e-recruitment configuration guide - enterprise...

E-Recruiting Config Guide

E-Recruitment Configuration guide

E-Recruitment Configuration guide 2

E-Recruiting:

E-Recruiting Process:

We can use this business process to map the entire recruitment and talent management process.

This ranges from the first contact with candidates up to hiring a new employee and maintaining

relations with candidates of particular interest.

The process contains functions that ensure an efficient processing of applications using

workflow-supported processes and PDF-supported correspondence. This supports contact

between applicants and our company and maps the entire internal process for recruitment. This

includes the creation of requisitions, the approval procedure, processing correspondence, and

managing the applicants’ data.

The process enables us to identify suitable candidates quickly and to minimize the effort in

filling vacant jobs.

Process Flow


I. Set System Parameters

SPRO SAP E-Recruiting Set System Parameters

We specify the system parameters for XYZ E-Recruiting portal as follows:

Parameters Definition:

CPERS PROLE

Determines the role that is assigned to an SAP Business Partner used in the system as an

employee.

PLOGI PLOGI

Determines which plan version is active.

RECFA AGYRO

Determines the role that is assigned to an SAP Business Partner used in the system as an agency.


RECFA BPCOU / RFCFA BPNAM

Determines the name format rule within SAP E-Recruiting. This rule is then used whenever there

is a reference to the business partner. This also applies for the name format for the candidate

views and for the correspondence.

RECFA BPCOU:

Country for name format rule: The country for the name format rule is used together with the key

for the name format rule to uniquely identify a format rule. Several name formats, each with

different rules, can exist for one country.

RECFA BPNAM:

Name formatting: The name formatting determines the sequential order in which the various

name parts are to be collected to display the name of a person in full form. A name format rule

can be identified on the basis of a country key and a formatting key.

RECFA BRARO

Determines the role that is assigned to an SAP Business Partner used in the system as a branch.

RECFA DATAO

Specifies the technology that the system uses to display the data overviews.

RECFA GARBC

Determines that the Garbage Collector is also called when the candidate selection lists are

displayed on the user interfaces. This reduces the chances of a memory overflow for large

quantities of data. However, this is at the expense of the performance.

RECFA HIHIT

Specifies how high the maximum number of hits can be for all search queries. This setting

overwrites the maximum number of hits specified by the user in the general search settings if it is

higher than the value specified here. The default setting is 500 hits.

RECFA HRQUA Determines how qualifications for employees (in other words, internal candidates) can be

maintained in the SAP E-Recruiting system and how they are included for recruitment or

succession planning purposes.

RECFA HRRFC

SAP E-Recruiting and SAP ECC (SAP ERP Central Component) run on the same instance:

As an RFC connection to the HR system is not required in this case, we enter the value NONE

for the switch.

RECFA HRXI

Determines that the data is not transferred from SAP E-Recruiting using an RFC (Remote

Function Call) connection, but rather using SAP Exchange Infrastructure. Data is transferred

from SAP E-Recruiting according to settings in Set Up Data Transfer for New Employees.


RECFA IMSAV

Determines that when the candidate profile is maintained by the actual (internal/external)

candidate, the entries in a container are implicitly saved when navigating in the container.

RECFA INDCO

Specifies in what way users can customize letters (Smart Form templates) for correspondence

activities.

II. Set up Communication Interface

Here, we set up our mail server, the port number, and the address area to which we want

to send our e-mails.


III. User Administration:

a.) Create User Profiles

We make use of the following user roles that are required for XYZ E-Recruiting. The user roles

contain the authorization profiles for the users.

The following user roles are defined :

SAP_RCF_EXTERNAL_CANDIDATE (External Candidate)

Intended for external candidates.

SAP_RCF_INTERNAL_CANDIDATE (Internal Candidate)

Intended for internal candidates, that is, employees of XYZ.

SAP_RCF_RECRUITER (Recruiter)

Intended for recruiters at XYZ.

SAP_RCF_RESTRICTED_RECRUITER (Restricted Recruiter)

Intended for recruiters who are not allowed to release requisitions and job postings at

XYZ.

SAP_RCF_BUSINESS_ADMINISTRATOR (Administrator)

Intended for the administrator of the E-Recruiting application at XYZ.

SAP_RCF_UNREGISTERED_CANDIDATE (Unregistered Candidate: Service User)

Intended for the service user that enables candidates who have not yet registered to access

the general services.

SAP_RCF_CONTENT_SERVER (Search Engine Access)

Intended for the communication user. This user enables you to access the search engine.

SAP_RCF_REQUISITION_REQUESTER (Requester)

Intended for the person who creates a requisition request within SAP E-Recruiting. The

requester is a manager, for example, who creates requisitions and forwards them to

recruiters for release at XYZ.


SAP_RCF_MANAGER

Intended for the manager who requests a requisition via a Manager Self-Service (MSS)

application. If a user obtains approval for a requisition request, the corresponding

requisition is created in the E-Recruiting system and the manager is assigned to the

associated support team in the E-Recruiting role of Manager. This is linked to the

SAP_RCF_MANAGER user role via the RCF_MANAGER reference user.

b.) Special Users

Create Special Users

We create special users that are required for various services in E-Recruiting.

Reference Users

We create reference users to simplify authorization maintenance for users. To do so, you assign

various roles to each reference user. When you then assign a reference user to a user, this user

inherits all role attributes (authorization profiles) of the reference user.

Reference user created at XYZ:

RCF_ADMIN E-recruiting ADMINISTRATOR

RCF_RECRUIT E-Recruting RECRUITER

RCF_REQUEST E-Recruiting REQUISITION REQUESTOR

RCF_MANAGER E-Reruiting/MSS MANAGER

RCF_CAND_EXT E-Recruiting EXTERNAL CANDIDATE

RCF_CAND_INT E-Recruitng INTERNAL CANDIDATE

RCF_RES_REC E-Recruiting RESTRICTED RECRUITER

These Refecrnce users are assigned to the respective SAP users who are in the respective roles of

E-recruitment. For E.g:

The SAP user A-SLAXMAN is an Internal candiate(Employee) of XYZ, This user should be

assigned the role of Internal candidate and it is done by assigning the corressponding Reference

user RCF_CAND_INT to A-SLAXMAN where as the actual role of Internal candidate

SAP_RCF_INTERNAL_CANDIDATE as follows: (Similar procedure follwos for all other E-

recruitnig roles)


Referecne user RCF_CAND_INT:


Communication Users

To enable documents of the document area to be accessed, create a user that is assigned to the

service contentserver. This user is a purely technical user that is only required for

communication with the Web Application Server.

Communication User created at XYZ:

Uid: MDB_CS. Of type Communication Data

This user id assigned to the service CONTENTSERVER in SICF.


Assignig MDB_CS to CONTENT SERVER in SICF.

Double click on ‘contentserver’ and assign Logon details in Logon Data.


Service Users

Some scenarios are accessible to registered users only, others are also accessible to unregistered

users (registration, job postings, direct application). To enable an unregistered user to use these

services, we must assign a service user to these services.

We can then assign the service user to the services required by the service user in SICF.

Serivce users created:

SRV_UNREG_CD Service user for External Unregistered candidate


List of services in SICF to which this Service user SRV_UNREG_CD is assigned.

Services to which a Service User must be assigned:

Before one of the following services can be used by non registered users, it must be assigned to a

service user:

hrrcf_apply_ext: Apply with Reference Code (Non Registered Candidate)

hrrcf_cand_reg: External Candidate, Registration

hrrcf_unrg_srch: Non Registered Candidate, Job Search

hrrcf_search: General Search Application

hrrcf_unrg_appl: Non Registered Candidate, Application Wizard

hrrcf_pinst_pbl: Posting Instance Publication Internal / External

hrrcf_pinstappl: Posting Instance Publication Internal / External branches to the

application wizard

hrrcf_password: Administration of User Passwords

hrrcf_ee_srch: Search for Internal Postings (without first logging on to the

system)

hrrcf_ee_awzd: Application Wizard (Entry) (application wizard is called after a

successful search for internal postings)

For E.g:

The Service for Unregistered candidate job search hrrcf_unrg_srch is assigned with the service

user SRV_UNREG_CD as shown as follwos:


IV. Define Roles in E-recruiting


We define the roles that should be available in E-Recruiting and assign the reference user, which

we created in user maintenance, to each role.

