Restricting views of search results in E-recruiting

Question

Hello Experts,
I have a requirement in my project to restrict the visibility of search results when users run search queries to look for applications. The system should be masking the applications of the user's reporting managers, directors or VPs when they apply for internal job postings or anyone above the hierarchy level in the Org structure. There is no structural authorization provided in TREX search by SAP. I understand that the talent pool is a global talent pool with all internal and external applications, but I need to cater to this requirement somehow.
Any inputs would be of great help!!!
Thanks
Srini.

Answer 1

Hi srini,
i am not really getting the concept of your requirement.
Candidates cannot see other candidates applications. Managers only see the applications forwarded to them so it is no issue to restrict anything as it would be HR task to controll forwarding candidates but still how often does it happen that a hiring managers superior is applying to a job below the manager as managers usually hire subordinates.
So only recruiters are effected. On centralized recruiting organizations recruiters would not be allowed to see applications of hr manager hierarchy - ok might be an issue, while all other departments are no problem. From my experience this is usually handled outside the system exactly because of the problems implicated by that.
In decentralized hr organizations we have a similar situation like in the managers case. the decentalized recruiter is working for an department so he only handles applications for this department. Employees in higher hierachy levels will probably not apply for the job the recruiter is responsible.
Could you please give some more background information on what you exactly try to achieve, this will probably help to answer your question.
Known points in the e-recruiting application I met in my projects were the listed applications in data overviews for the same candidate. Managers should not see that an internal applicant has applied for several other positions over the time so he treats all applicants equally and managers won't start chatting "hey bro, I saw mr. xy already applied in your department last month, you did not hire him, what's wrong with that guy? is he stealing copy paper?". but this can be easily handled by propper data overview design.
Another difficult issue is the candidate overview were a recruiter can see all applications of a candidate. Here the reason is also equal opportunities for all internal candidates. Trouble here is the difficulty that hiding results in the loss of information which prevents internal overbidding (a candidate who has two offers on two applications in the same company using this to push salary offers). This one is tricky and has to be decided very carefully.
But as you see both cases are dealing with applications of the same candidate not a candidate in general.
So please check if you can give some more details on the requrements.
Best regards
Roman