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See What's Coming in

Oracle HCM Taleo Enterprise Cloud Service

Release 15A

Release Content Document

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ORACLE HCM TALENT CLOUD

We are pleased to announce the upgrade availability of Oracle Taleo Enterprise Cloud Service, Release

15A, to be available to customers in mid-2015.

ORACLE TALEO ENTERPRISE CLOUD SERVICE

Oracle Taleo Enterprise Cloud Service family of products drives talent acquisition, retention and growth

within the talent-centric enterprise. This includes cloud-based, scalable creation and approval of job

requisitions, sourcing and branding of career sites, processing of job submissions, qualification of

candidates, and onboarding and performance of employees. Oracle’s ongoing investments in HCM

solutions improve the effectiveness and satisfaction of candidates, recruiters, hiring managers, and HR

administrators, enhancing core domains such as modern user experiences, effective workflow

processes, actionable talent insights, multi-device support, tighter integration, and adherence to HR

compliance rules.

CANDIDATE SOURCING

IMPROVED SITE BUILDER

Modern corporate career sites must market their career opportunities in complete alignment with their

corporate branding objectives and requirements. The VP of Talent wants complete control in designing

and deploying a premium candidate experience that includes site-level settings, branding, content

layout and messaging that are exactly tailored to a more granular segment of the candidate audience.

The improved Site Builder tool enables all of these, producing career sites that blend with corporate

branding, and entice candidates to apply.

IMPROVED LOCATION SEARCH

Candidates searching for jobs will be presented with more granular and user-friendly location search

criteria. For example, they can enter informal or non-standard locations as sanctioned by the postal

system (such as “Mission District, SF” or “Upper Rockridge, Oakland”). Location search will also

eliminate from display any locations that will not return any jobs.

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NEW EMPLOYEE FEEDS FROM RECRUITING

Administrators want to engage employees to participate in referral programs and to promote specific

job openings to their friends and family. The new, optional feature will provide automatic integration

that extracts basic employee records from Oracle Taleo Recruiting, which can be used to target and

encourage employees to participate in job referrals, thereby broadening the potential pool of referrers.

IMPROVED AND MORE TARGETED CONFIGURATIONS

Administrators now have more flexibility in configuring their Candidate Sourcing deployment on their

own. For example, they can now monitor site change logs, modify user role levels, and adjust facet and

picklist settings, all without requesting assistance from Oracle Support. Furthermore, they can cluster

their various career sites and job feeds, by tightly mapping them across specific Oracle Taleo OLF

definitions. This provides candidate experiences that are more targeted and relevant, differentiated by a

mix of organization, location or job field definitions.

RECRUITING AND ONBOARDING

RADIUS SEARCH FILTER

When searching for matching candidates for a given requisition, the recruiter or hiring manager can

quickly pinpoint those candidates who are within a given radius distance of a particular location.

CONTROL CANDIDATE REVERT ACTION

Administrators may want to grant or deny, via new user type permission, the ability for a recruiter to

revert a step or status of a candidate selection workflow. Typically when this action is not restricted, any

unintended reversal results in data re-entry and unnecessary rework among workflow participants.

EVALUATION QUESTIONNAIRES SAVED AS DRAFT

Interviewing managers filling out candidate evaluation questionnaires no longer have to do so in one

session. They can now “save as draft” and review it later on, before submitting a final version.

IMPROVED AGENCY MANAGEMENT

Administrators can now enter multiple search criteria, with AND/OR conditions, to filter and order the

list of agencies and agent contacts. This simplifies the management of both and helps to keep the

information up to date.

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IMPROVED DATA PRIVACY COMPLIANCE WITH JOB SUBMISSION DELETIONS

Data privacy rules, especially in EU, require that previous candidate job submissions be physically

removed from the system after a certain time frame. We enhanced the Automated Task Wizard, so

administrators can enter a variety of criteria-driven definitions to selectively remove candidate job

submissions. For example, submissions can be deleted based on UDF values, from a particular

organization, or based on criteria from their parent requisitions.

EXPORTABLE REQUISITIONS FROM MATCHING CANDIDATE

Requisition fields from which a candidate was matched in another requisition (the source of the match)

can now be exported (but not imported) in TCC. This identifies requisitions that are driving candidate

matches elsewhere, and the matching rules are identical to those enforced in reporting today.

NEW GOOGLE+ SIGN-IN

As of 20-APR-2015, Google formally shut down the OpenID 2.0 authentication service, in favor of the

standardized Google+ Sign-In method. The old service was already deprecated a year earlier. For career

sites that offer Google sign-in as an option for their candidates, customers should at least update their

production zones to 14A MP9 (or later) or 14B MP3 (or later), as this feature was also backported, in

case customers are not yet ready to update to 15A.