Roles have the following relevance:

Roles enable us to ensure that the individual users have the right authorization profiles.

The reference user incorporates user roles which, in turn, contain the authorization

profiles. When you create a new user, you can assign it an E-Recruiting role. The new

user inherits the authorization profiles of the reference user assigned to this role.

Roles are also used in the context of support teams. Support teams are responsible for the

various requisitions and applications. The individual members of the support team are

assigned one of the roles we define here to specify their function in the team.

The Significance of Roles When Creating Users:

External candidates are assigned a user when they register. The user refers to the

reference user that is assigned to the role Candidate (External).

Note

A user refers to one reference user only. If we want to assign more authorization profiles

to the user, we must manually assign other user roles to the user.

V. Business Partner for E-recruiting

E-recruiting uses SAP Business Partner for both the personal data of all persons involved (such

as candidates and employees) and for the addresses of the various branches of the organization.

We depict persons and organizational units as business partners with HR master data and

organizational data. Therefore, we need to integrate HR master data and HR organizational data

(object types CP, P, and O) with business partner data (object type BP).

Business Partners in E-recruitment ae created using the report HRALXSYNC. Requirements to

use the report are the activation of the integration for buisness partner as per sap note 550055.

We have to switch on the following keys in table T77S0 with SM30:

Group Sem. ID

HRALX HRAC to 'X' for global HR-Integration.

HRALX OBPON to "ON" for activating the integration between organization

object and business partner.

HRALX PBPHR to "ON" for activating the integration between HR system

employees (Object type P) with business partner in

the Employee Role.


If this settings are made, the system creates business partners in the “Employee” role for all

newly created employees. Changes made to HR employee data are transferred to the relevant

business partner.

Object Synchronization and Repair (HRALXSYNC):

Report HRALXSYNC enables us to create business partners for HR employee data that already

exists in the system. We use this function to run a consistency check for the integration of HR

master data and organizational data with business partner data. If the business partner data is

incomplete, we can also synchronize data.

Define number ranges for business partners:

We define number ranges for business partners.The defined number ranges are assigned to

groupings that we define in the Define groupings and assign number ranges activity.

T.code : BUCF

SAPEVENT:DOCU_LINK/DS:GLOS.number%20range

SAPEVENT:DOCU_LINK/DS:SIMG._CABP_V_TB001


Maintain groupings for Business Partners:

VI. Search Engine

To be finished once TREX and content servers are up and running.

Communication with the Search Engine TREX:

SAP E-Recruiting uses SAP’s own search engine Search and Classification (TREX) as one of its

search engines.

Communication between SAP E-Recruiting and TREX is handled using an RFC connection.

The application uses SAP Gateway to send search and index queries to the RFC server along this

connection. The RFC server routes these queries to the TREX server and then returns the answer

to the application.

In addition to the RFC connection, communication between TREX and SAP E-Recruiting

requires a Search Server Relation (SSR). Among other data, the Search Server Relation contains

information about the TREX search engine used in the application. The SSR is a prerequisite for

the generation of an index category.

An index category is a logical unit for identical sets of documents. Document information, such

as author or language, is stored there for indexing. The index category is assigned to exactly one

SSR and one search engine. When the index category is created, language-dependent indices are


created on the TREX side that contain information about the indexed documents in the relevant

language.

Communication Between SAP E-Recruiting and TREX

Document Storage:

The documents themselves are stored and managed in the Knowledge Provider (KPro). KPro is

a service of Web Application Server (Web AS) that provides interfaces for accessing the search

engine TREX, and thus enables TREX to be implemented in SAP E-Recruiting.

Since KPro can be used by multiple applications, SAP E-Recruiting documents must be

distinguishable from the documents of other applications. This is achieved using document

spaces. SAP E-Recruiting uses the document space HR_KW.

In addition to being assigned to the document space HR_KW, documents are assigned to a

document class. The document class specifies the type of information contained in a document,

or the purpose of the document. All applications (including SAP E-Recruiting) that use an HR

object as a key attribute use the document class HR_DOC.

Customizing of the Search in SAP E-Recruiting:

Customizing of the Search Engine:


Technical Settings → Search Engine

Set Up Search Engine for E-Recruiting:

SAP E-Recruiting uses the current version of Search and Classification (TREX) as the search

engine. To be able to use the search functions for candidate data, job postings, and so on, we

have to install Retrieval and Classification and the PHYTON enhancement XML Attribute

Extractor. We install the search engine in the configuration for a non-portal environment

connected to the Web Application Server used.

Check Settings:

We can check the functions of the search engine. A prerequisite for checking the functions is the

corresponding data in the system, such as uploaded documents, for example.

Set Up Access to Documents

We set up the access to the Content Server service of the SAP E-Recruiting system. This

enables access to the documents of the document area HR_KW (Document Repository for HR

Objects) within Knowledge Provider (KPro). The system stores attachments, search profiles,

and so on in this document storage.

Activate Indexing

We activate the document area HR_KW (Document Repository for HR Objects) for indexing

and classifying the documents stored there. The indexing is necessary for the search engine to be

able to search in search profiles and attachments.

VII. Workflow activites

Workflow settings required to adapt the SAP tasks and SAP workflows are made. Importantly,

we use eight workflow scenarios that are very much required in XYZ E-recruitment.


Possible agents must be specified for each task in order to clearly define the organizational

responsibility for processing.

Possible Agents:

A User who is authorized organizationally to start a task and execute the relevant work item. The

possible agents are not usually expressed with a full list of all user names, but with rganizational

units, positions, and jobs. The possible agents of a task are specified in the task definition.

Without possible agents, a task cannot be executed or started in dialog.

Tasks:

A single-step task for use in workflow definitions. We can execute methods of business object

types in standard tasks. The following apply to standard tasks:

Object type TS in Organizational Management

Cross client

Unrestricted validity period

Any plan version

Events:

An occurrence of a change of state in an object, which is published throughout the system.

An event is an object type component. The list of possible events is defined with the relevant

object type in the Business Object Builder. This list can be extended according to customer

requirements using the delegation concept. The actual creation of the events added must be

catered for. Events can start, terminate or continue tasks and workflows. Examples of events are:

Candidate Registered, Requisition Approved etc.

Workflows can only be started in dialog by their possible agents. If a scenario requires that the

relevant workflow be started in dialog, this workflow must be assigned to its possible agents.

A task or workflow can be started as a reaction to events created by the application functionality.

For this, specific events are declared as triggering events for the task or workflow. We activate

this linkage between triggering event and task or workflow if we have to create the linkage

between event and task or workflow. For this, automatic Workflow Customizing should be

completed.

E-Recruitng Workflow system Prerequisities:

In the E-Recruiting system, the event receivers of workflow events are started directly. This can

lead to a high system load if there are a large number of events. Events for defined event linkage

can therefore be written to the event queue.

SAPEVENT:DOCU_LINK/DS:GLOS.3526B144AFAB52B9E10000009B38F974

SAPEVENT:DOCU_LINK/DS:GLOS.3526B0C7AFAB52B9E10000009B38F974


We have to put the events from E-Recruiting in the queue. The type linkage of the E-Recruiting

events should be checked. These are all linked to object types that begin with 'ERC_'.

Assigning possible agents to tasks and workflows.

Activation of triggering events for tasks and workflows.

To ensure workflows are triggering mails/notifiacation to respective users. Web services in

Workflows

User WF-BATCH

To be able to use the workflow functions, a system user (for example, WF-BATCH) should be

created in the system. A candidate must also be assigned to this user.

