. I noticed that there is a lot of standard delivered configuration data that did not get loaded into the integrated system. For example, most of the tables within the IMG that hold configuration data within the Applicant Tracking area was delivered empty in our client. The data does, however, exist in client 000. Since we obviously can't do a complete client-copy in our integrated system, does anyone have any suggestions of how we can select just the e-Recruiting data? We're thinking of using the following packages, but we're uncertain that if it contains everything in e-Recruiting 3.0:
PAOC_RCF                       Recruitment Factory
PAOC_RCF_BL                    Recruitment Factory: Business Logic
PAOC_RCF_REPORTING             Recruitment Factory: Reporting
PAOC_RCF_TALENT_BL             RCF: Business Logic for the Candidate
PAOC_RCF_TALENT_UI             RCF: User Interface for the Candidate
PAOC_RCF_UI                    Recruitment Factory: User Interface
I've already contacted OSS, but their most recent response was not very helpful:
I would suggest you to read the IMG documentation and to fill the
tables youself or copy the customizing from client 000 step by step.
It turened out that this is the most practicable and most efficient
way to set up the E-Recruiting system. If you have further questions
how to set up your system please inform your SAP consultant.
Does anyone have experience loading e-Recruiting 3.0 onto an integrated system?
Thanks in advance,
Jon

Jon,
When you say integrated, what else is running on the ECC 5.0? Can you provide more information?
There are standard notes for E-Recruitment, which is executed on SAINT as as add-on. The notes, include prerequisites for e-Rec 3.0.
Regards,
James

E-Recruiting - active on both central ECC + Standalone box and integrated?

Hi,
Can someone tell me if the following landscape is possible with E-rec? (we are installing ehp4)
a) Our central ECC system with the E-Rec component activated. Used for internal recruiting.
+
b) A standalone E-Rec box , connected and integrated via ALE to the above central ECC system. Used for external recruiting.
So we now have have E-rec activated on both systems with the standalone one integrated into the ECC6 one where E-rec is also active.
Will we have all the functionality of E-Rec/Talent Mangement availalble in this landscape? Will the manager via the Recruiter business packages and MSS be able to use all functionality seemlesly with all data merged between the systems? Do you think all BI reporting on E-rec will work as it suppose to?
We want to be able to integrate and use the data from both systems as a single unit with standard SAP functionality. We only want to physically seperate where the external and where the internal users log on to.
Thanks

Hello,
My suggestion to you would be to have the ECC server upgraded to EHP4, activate E-Recruiting and have it inside the firewall as the back-end server. Recruiters and Managers accessing through portal will access this system. You will have the other server as the front-end server with E-Recruiting. Candidates will update their information in this front-end server, which will in turn update the back-end server through an RFC. This can be achieved through configuration if you check in SPRO.
There is no such thing as external recruiting or internal recruiting to some extend. What you have is external and internal candidates in the same talent pool. It is when you post to candidates where you can select whether you want internal candidates only to apply or external candidates. The external will not see internal postings and vice-versa when they search for jobs. External candidates will login from the internet while internal candidates will login from the portal. Your candidate's information will be residing in both systems but the backend will be updated through an RFC.
In this case the BI will work as normal. I hope this will help you - but this is my opnion.
Best Regards,

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

How to - E-Recruiting ALE-integration step-by-step (EhP4)

Hi everyone,
Can anyone tell me the step-by-step guideline to perform the ALE initial run from SAP HCM to E-Recruiting using transaction PFAL (RHALEINI)??
We are implementing E-Recruiting stand-alone constellation: separate ECC instance integrated with E-Rec via ALE/RFC, enhancement package 4.
We've done some try-outs in the new version, but we lack the certainty that we've done things right.
Please do not refer to note 997181 since it does not explain the details on how to run the initial load. It explains adequately how to set-up the config and very basically how to run PFAL on page 2 (scen. I2-A) and page 4 (up to rel. 6.03)... But it's not sufficient in my opinion... We've done exactly the same...
So what I'm interested in is the right sequence of runs and the selection screen values.
We also have quite a few SLG1 errors which are unclear. Some suggest as if the processing occurs simultaneously (parallel) and blocks the asynchronous processes... Is there a certain number we should enter in the field "number of objects per process"? It's defaulted on 200...
Can anyone shed some light on the best-practice how to run this transaction?
Many thanks in advance!
Miroslav.

Hi Medic,
hope u r doing good.
Can u pls chk dese links by Roman,They speak alot on HR_ALE_ER issues.
Re: E-Recruitment Technical Structure ( Attn: Roman Weise)
Re: ALE data transfer from E-recruitment to HCM
Re: E-Recruiting- ALE is working for OM data, but not for internal employees
Re: ALE setting DEV / PROD
Re: ALE Linkage error in E Recruitment
Re: E Recruit 603 - ALE
Re: ALE from HR to E-Recruiting on EhP4
Regards
Rohit.S

E-Recruiting: Business partner - Telephone

Hi All,
When ever I create a user in E-Recruiting, by default a BP will be generated. If we go to BP transaction, in Address independent data - telephone number is empty.
So how to update the telephone number in BP?
Please share your ideas.
Thanks,
Anil

Hi,
unfortunately the first given solution will not work for e-recruiting. E-Recruiting uses fields to tag the telephone numbers which are not available in the standard screen configuration of business partner. Furthermore E-Recruiting creates entries in infotype 5110 (table HRP5110) without these entries the data from business partner will not be read. Once this information is in place it is possible to change the number in business partner directly as the not visible fields stay the same.
The standard way of maintaining this information is the e-recruiting application itself. The configuration of available communication channels defines which / how many telephone numbers are available. The e-recruting application shows the fields accordingly.
For internal candidates the new ALE should also allow to transfer telephone numbers from IT 0105 to the business partner. When debugging this coding I saw lines for some subtypes similar as the ones for subtype 0010 email but I have not tried this in real live so far.
Best Regards
Roman

In Vacany requisition-error "Recruiter is missing" appear after all are set

Hi,
When a the Line Manager or Supervisor is trying to complete a VR form in portal it is saying " Recruiter is missing " in. I have checked the Account assignment feature (which is defined correctly) and also the recruiter maintianed for that PSA ( it is also maintianed correclty),even the employee who is occupying the position ( for which the position is going to get vacant) and his IT0001 and his Sueprvisor's everything is correct. But still this error "Recruiter is missing" appears in the form.
Any settings have been missed. Please provide your inputs.
Thanks,
Selva

Hello Selva,
The Recruiter dropdown values are determined as follows:
- In the customizing table EREC_GENERAL, the 'Recruiter Logic Type' must be set to "Manual entry by the Manager".
- The Administrators table (T526) must be configured. The Recruiter User IDs (USRID) are taken from the Administrators
table (T526) where the 'Group' (WERKS) value corresponds to either:
(a) the Administrator Group (TCLAS) value determined by Feature PINCH (default value 'APPL'), or
(b) the Administrator Group (SBMOD) value assigned to the Hiring Manager's Infotype 0001.
- In the E-Recruiting system, the Recruiter User ID must fulfill the prerequisites for a Recruiter user, such as:
(a) It must be assigned to the same pernr as in the HR/MSS system, in the case of a standalone E-Recruiting system.
(b) It must have the correct user profile for a Recruiter.
e.g. SAP_RCF_RECRUITER
(c) It must have a Candidate Object assigned to it.
(d) It must have a valid email address defined.
Regards
Pooja

Recruitment Vs E recruitment

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