ENHANCED SEARCH CAPABILITIES IN CAREER SECTION

Administrators can now restrict the elements in the search facets of a career section by OLF levels. This

keeps the search results leaner but more relevant to the candidate. Also, for candidates accessing a

Career section using a mobile device, via a generated URL resulting from a saved search, the search

parameters (e.g. location=1038) will be carried over to the redirected mobile Career section page, and

the results will take the parameters into account.

ENHANCED PRIVATE CAREER SECTION

Recruiters want to send, by invitation only, job details to (and request additional information from) pre-

selected candidates, via a private career section in a secondary application flow. To ensure that new,

unqualified candidates are not unintentionally directed to the latter, private career sections can be

entirely excluded from priority logic. Also, job boards using job scrapers will no longer able to crawl

through private career sections, so they are also excluded from site maps.

STREAMLINED CANDIDATE NAVIGATION

Career section tabs are now reordered to follow the natural chronological order of a candidate’s

lifecycle. In particular, completing Onboarding tasks are now placed at the end of the tabbed list, after

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the Offer tab. In addition, for Onboarding tasks that are still in progress, a new “skip task” hyperlink is

now added, so new hires can get back to them later.

VARIOUS PRIVACY COMPLIANCE ENHANCEMENTS

Disability fields can now be marked as optional, which makes the field, and even the entire disability

question form, entirely optional. Any answers provided by candidates in the disability fields are also

now completely masked in the UI the next time the form is presented. Also, disability fields are exposed

as reportable fields, so report writers can put together compliance reports to ensure that disability-

related answers, if provided, are secured.

IMPROVED ONBOARDING NEW HIRE ATTACHMENTS

New hires can now upload documents as part of an Onboarding task, for example a driver’s license

photo. Documents uploaded by Administrators also receive higher size limits than those for user-

supplied attachments, for example the complete employee handbook.

REPORTING, INTEGRATION AND CONFIGURATION

MORE REPORTABLE FIELDS FOR ORACLE BUSINESS INTELLIGENCE

For OBI reporting, the maximum number of reportable UDFs per entity has been increased from 100 to

250. The list of new reportable fields is also enhanced, for example candidate transaction fields, job

offer fields, etc. Oracle encourages its customers to migrate their most critical BO reports to OBI or

Embedded/Native Reporting, as BO deployments are due to be shut down either after customers

upgrade to release 16A, or after 31-DEC-2016, whichever takes place first.

ENHANCED EMBEDDED REPORTING FOR RECRUITING

When running an embedded report for Recruiting, a list of values can be presented as search criteria to

pass to the embedded report as parameters. Report data sampling can now be requested directly from

within the data model definition editor, and in tabular format instead of the XML format. When

constructing queries in an embedded report, the report writer can now also search for folder or field

names, instead of just browsing through the subject area. Furthermore, when editing a data model, the

administrator no longer needs to first deactivate and delete all dependent report definitions. And

finally, embedded reporting will support templates in both Excel (for spreadsheet-based reports) and

XSL formats (for advanced reporting requirements that RTF cannot meet).

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COVERAGE AREA SUPPORT AND NEW REPORTABLE FIELDS FOR PERFORMANCE

Reporting users running Performance reports can now filter the target employee population by OLF at

runtime. In addition, the Native Reporting data model is enhanced to include critical reportable

attributes, such as Employee Status and those from Review History. Both are highly requested customer

features that will help to migrate from BO reporting and further adopt Native Reporting.

SINGLE SIGN-ON SELF SERVICE

Administrators can now manage their own single sign-on configurations for both SmartOrg and internal

career sections, without having to request assistance from Oracle Support.

PROMOTION OF PRIVATE OR PROTECTED SETTINGS AS PUBLIC

A number of settings (from General Configuration, Recruiting Configuration, and Career Section) that

were hitherto private or protected will now be exposed as public settings. This will provide

administrators with faster turnarounds for self-service system changes, without requesting assistance

from Oracle Support.

PERFORMANCE

CONFIGURABLE EMPLOYEE CENTER WIDGETS

Employee Center is the main landing page for employees and managers. Keeping the page relevant,

configurable, and clutter-free is critical for its ongoing adoption and frequent use. Customization can

now be set at the admin or user level. Administrators can enable or disable any of the widgets therein,

including the newly introduced “Instructions” widget, to broadly inform employees of timely and

relevant announcements or process changes.

HARMONIZED COMMENT FIELDS

Comments entered in Performance are now standardized across all modules – Reviews, Goals and

Development Plans. All comment field entries now support rich-text formatting, spell checker, character

counter and a resizable pop-up.

ADDITIONAL UDF SUPPORT AND BULK OPERATIONS

Succession module now supports user-defined fields (UDFs). For example, managers can enhance

Succession entity to track custom dates and deadlines, create next action fields, or add Boolean flags to

further categorize succession plans. Using Taleo Connect Client, integrators can mass close self-

assessments, so they are removed from employees’ task workflows (e.g. those who have left the

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organization). They can also create and update attachment files in bulk for many employees at once,

under the same conditions as those found in the Talent Profile page that already supports the same

operation, albeit one attachment at a time.

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