Create a candidate for the user (for example, WF-BATCH). Use report RCF_CREATE_USER to

do so. Create an e-mail address at the same time with this report. Then update the printer and

authorization profile, in particular the authorization to change the status of E-Recruiting objects

(P_RCF_STAT). SAP Note 746709 (Information About Workflow in E-Recruiting).

Task Filter Definition:

Define the filter used to determine which work items are waiting for approval of a status change

to a requisition or a job posting. We do so by defining as a filter the standard tasks for the

corresponding external Web services. These work items then appear, for example, in the

Recruiter's list of open approvals. The standard task we use as filter must exist in the system.

Settings

The standard task TS51807979 for external Web services is defined for the approval process.

T77RCF_WI_FILTER

Define External Services for Workflow:

Define the Web services that are included in the workflows as approval forms.


Table:SWLWPS

Table: SWLWPSSIG

E-recruitng WORKFLOWS Activation details:

Standard workflow templates for E-Recruitment:

1.) Set Up Approval Process for Requisition (Workflow) WS51800008


2.) Set Up Approval Process for Job Posting (Workflow) WS51800010

3.) Assign Requested Replacement Password (Workflow) WS51900003

4.) Workflow After Candidate's Request to Delete Registration WS51900006

5.) Workflow After Creating E-Recruiting Objects WS51900008

6.) Workflow After Status Changes to E-Recruiting Objects WS51900005

7.) Workflow After Data Entry Error WS51800042

8.) Workflow After Creating Activities WS51900009

Prerequisites: The following environments are to be maintained in transaction SWU3 Automatic workflow

customizing. All the tasks turn to GREEN after maintainance.

Maintain Runtime Environment

Maintain Definition Environment


Maintain Additional Settings and Services

Classify Tasks as General

Guided Procedures

Maintain Transaction SWFVISU for task:

The system reads the data in the SWFVISU transaction (Task Visualization) to control

communication with the Web applications. The SWFVISU transaction lists all of the Web

applications called by the work item for all tasks


The Task TS51807979 is used in the approval processes workflows,

Set Up Approval Process for Requisition (Workflow) WS51800008

Set Up Approval Process for Job Posting (Workflow) WS51800010

Set Up Approval Process for Requisition (Workflow) WS51800008:


Activation of WS51800008 workflow:

Set Up Approval Process for Job Posting (Workflow) WS51800010:


Activation of WS51800010 workflow:

Activating the workflows in E-recruiting:

1.) Set Up Approval Process for Requisition (Workflow)


WS51800008 Approval Process for ERC Requisition

2.) Set Up Approval Process for Job Posting (Workflow)

WS51800010 Approval Process for ERC Posting

3.) Assign Requested Replacement Password (Workflow)

WS51900003 Task Group - Assign New Password


4.) Workflow After Candidate's Request to Delete Registration

WS51900006 Task Group - Delete Registration

5.) Workflow After Creating E-Recruiting Objects

WS51900008 Task Group - Create Object

6.) Workflow After Status Changes to E-Recruiting Objects

WS51900005 Task Group - Status Change


7.) Workflow After Creating Activities

WS51900009 Task Group - Create Activity

8.) Workflow After Data Entry Error

WS51800042 Correct Data Entry Error

Workflows in MSS (Manager Self-Services)for E-Recruiting:

This workflow template is used when processing eRecruiting Requisition Forms like the Simple

Requisition and Extended Requisition Request creation from MSS. It is started when a

user(usually the manager) generating the candidate requisition request. This template supports


the processing of this request with an approval step completed by both the Superior Manager and

a Recruitment Officer.

Prerequisite is that the workflow template is assigned to the corresponding requisition request

scenario.

Simple Requisition Request creation:

Activation of WS12200021 Process Requisition Request

Extended Requsition request creation:

Activation of WS12200022 Process Requisition Request

VIII. Periodic Services

To be finished once TREX and content servers are up and running.

IX. SAP Web Application Server


Determine E-Recruiting Services that are to be used:

Here, we activate the services we want to use in E-Recruiting. We assign a Service User to

services that are used by non registered users. The Web Services of E-Recruiting are HTTP

services of the Web Application Server. All of the service names start with the prefix HRRCF.

Services on Start Pages

Some services are provided on start pages by assigning applications, which are called using

links, to the start pages.

Start Page Name Application Calling

0001 Employee HRRCF_START_INT

0002 External Candidate HRRCF_START_EXT

0003 Recruiter HRRCF_START_INT

0004 Administrator HRRCF_START_INT

0005 Requesting Person HRRCF_START_INT

0006 Succession Planner HRRCF_START_INT

The following start pages, are suitable as direct points of access for the user.

Employee Start Page

On this start page, internal candidates can update their profiles, and search for and apply directly

for internal job postings.

The following services are linked to this start page:

Application Application Name Assigned Service

PROFILE_BUILDER Profile HRRCF_PROFILE

DATAOVERVIEW_CAND Candidate Data Overview HRRCF_PROFILE

PROFILE_RELEASE Release of Profile HRRCF_PROFILE

APPLY_DIRECTLY Apply Direct HRRCF_APPLY

SEARCH_JOBS Job Search HRRCF_REG_SRCH

FAVORITES Favorites HRRCF_REG_SRCH

APPLICATIONS Applications (Candidate) HRRCF_APPL_HIST

PERSONAL_SETTINGS Personal Settings HRRCF_PERS_SETT

External Candidate Start Page

On this start page, external candidates can update their profiles, and search for and apply directly

for job postings.




PROFILE_BUILDER Profile HRRCF_PROFILE

DATAOVERVIEW_CANDIDATE Candidate Data Overview HRRCF_PROFILE

PROFILE_RELEASE Release of Profile HRRCF_PROFILE

CHANGE_INTEREST_GROUP Change Interest Group HRRCF_PROFILE

DEREGISTRATION Deregistration HRRCF_CAND_DRG

APPLY_DIRECTLY Apply Direct HRRCF_APPLY

SEARCH_EXT Job Search HRRCF_REG_SRCH

FAVORITES Favorites HRRCF_REG_SRCH

APPLICATIONS Applications (Candidate) HRRCF_APPL_HIST

PERSONAL_DATA Personal Data HRRCF_PERS_DATA

CONTACT_DATA Contact Data HRRCF_CONT_DATA


CHANGE_ALIAS Change User Name HRRCF_PERS_SETT

Recruiter Start Page

On this start page, the recruiter can process all recruitment tasks, including Requisition

Management and Applicant Tracking activities.



TRM_SEARCH Talent Relationship Management HRRCF_TRM_SRCH

REQ_MNT_LST Requisition List HRRCF_REQ_LST

APPROVALS Approvals HRRCF_WITEM_LST

REQ_CDCY_LST Candidate Shortlist HRRCF_REQ_LST

CAND_SRCH Candidate Information HRRCF_CAND_SRCH

APPL_NEW List of Applications (Recruiter) HRRCF_APPL_NEW

APP_E_INT Application Entry (Internal) HRRCF_APP_E_INT

APP_E_EXT Application Entry (External) HRRCF_APP_E_EXT

CORRESPONDENCE Correspondence HRRCF_MPROC_COR

REPORTING Reporting HRRCF_QUERY

QUESTIONAIRES Questionnaires HRRCF_QA_TPLBLD

QUESTIONS Questions HRRCF_QA_QSTBLD

PROCESS_TEMPL Process Templates HRRCF_RPACT_LST


SEARCH_CAND Talent Relationship Management HRRCF_TRM_SRCH

TG_ASSGN_LST Talent Groups: Assignments HRRCF_ TG_LST

REC_WORK_LIST My Planned Activities HRRCF_REC_WLIST

DASHBOARD Dashboard HRRCF_DASHBOARD


Administrator Start Page

On this start page, administrators can perform various administrative tasks. For example, they

can create users, maintain the organizational structure, delete candidates and requisitions, and

create application groups.



USER_MNT User Maintenance HRRCF_USER_MNT

CANDIDATE_DELETE Delete External Candidates HRRCF_CAND_DEL

CANDIDATE_DEREGISTER Deregister External Candidates HRRCF_CAND_DER

REQUISITION_MRD_MNT Extend Retention Period HRRCF_REQUI_MRD

REQUISITION_DELETE Delete Requisitions HRRCF_REQUI_DEL

COMPANY Maintain Enterprise HRRCF_COMPANY

BRANCH Maintain Branch HRRCF_BRNCH_LST

APPL_GRP_MNT Maintain Application Groups HRRCF_APPL_GRPL

CAND_SRCH_AUDIT_TRAIL Candidate Information (Audit Trail) HRRCF_CAND_SRCH


TG_MNT_LST Maintain Talent Groups HRRCF_TG_LST

REC_TEAM_ADJUST Maintain Support Team HRRCF_RTEAM_ADJ

AGENCY_MNT Maintain Agencies HRRCF_AGENCY

Requesting Person Start Page

On this start page, third parties can create and forward draft requisitions to recruiters, and answer

candidates' queries.



REQL_TPI Requisition Maintenance (Manager

Involvement) HRRCF_TPI_REQL

DECL_TPI Decision List (Manager Involvement) HRRCF_TPI_SHTL

PERSONAL_SETTINGS Personal Settings HRRCF_PERS_SET

Service for Logon to the Web Application Server

In addition to the services that are available on the start pages, E-Recruiting uses the service

SYSTEM to log on to the Web Application Server.

The following services under Activate HTTP Services are to be activated:

All services with the prefix HRRCF

Service SYSTEM

SAPEVENT:DOCU_LINK/DS:SIMG.RR_SICF_DOKU


All services under these nodes: SAP/PUBLIC/BSP/SAP/PUBLIC and

SAP/BC/BSP/SAP/PUBLIC

RCF_GENERATE_URLS program:

Generate the relevant URLs before we can call the services in E-Recruiting using the program

RCF_GENERATE_URLS (Structure of URL for Web services). This program creates all URLs

using the server, port, path to the application, and the application. We use URLs created in this

way to call the E-Recruiting services by calling them through an Internet Browser.


Use these URLs in Internet Browsers to open the services.


Necessisity of HTTPS:

To keep certain E-recruitng services in Public domain.

High Level Security.

Set up SSL on the Web Application Server ABAP.

SAP Note: 510007

T.code: SMICM

Changing the Security Requirement to SSL from Standard:

Example of a service to which Service user () is assigned:


Double click on hrrcf_apply_ext, change into Edit mode and under the tab LOGON DATA, assign the service user

SRV_UNREG_CD (Pwd: xyz123) , Security Requirement is SSL Radio button and Authentication is SAP Standard User radio button.

Prerequisites:


Service User SRV_UNREG_CD:

User Type : Service

A service user of type service should have been created in Su01 with certain roles and profiles.

Roles: SAP_RCF_UNREGISTERED_CANDIDATE for Service user

For Security Requirements (SSL) in the above scenario:


The SAP system should have HTTPS profile in SMICM t.code

X. Reporting

Make all required settings for adapting SAP queries in the SAP E-Recruiting system and creating

new queries.

InfoSets for the areas of 'Applicant Tracking' and 'Requisition Management' (maintenance in

transaction SQ02), namely ERC_APPLICANT_MGMNT, ERC_APPLICATION_MGMNT, and

ERC_REQUISITION_MGMNT.

Two InfoSets are provided for 'Equal Employment Opportunities' (the evaluation of EEO data),

namely ERC_EEO and ERC_EEO_2003.

The InfoSets deal with different subject areas within E-Recruiting and gather data using various

objects. We can use the InfoSets as templates for creating our own InfoSets. The InfoSets are

also used as a basis for some delivered sample queries with differing numbers of query variants.

We use the user group, query, and query variant in a hierarchy to structure the E-Recruiting

queries, as we differentiate between the queries on the user interface based on these three terms.

Assign the queries to the users using Role Maintenance (transaction PFCG); on the

'Personalization' tab page, you can assign a user group to the relevant role.

Assign Query user groups to Roles:

Under PFCG, for the e-recruiting role SAP_RCF_RECRUITER, confirm the assignment of

user group ERC_RECR to the SAP Query.


Assign Default value for Dispatch of Query lists:

At present, there is no integration with Crystal reports.

XI. SAP ERP ECC Integration

Integration with SAP Organizational Management


Specify what data is to be synchronized in the context of the integration between Organizational

Management and E-Recruiting. This activity is needed when we run SAP ECC (SAP ERP

Central Component), Human Resources Extension (EA-HR) with the SAP E-Recruiting Add-On.

In Organizational Management, this data is assigned to the PD objects organizational unit (object

type O), position (object type S), and job (object type C), and stored in the PD infotypes.

Extractors collect the data into integration units. We can integrate individual integration units

and synchronize only the data we require. We can also define our own integration units and fill

them using extractors.

The following integration units are integrated in the system:

Int. Unit Name OT Extractor Class

100 Description O CL_HRRCF_OIX_DESCRIPTION

101 Account Assignment Features O CL_HRRCF_OIX_ACCOUNTING

102 Tasks O CL_HRRCF_OIX_TASKS

103 Working Time O CL_HRRCF_OIX_WORKINGTIME

200 Description S CL_HRRCF_OIX_DESCRIPTION

201 Account Assignment Features S CL_HRRCF_OIX_ACCOUNTING

202 Employee Group and Subgroup S CL_HRRCF_OIX_EEGROUP

203 Requirements S CL_HRRCF_OIX_REQUIREMENTS

204 Tasks S CL_HRRCF_OIX_TASKS

205 Working Time S CL_HRRCF_OIX_WORKINGTIME

206 Holder S CL_HRRCF_OIX_HOLDERS

207 Vacancy S

300 Description C CL_HRRCF_OIX_DESCRIPTION

301 Requirements C CL_HRRCF_OIX_REQUIREMENTS

302 Tasks C CL_HRRCF_OIX_TASKS

Set up Integration with SAP Organization Management:

V_T77RCF_OIUNIT


SAP ECC and SAP E-recruitment runs on the same Instance:

The HR system is the main system for the following employee data. The data of an employee is

processed using Personnel Management (personnel actions, master data). Changes to the data in

the following infotypes are then reconciled with SAP E-Recruiting.

Actions (0000)

Organizational Assignment (0001)

Personal Data (0002)

Addresses (0006)

Communication (0105)

Qualifications (1001, subtype 032)

Synchronous Reconciliation of Data between HR Master Data and E-Recruiting Data

The data reconciliation between HR master data and SAP E-Recruiting in the system has

changed from asynchronous to synchronous.


The data is reconciled synchronously using the BAdI implementation (BAdI = HRSYNC_P,

BAdI implementation = CONV_HR_DATA_TO_EREC (Conversion of Employee's HR Data in

E-Recruiting)). The BAdI implementation is delivered as inactive in the standard system.

Activate the BAdI implementation using the transaction SE18 (BAdI Builder).

The Qualifications data is reconciled synchronously using the BAdI implementation (BAdI =

HRBAS00INFTY, BAdI implementation = HRRCF00_STORE_HRQUAL, (Updating of HR

Qualifications in E-Recruiting Infotype 5105)). The BAdI implementation is activated.

With the synchronization, the data is written automatically to SAP E-Recruiting after changes

have been made using HR standard transactions (for example, PA30, PA40, maintaining the

qualification profile).

XII. User Interface:

To model a interactive user interface for the users of E-recruiting.

Assign Parameters to Paramenter Types: Here, assign parameters to the interface parameter types for each scenario.


Settings for User Interface using Business Server Pages (BSP)

T77RCF_UI_PARAM

Contd..


Parameter Types to be assigned to BSP Applications:

The following parameter types are available:

Always specify the technical names of BSP applications in lowercase letters.

BSP Application

Parameter Type Description Scenarios

hrrcf_appl_hist APPL_POL_EXT URL Application Guidelines for External Candidates

Talent Warehouse

hrrcf_appl_hist APPL_POL_INT URL Application Guidelines for Employees

Talent Warehouse

hrrcf_cand_reg PRIV_EXT URL Data Privacy Statement Talent Warehouse

hrrcf_cdcy_proc MAX_VISIBLE_ITEMS Maximum Number of Visible Tab Pages

Applicant Tracking

hrrcf_cdcy_proc VISIBLE_ROWS Rows in List of Assignments for Requisition

Applicant Tracking

hrscp_cdcy_proc MAX_VISIBLE_ITEMS Maximum Number of Visible Tab Pages

Applicant Tracking/Succession Planning

hrscp_cdcy_proc VISIBLE_ROWS Rows in List of Assignments for Requisition

Applicant Tracking/Succession Planning

hrrcf_searchhelp REFCODE_CUR_PUBL Current Publications Only Reference Code Search (Recruiter)

hrrcf_searchhelp REFCODE_LINES_HITLIST Rows in the Hit List Reference Code Search (Recruiter)

hrrcf_qa_screen MAX_RDB Number of Responses with Radio Buttons

Questionnaire

hrrcf_qa_screen HIDE_NO_ENTRY_RDB Suppress No Entry Radio Button Questionnaire

hrrcf_qa_pview HIDE_NO_ENTRY_RDB Suppress No Entry Radio Button Questionnaire

hrrcf_tpi_reql ENABLE_COPY_POSTINGS Copy Job Postings with Requisitions Requisition Maintenance (Requester)

hrrcf_search UNICODE_CHKS_IN_SRCH Language-Independent Search in Non-Unicode System

Search

hrrcf_act_proc BUTTON_REFRESH Display Refresh Pushbutton for Activity Lists

Applicant Tracking

Displaying Forms in HTML or PDF Format

We display the forms in PDF format (Adobe Portable Document Format). To do this, assign the

parameter type DISPLAY_PDF in table T77RCF_UI_PARAM to the BSP applications that

display a form. If the parameter is set, the form is displayed in PDF format.

The parameter type DISPLAY_PDF is assigned to the following BSP applications and is active

(form display in PDF format):

BSP Application Parameter Type Standard Form Data Overview

hrrcf_appl_dovr DISPLAY_PDF HRRCF_DATA_SUMMARY_APPLICATION Application

hrrcf_cand_dovr DISPLAY_PDF HRRCF_CANDIDATE_PREVIEW Candidate

hrrcf_cdcy_dovr DISPLAY_PDF HRRCF_DATA_SUMMARY_CANDIDACY Candidacy

hrrcf_req_dovr DISPLAY_PDF HRRCF_DATA_SUMMARY_REQUISITION Requisition

HRRCF_DATA_SUMMARY_POSTING Job Posting

HRRCF_DATA_SUMMARY_POST_INST Posting Instance

hrrcf_pinst_pbl DISPLAY_PDF HRRCF_PUBLICATION_EXT External Job Posting


HRRCF_PUBLICATION_INT Internal Job Posting

hrrcf_dec_dovr DISPLAY_PDF HRRCF_DECISION_OVERVIEW Decision Process

hrrcf_wiza_dovr DISPLAY_PDF HRRCF_APPL_WIZA_PREVIEW Candidate from Application Wizard

hrrcf_tg_dovr DISPLAY_PDF HRRCF_DATA_SUMMARY_TG Talent Group

hrrcf_rpact_ovr DISPLAY_PDF HRRCF_DATA_SUMMARY_RC_PLAN Process Template

Replacing Standard Forms with Customer-Specific Forms

1. In the SAP Form Builder (transaction SMARTFORMS), copy the relevant standard

form to a customer-specific form. Refer to the tables mentioned above for the names of

the possible copy templates.

2. Adjust the layout of the copied form to suit our requirements. The data that can be

output in this form is specified on the form interface.

3. In table T77RCF_UI_PARAM, create a new entry for the relevant combination of BSP

application and parameter type and assign the name of our customer-specific form as the

parameter. Refer to the tables above to find out what combinations of BSP application

and parameter type are recommended.

The system uses our customer-specific form to display a job posting or a data overview.

XIII. Dash Board

Dashboard is an application of SAP E-Recruiting that provides the user with an up-to-date,

customized overview of the topics relevant to the user and at the same time provides the

necessary functions for processing.

The user uses the dashboard to obtain an overview of his or her task area without having to

gather this information from various user interfaces. The dashboard provides the information in

the form of worklists that consist of tables with the current work items. The user uses the

functions that are provided for a worklist to trigger the relevant activities for the entries in the

worklist.

The user calls the dashboard via a link on his or her start page (Personal Pages).

Dashboard Configuration:

Define Index groups for worklists


Define Selection Profiles for Worklists:


Assign Values to Selection profiles for worklists:

For Application Area 01 (APPLICATIONS)


For Application Area 02 (CANDIDATES):

For Application Area 04 (PUBLICATIONS):

For Application Area 11(SIMPLE ACTIVITES)


For Application Area 19 (CONFIRMATION ACTIVITIES):

Define output profiles for Worklists:

For APPLICATIONS:


For CANDIDATES:


For PUBLICATIONS:

For SIMPLE ACTIVITIES:


For CONFIRMATION ACTIVITES:

Activate Links of Fields in Output Profiles to Objects:


Define Function profiles for Workslists:

For APPLICATIONS:

For CANDIDATES:


For PUBLICATIONS:

For CONFIRMARTION ACTIVITIES:

Define Worklists:

For APPLICATIONS:


For CANDIDATES:

For PUBLICATIONS:


FOR SIMPLE ACTIVITES:

For CONFIRMATION ACTIVITIES:


XIV. Basic Settings

Determine Languages Available:


XV. Enterprise Structure

We define the individual independent companies in our business combination. We can

differentiate our application processes on the basis of the companies. Candidates can use

companies, for example, as a search criterion in the search for jobs and thus, find out about job

postings in a particular company.

a.) Define Business partner role for branches:

Define the business partner role that we must use in SAP E-Recruiting to create branches.


b.) Deifne and assign Branches to companies:

Maintain Branches:


Assignment of Branches to Compnaies:

XVI. Attachment Types

Define the attachment types that are available in E-Recruiting.

T77RCF_ATTTYPE


Determine use of attachment types:

For each of the 6 objects, we define the use of related attachment types.

For CANDIDATE (NA) object,

V_7RCF_ATTTYPE_U


For REQUISITION (NB) object:

For APPLICATION (ND) object:


For CANDIDACY (NE) object:

For TALENT GROUP (NF) object:

BadI to be implemented for uploading documents:


HRRCF_DOC_UPLOAD

Virus scan when uploading documents:

VSCAN_PROF

Identify attachment type as RESUME:

V77RCF_ATTTYPE_U

XVII. Status Reasons


XVIII. Define Status Reasons:

Define the status reasons to be used in E-Recruiting. Users assign status reasons to an object

when they make a status change. Status reasons describe why a certain status is set.

T77RCF_RSN_CODE

Contd…


Assign Status reasons to Statuses for Recruitment:

Assign the possible status reasons to the statuses of objects that you use in the Recruitment

subarea. When the user is changing a status, he or she can assign one of these status reasons and

in this way, document why the status was changed.

.


For REQUISITION (NB) object:

VV77RCF_RCD2STAT

For JOB POSTING (NC) object:


For APPLICATION (ND) object:

For CANDIDACY (NE) object:

BadI : Log Search Query


Activated this BadI.

Use the BAdI HRRCF00_QUERY_LOG to log the search queries for specific requisitions of

SAP E-Recruiting.

XIX. RECRUITMENT

SPROSAP E-recruiting Recruitment Talent Warehouse


A.) Qualifications:


E-recruitment Qualifications requirements:

The Qualifications catalog should be maintained in SAP HR so as to integrate with E-Recruiitng

to use in Application Wizards for candidates while filling out their profiles.

T.code: OOQA to maintain Qualifications catalog in SAP HR.

Define Views of Qualifications Catalog:

B.) Work Experience/Desired Employment:


B.a.) Define Hierarchy Levels:

Define the hierarchy levels that exist in our company. The hierarchy levels represent the pecking

order in our company with relation to professional capabilities and management responsibility.

T77RCF_HIER

B.b.) Define Work Contract Types:

Define the different categories of work contracts that our company has with its employees. The

work contract type is part of the terms of employment that apply to a job.

T77RCF_CONTTY

B.c.) Define Industries:


Define the industries that are relevant for our recruitment process. This should include industries

that exist in our company and industries in which a candidate could have gained work

experience.

T77RCF_INDU

B.d.) Define Functional Areas:

Define the task areas in our company that contribute to the achievement of the corporate goal.


T77RCF_FUNC

Contd…


B.e.) Define Employment Fractions:


Define the employment fractions that exist in our company. In the process, we specify the limit

for the number of working hours per week as of which a certain employment fraction exists.

T77RCF_WORKTI

B.f.1.) Salary Ranges:

Determine the currencies for salary ranges:

Determine the currencies for the salary ranges. These are the currencies in which the payment

information can be specified for the job and salary expectations.

Also determine the reference currency. The reference currency enables us to compare the

payment information of a requisition with the salary expectations of the candidates even if they

have been specified in different currencies.

V_T77RCF_SAL_CUR

B.f.2.) Define Salary Ranges:


Determine the salary ranges for the payment information of the jobs and salary expectations of

the candidates for each currency.

V_T77RCF_SAL_RNG

C.) Education:

C.a.)Define Education Types:


T77RCF_EDUTYP

C.b.) Define Broad field of Educaiton:


Define the broad field of education that is relevant for our Recruitment process. This should

include fields of education that we want to use as selection criteria for the candidate search in the

talent pool and that a candidate can specify when entering his or her education data.

T77RCF_EDUFLD


C.c.) Define Educational Degrees/Certificates:

Define the educational certificates and degrees that are relevant for our Recruitment process.


This should include certificates and degrees that we want to use as selection criteria for the

candidate search in the talent pool and that a candidate can specify when entering his or her

education data.

T77RCF_DEGREE

D.) Define Intrest groups:

Define the interest groups that are used to categorize candidates. A candidate can assign himself

or herself to an interest group. A recruiter can also specify in the requisition or succession plan

which interest group is suitable for the open job.


T77RCF_TGROUP

D.a.) Define Communication channels:

Define the communication channels that can be used to contact candidates. A communication

channel is determined using the communication type and the actual channel.

V_T77RCF_COM_CHN

E.)Candidate Search

Customizing of the Search Profile

Recruitment → Talent Warehouse → Candidate → Candidate Search → Search Profile.


Define Search Profile Types

Define the search profile types that we use for the search for job postings and candidates. Also

specify for each search profile type the class with which the system is to create the search profile

and the object type to which the search profile is to be assigned.

Define Information Categories

Define information categories to make the fields of specific DDIC structures (infotypes, tables,

business partner) available for the search. Also create the information categories and assign each

of them an object type and a DDIC structure that contains the data. Enter for each information

category the Content Extraction Class with which the data of the relevant structure is read.

Assign Languages to a Search Profile Type

Determine for each search profile type the languages in which the created search profile for the

relevant search profile type can exist.

Assign Fields from Information Categories to a Search Profile Type

Determine which fields from the information categories are contained in the search profiles of

the relevant search profile type and enter the field type of the data (free text, entity, both). The

search engine requires this information so as to know how we can search in the associated field.

For information categories that contain qualifications, qualifications with proficiencies, and

questionnaires, all existing qualifications, qualifications with proficiencies, or questionnaires are

contained automatically in the search profile type; therefore, do not need to enter these fields

explicitly.

The search uses a search template of the type Full Text to find automatically the selection

criteria specified in a free text search. The FULLTEXT_SEARCH information category should

therefore not be assigned to a search profile type.

Assign Attachment Types to a Search Profile Type

Determine which attachment types are to be included in the full text search in attachments. We

already determined the possible attachment types in the previous configuration steps.

Update Search Profile

After changing the assignment of fields of an information category to a search profile type,

update the search profiles that were created on the basis of a search profile type. In this way, the

changes are transferred into existing search profiles and then taken into account by the search

application.

Customizing of the Search Templates

Recruitment → Talent Warehouse → Candidate → Candidate Search → Search Templates.

Define Search Templates

Define the search templates that are to be displayed on the user interface in the various search

applications. Specify for each search template the search profile type on which this is to be

based. Also determine the layout on the user interface and the properties for each search template


by assigning a search template type to each one. Search templates of the following search

template types have the properties described below:

General

The search template contains search template elements. These must be assigned to the search

template.

Full Text

The search template enables a full text search of all free text fields that are contained in the

corresponding search profile type. Depending on the entries in Customizing, a full text search is

also performed on the assigned attachment types.

Qualification

The search template contains a search template element of the type Qualification that refers to an

information category with qualifications. The qualifications are provided in a dropdown box.

Qualification with Proficiencies

The search template of the type Qualification with Proficiencies contains search template

elements that refer to an information category with qualifications and their proficiencies. The

proficiencies for a qualification are provided in a list box.

Questionnaire

The search template of the type Questionnaire contains search template elements that refer to an

information category with questionnaires. For each question within the questionnaire, the

possible responses are provided in a list box.

Define Search Template Elements

Define the criteria of a search, the search template elements. Assign each search template

element a key and enter the following information:

● Specify how the input field of the search template is to look on the user interface.

● Specify whether there is to be a value help for the search template element.

● Assign the field of an information category to the search template element.

● Specify the type of the field (free text, entity, both).

● If we have determined that a value help is to be created for the search template element, we

also specify an access class for the data retrieval (the access class must contain the

GET_VALUEHELP_TAB method).

● If the access class delivers values from several fields, specify from which field the value

help is to be created.

Assign Search Template Elements to Search Templates

Determine which search template elements belong to a search template and in which order. The

search templates of a search template group must be assigned to the same object type.

Define Search Template Groups

Define the search template groups by grouping together search templates that are displayed

together on the user interface of a search application.


Assign Search Templates to Search Template Groups

Assign the search templates that are to be included to the search template groups and determine

the sequence.

Customizing of the Search Applications

Recruitment → Talent Warehouse → Candidate → Candidate Search → Search Templates.

Assign Search Template Groups to Search Applications

Assign to each search template group the Business Server Page application (BSP application)

with which the search is performed and the controller class that displays the relevant hit list. The

controller class uses the ID of the hit list for the input.

Set Up Search Applications

Set up the attributes of the search applications. In this way, we can determine for each search

application which interface elements it contains and which options for creating search queries are

available. The following settings are made:

Flexible Search

All search criteria of the search templates are displayed on the user interface of a search

application in the system. However, we can allow the user to decide which search criteria he or

she wants to include in the search queries in addition to a full text search. The user can then

assign these to the search query using the Search Criteria function. This setting is useful for

recruiters.

Weighting

We can provide the user with the option of weighting search criteria using the Weighting

function. In this way, the user receives a hit list that takes this weighting into account. This

setting is useful for recruiters.

Mandatory Values

We can provide the user with the option of identifying search criteria as mandatory search

criteria on the user interface using the Weightingfunction. In this way, the search hit list contains

only entries that fulfill these criteria. This setting is useful for recruiters.

Ranking

We specify that the results of the automatic ranking are displayed with the relevant match

percentage in the hit list if at least one search attribute was selected for the search. This setting is

useful for recruiters.

Make variants public

We can provide the user with the option of saving search criteria such that the search variant can

also be used by other users for this search application. The other users can use the search variant

as a copy template but they cannot make changes to the search variant.

Display documentation

We can provide the user with the option of calling additional documentation for the search

application using a link on the user interface.


Display variants

We can provide the user with the option of saving search variants for later use.

Maximum Number of Hits (Indicator)

We specify that the settings for the maximum number of hits in the hit list for the search are

displayed.

Maximum Number of Hits (Number)

We determine how many hits are displayed in the hit list. If we do not enter a value, then there

are no entries in the hit list.

Display Ranking Threshold (Indicator)

We specify that the settings for the ranking threshold are displayed on the user interface.

Threshold (Number)

We specify by how much percent a hit must agree with the weighted search criteria for it to be

displayed in the hit list.

Working with a Search Application:

The functions and the layout of a search application depend heavily on the relevant Customizing

settings.

Save Search

We can use this function to save our search criteria as a search query with an intuitive name so

that the search query can be reused later. We can save the search query as a public search query,

which means that all recruiters can use this search query, though they cannot change it.

We can call up the saved search queries again using the Load Search function.

Add and Remove Search Criteria

We can make our search query more specific by adding additional search criteria.

Choose Search Criteria:

The system displays the search criteria (grouped together thematically on tab pages) that we

can add as additional search criteria.

Search Template Elements tab page

Select the elements and add these to the selection.

Qualifications tab page

Select a qualification group. The system displays the qualifications of the group.

Select qualifications and add them to the selection.

Questionnaires tab page

Select a questionnaire. The system displays the questions that are contained in the

questionnaire.


Select the questions whose answers you want to use as additional search criteria and add

these to the selection.

Choose Copy Selection once we have selected all of our search criteria, the system displays the

additional search criteria in the user interface of the search application.

We can remove the search criteria we added from the user interface in the same way.

When we have enhanced our search query, we can save it as a search variant for later use.

Reset Search

We use this function to reset the input and selection fields of the search criteria. In the case of a

loaded search query, the fields are reset to the state they were in when you saved the search

query.

Enter Search Criteria

Input fields

If we enter several words, we separate them with a space, not with a comma, semicolon, and so

on. The search is not case sensitive.

Selection fields

If we want to select several entries, we do this by holding down the Ctrl key and clicking the

relevant entries. The more entries we select, the more alternatives will be found.

Combination of entries

If we make entries in several fields, this restricts the search results found.

Weighting of Search Criteria

We can weight the values for search criteria that we have entered in a search query. In this way,

the hits of the search are ranked according to their weighting and the match percentage with the

weighted search criteria is displayed. We can also flag criteria as mandatory. In this way, hits

that do not fulfill this criterion are not displayed in the hit list.

Start Search

When we have entered our search criteria, choose Start Search to execute the search.

The system displays a list with the search results. We can also view the search criteria that led to

this result.

E.) Search Profiles:

E.a.) Define Search profiel Types:

Define the search profile types that we use for the job postings, candidates, requisitions, and

assignments (candidacies). Fields from information categories are assigned to a search profile

type that serves as a template for creating search profiles for the objects of a specific object type.

In addition to the assignment of the object type, we enter the class with which the system

generates the relevant search profiles of a search profile type.


E.b.) Define Information categories:

Define the information categories to make certain information of an object type available for the

search. We determine what this information can be, by using the assignment of a DDIC structure

to the relevant information category. At the same time, we assign an information category a

content extraction class that is used to determine the relevant information when creating the

search profile.


E.c.) Assign Languages to a Serach Profile type:


Language EN is assigned to all Search profile types,

E.d.) Assign Fields from Information Categories to a Search Profile Type:

Specify which fields from the information categories are included for the creation of the search

profile of a search profile type. We can search only for these fields. We also assign the field type

to each field. The field type specifies how the corresponding information is stored in the search

profile and thus the way in which we can search for this information.

We have to assign Fields from Information Categories to all Search Profile Types:

For Search Profile Type ERC_REQ:

V_T77RCF_SPT_AF


For Search Profile Type ERC_CDCY:


E.e.) Assign Attachment Types to a Search Profile Type:


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.

V77RCF_SPT_AATYP

E.f.) Update Search Profile:

This activity enables us to update the search profiles that have been created on the basis of a

search profile type. We perform this activity whenever we have changed the assignment of fields

in an information category to a search profile type.

On Execution,


F.) SEARCH TEMPLATES:

F.a.) Define Search Templates:

Define the search templates that should be available on the user interface for search purposes. In

the process, you specify for each search template the search profile type on which it should be

based on. In addition, you determine how the search template is displayed on the user interface.

V_T77RCF_SMASK


F.b.) Define Search Template Elements:

Define the search template elements. They represent the criteria of a search.


Microsoft Office Excel Worksheet

Table entries 1

F.c.) Assign Search Template elements to Search Templates:

Specify which search template elements appear in the search template and in what order.

List of Search Templates are in the above Screen shots.


F.d.) Define Search Template Groups:


Define search template groups. We assign the search templates we require to display a certain

search on the user interface to the search template groups.

T77RCF_SM_GROUP

F.e.) Assign Search Template sto Search Template Groups:


Assign the search templates that should be available on the user interface for the display of a

special search to a search template group. At the same time, we determine the sequence in which

the search templates are displayed on the user interface.


F.f.) Asign Search Template Groups to Search Applications:


Specify which search template groups are used in the different scenarios. For scenarios realized

in BSP technology, we specify which Business Server Page application (BSP application) calls

and displays the search results.

F.g.) BAdI : Weighting of Search results Hits

The Business Add-In (BAdI) HRRCF_SEARCH_RANKING is used to add together the hits of

the hit lists from two searches, thus enabling a common weighting of the hits.

This BadI is activated in the system.

F.h.) BadI : Search Maximum Numer of Hits


The BAdI HRRCF00_SEARCH_MAX_HITS (Search: Maximum Number of Hits) to have the

system dynamically calculate the maximum number of hits that can be found when performing a

search. By restricting the number of hits, you can improve the performance of the search

application.

XX. APPLICANT TRACKING


We can use Applicant Tracking (applicant management) to map the entire recruiting process for

candidates. We use Activity Management to store the individual process steps in the form of

activities. We create activities for each assignment of a candidate to a requisition or application

group.

We can also use the program to search for other requisitions of interest for respective candidates

and then assign them to the candidates. Conversely, we can search for suitable candidates in the

Talent Pool and then assign them to requisitions.

Using the data saved in the Talent Warehouse for the candidates, we can review the skills of the

respective candidates to see whether they are perhaps suitable for a vacant position.

We can also rank the candidates according to specific criteria either manually or automatically

by the program. In this way we can use the program to discover which of the large number of

candidates are best suitable for filling an open position.

A.) Maintain the quality scales that are used to,

Rank candidates


Rank candidates' assignments to requisitions or succession plans

Specify weightings for Search & Match criteria

VV_T77SK_RCF


B.)Assign scales to Scale types:

Assign scales to the following scale types:

Candidate ranking

Ranking of candidates' assignments to requisitions

Weighting of criteria for Search&Match.

Readiness as successor (when using the Succession Planning subarea)

V_T77RCF_SCALES


C.)Define Application Source Types and Assign Note Texts to Them

Define the application source categories you require when you want to report on where

candidates learned about your job postings. In addition, you store an OTR (object text repository)

text for each source category. This text is displayed on the user interface together with a free-

form text field. Its purpose is to assist the user when entering details about the application source.

V_T77RCF_APPLSTY

C.a.) Define Application Sources:

Define the selection options you want to offer in order to find out where a candidate learned

about your job posting.

V_T77RCF_APPLSRC


D.)ACTIVITES:

In SAP E-Recruiting, we use activities to perform the processes required for Recruitment and

Talent Relationship Management (TRM). In addition, we use activities to trigger all

correspondence in E-Recruiting.

Activities have a status. They can have the status Planned or Completed. Activities are always

assigned to specific E-Recruiting objects. For example, TRM activities are assigned to Candidate

(object type NA), Application Management activities are assigned to Application (object type

ND), and activities for the selection process are assigned to Candidacy (object type NE).

Customizing of Activities

The following graphic shows the connections between the activities in Customizing.


Customizing of Activities

We must first make a series of settings in Customizing before we can use activities.

D.a.) Define Activity Types:

We define the activity types that require for our processes within E-Recruiting. To do so, we

assign an activity category to each activity type. This controls what data the activity type

contains and what system functions can be executed for it.


D.b.) Complete list of activites:


D.c.) Define Processes:


We define the processes that we use in E-Recruiting. We then assign the processes to the

subareas of E-Recruiting in which we want to use them.

T77RCF_ACT_PRO

D.d.) Assign Processes to Recruitment :

Assign the processes we want to use to the Recruitment area.

In doing so, we use the process groups to define the subarea of Recruitment in which our

processes will be used.

Processes that are assigned to the Candidate Selection subarea focus on processing

assignments of candidates to requisitions or application groups.

Processes that are assigned to the Talent Relationship Management subarea focus on

maintaining relationships with candidates in the Talent Pool.

Within a process group, we use the sequential number to specify the order in which the processes

are offered for selection on the user interface.

VV77RCF_PROC2SUB


D.e.) Assign Activity Types to Recruitment Processes:

Assign activity types to processes in the Recruitment subarea. By doing so, you store the

possible activity types that are included in the relevant process. These activity types are available

on the user interface.


D.f.) Assign HR object Types to Activity Types:

Assign HR object types from E-Recruiting to our activity types.


D.g.) Assign a status to Status Changing Activity Types:

Assign a status to our status-changing activity types in accordance with the HR object types. The

status-changing activity types are defined by their activity categy.


D.h.) Setup Data Transfer for New Employees:

Define the connection between our E-Recruiting system and our HR system. This connection is

necessary to be able to transfer data about new employees to the HR system.

As we are working on an Integrated scenario of SAP ECC and SAP E-recruiting, we don’t

have a special RFC connection.

XXI. Set up Confirmation Activites


A.)Define Resons for Decision:

Define the decision reasons that a person making a confirmation can specify if he or she

enters a certain result in a decision-making activity.

B.)Assign Possible Confirmation Results and Reasons

Assign to activity types of the Confirmation category the relevant confirmation results and any

decision reasons. Together with the Confirmation Result, the person making the confirmation

enters a Reason for Decision that explains his or her decision in more detail.

The confirmation results and reasons for decision entered here are made available to the user for

selection in the relevant activities.

V77RCF_ACT2CRSN

XXII. CORRESPONDANCE


A.)Adapt User for Correspondance:

Configure users so that they can send or print correspondences.

We must make the following settings:

1. Assign a printer to the user so that he or she can print the correspondence. Also need to

make this entry for correspondence output by e-mail to ensure the formatting is correct.

2. Assign an e-mail address to the user so that he or she can send the correspondence by

e-mail. If an e-mail address is stored for candidates assigned to the user, the system uses

this e-mail address.

XXIII. Create Letter Templates:

Solutions for customizing letters within correspondence activities:


If users use the HTML editor to customize letters, they can change the content and the

formatting of the letters as necessary.

If users use the letter sections to customize letters, they can change the content of a

predefined section within a letter.

We use the system parameter RECFA INDCO to specify which solution is to be implemented.

In SAP E-Recruiting, letter templates are represented using Smart Forms. Since the solutions

demand different requirements of these forms, the forms must be structured differently.

We choose to use Letter sections.

A.)Assign document categoreis to activity categories:

Assign the relevant document categories to the activity categories for correspondence. Document

categories group together correspondence documents of the same type and specify the

technology with which the documents can be customized by the user.


B.) Create forms and Changeable letter setcions

follow up with madam for custom forms

C.)Assign changeable Letter sections to forms:

Assign to the forms the text modules that are available to users in correspondence activities as

changeable letter sections for customizing the correspondence.

T77RCF_INCL2FORM


D.)Assign Foms to Activity Types:

Assign forms as letter templates to the activity types. In the process, we can assign various forms

to different companies, interest groups and candidate classes. These forms determine the

appearance and the content of the letter that is generated by the current activity.

We can assign several forms to an activity with the same attributes (companies, interest groups,

candidate classes) by using sequential numbers. These forms are offered for selection as letter

templates when the user creates a correspondence activity. For correspondence activities

automatically generated using the workflow, the form in which the lowest sequential number is

stored is always used for the same attributes.


E.) Assign Templates for Cover Letter to Letter Templates

Assign templates for the cover letters to the letter templates. The system sends the letters via e-

mail. The e-mail sent consists of a cover letter and the actual letter in the form of an attached

document. By using cover letters, we can separate the actual content of the letter from the formal

cover letter.


F.)OUTPUT CHANNELS

Assign Document Formats to Output Channels

Assign document formats to output channels. In E-Recruiting, documents can be output in

various formats using various output channels.

G.)QUESTIONNAIRES

G.a.) Define scales for Questionnaires:

The scales are already definied. This activity was set for the purpose of Applicant Tracking.

G.b.) Setup Categories:

Create categories for questionnaires, questions, and responses. We must perform this activity to

be able to use questionnaires in E-Recruiting. Execute this activity,

G.c.)Update Categories:


Refresh the questionnaire categories to display new scales that have been created in the

meantime on the user interface. Execute this activity

G.d.) Transport Categories:

The table entries for the questionnaire categories are transferred to a transport request. This

enables us to transport the table entries to your production system.

G.e.) Assign Categories to Activity Types:

Assign the categories of your activity types to the activity category "Questionnaire".

V77RCF_QACAT2ACT


G.f.) Define Questionnaire Groups

Define the questionnaire groups in which you can group together questionnaires or questions on

a specific topic in Questionnaire or Question Maintenance.

The system uses the names of the questionnaire groups on the user interface as titles for the

relevant tab pages for data storage.

VT77RCF_QA_GROUP

XXIV. REQUISITION MANAGEMENT


REQUISITION

A.)Job Description:

A.a.) Define Hierarchy Levels:

Define the hierarchy levels that exist in your company. The hierarchy levels represent the

pecking order in your company with relation to professional capabilities and management

responsibility.

T77RCF_HIER

A.b.) Define Work Contract types:


Define the different categories of work contracts that our company has with its employees. The

work contract type is part of the terms of employment that apply to a job.

T77RCF_CONTTY

A.c.)Define Industries:

Define the industries that are relevant for our recruitment process. This should include industries

that exist in our company and industries in which a candidate could have gained work

experience.

T77RCF_INDU

A.d.) Define Functional Areas

Define the task areas in our company that contribute to the achievement of the corporate goal.


A.e.) Define Employment Fractions:

Define the employment fractions that exist in our company. In the process, you specify the limit

for the number of working hours per week as of which a certain employment fraction exists.

T77RCF_WORKTI


B.) SALARY RANGES

B.a.) Define Currencies for Salary Ranges:

Determine the currencies for the salary ranges. These are the currencies in which the payment

information can be specified for the job and salary expectations.

We also determine the reference currency. The reference currency enables us to compare the

payment information of a requisition with the salary expectations of the candidates even if they

have been specified in different currencies.

V_T77RCF_SAL_CUR

B.b.) Define Salary Ranges:


Determine the salary ranges for the payment information of the jobs and salary expectations of

the candidates for each currency.

V_T77RCF_SAL_RNG

C.)JOB POSTING


C.a.) Define Psoting Channels:

Define the recipients to whom we want to send your job postings for publishing, for example, a

daily newspaper, a specific job board, or intranet.

V_T77RCF_POSTCHN

C.b.) BAdI: Generate Reference Codes:

Use the Business Add-In (BAdI) HRRCF00_GET_EXT_CODE (BAdI for Generation of

Reference Codes) to have the system generate reference codes.

The recruiter can use the Generate Reference Code pushbutton on the user interface to assign a

reference code to the relevant publication of a job posting.