The document provides an overview of SAP's e-Recruiting application. It outlines the session which will cover the aim, application overview, technical considerations, solution overview including data model and terminology, configuration, user interfaces, and additional information sources. Key points include that e-Recruiting is a web-based talent management application, uses a talent warehouse concept, and can integrate with other SAP solutions. It supports all recruitment processes and uses standard SAP objects and relationships.

1. SAP HR e-Recruiting
Knowledge Transfer
Jim Chadwick
February 2012
© 2011 HCL AXON – Proprietary & Confidential

2. Session outline
 Aim of session
 Application overview
 Technical considerations
 Solution overview
– Overview
– Data Model
– Terminology
– Roles
– Integration
 Configuration
 User interfaces
 Additional information sources
2

3. Aim of session
© 2011 HCL AXON – Proprietary & Confidential

4. Aim of session
 Understand the basics of SAP e-Recruiting solution v6.05
 Provide a foundation to be able to communicate to a potential / existing
client
 Is a comprehensive training course
 Will not make you an expert in two days!
4

5. Application overview
© 2011 HCL AXON – Proprietary & Confidential

6. Application Overview
 A web-based product
– Provides on-line application facilities
– Uses concept of ‘talent warehouse’
– Part of SAP’s ‘Talent Management’ solution
 Based on finding, retaining and building relationships with candidates /
employees
 Ability to link to other systems
– External job boards, recruitment agencies, intranet, ESS, MSS
– Third party vendors for CV parsing, background checking
 Configured in ECC
– IMG > SAP E-recruiting
 SAP extension set ERECRUIT and so must be installed
 Can integrate into other SAP solutions
– PA, OM, PD
 Current version is 6.00, enhancement pack 5
 More than 20 languages supported
6

7. Application Overview
 Supports all processes in a recruitment cycle
– Requisition and application
– Candidate shortlisting
– Interview and selection/rejection
– Pre-employment
 An object-orientated solution
– Uses standard SAP objects and relationships
 Uses concept of infotypes in 5*** range
 Fully integrates into SAP HR
– PA48
– ‘New Hire interface’ - XI (PI - Process Integration)
7

8. Technical Considerations
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9. e-Recruiting and HR on separate instances
9

10. e-Recruiting and HR on separate instances
10

11. e-Recruiting and HR on the same instance
11

12. Enhancement Packs
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13. Enhancement Pack 4 updates
 Portal is a pre-requisite
 Completely new UI for Recruiter and Administrator
– Move from BSP to ABAP WD
 Logical grouping of dashboards for Recruiter
 Extensive personalisation options through POWL
 Less clicks to enter requisition and posting data
 Linking of activities reducing the number Recruiters have to maintain
 Better performance through redundant data handling
 Improved look and feel of candidate profile
– Short profile – quick view
– Long profile – history of profile information
 Enhanced integration to third party vendors
– Resume Parsing
– Background checking
 Removal of Succession Planning from component ERECRUIT
13

14. Enhancement Pack 5 updates
 New POWL lists for Recruiter
 Improved functionality for validating previously unregistered candidates
 New workflows and activities for handling verification emails
 Additional candidate information ‘internet presence’
– Ability to include personal websites or social networks in candidate profile
 Candidate navigation improvements
– ‘Work experience’ and ‘Education /Training’ via pop-up menus
 Lock mechanism for candidate profile maintenance
– Access privilege for candidate where Recruiter & candidate try and maintain
profile at same time
 Additional status of ‘draft’ for job postings
 Improved error handling messaged for Activity Management
– Where missing address data prevents sending correspondence
 Extension of PI interface for New Hires
– Transfer of work experience, education and enhanced qualifications
14

15. Enhancement Pack 5 updates (continued)
 Select multiple candidates and compare details ‘side by side’
15

16. Enhancement Pack 6 updates (proposed!)
 Only basic details available based on Release Notes from December
2011
 New Business Function to allow operational reporting without having to
transfer data to BW first. New queries include:
– Efficiency of posting channels
• Offers/hires per posting channel
– Planned job interviews
– Efficiency of application sources
– Diversity report
– ‘Jump from’ queries to web dynpro applications
 Replacement of some existing roles with new roles
– Includes Recruiter, unregistered, internal & external candidates
– Not sure why…!
16

17. Solution Overview
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18. Solution - Recruiting
 Requisition Management
– Creation of requisition using a wizard
– Integration of Organisational Management
– Description of requirements
– Use of standardised process templates
– Manager or Recruiter can created a requisition
– Approval Workflow
 Management of Job Postings - Advertising
– Management of several channels of job postings
– Automatic publication of job postings in the desired channel
– Interface to job boards (using xml)
18

19. Solution - Recruiting
 Applicant Tracking
– Management of assignments to requisitions
– Definition of support team
– Advanced search and ranking from initial sift to hire
– Activity management
• Mass processing (such as ‘rejection’)
• Individual activities (such as ‘request a reference’)
• Supported by workflow
 Correspondence
– Templates for letters
– Individual amendment of templates if required
– Automatic creation of correspondence using workflow
– Selection of output – paper or email
– Execution of mass processing on the background
19

20. Solution - Recruiting
 Evaluation and reporting
– Active queries within Dashboard for quick overview per user
• Export to MS Excel
– Analytic reporting using SAP Business Warehouse
20

21. Solution - Talent Warehouse
21

22. Solution - Talent Warehouse
 Self-services for internal and external candidates
– Logon and registration using personal start pages
– Recording of personal candidate profile
– Search for vacancies
– Online applications
– Check status of applications
 TRM Concept
– Globally standardised candidate profile for talents
– Integration of internal and external candidates in one talent pool
– Search for suitable candidates by recruiter (Search & Match)
– Segmentation and classification of candidates
22

23. Business Process Overview - Internal
23

24. Business Process Overview - External
24

25. Data Model
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26. Objects
Object ID Description
Candidate NA Representation of a candidate, can be internal or external
Requisition NB An agreement between hiring managers and recruiters about the
conditions of a vacant position
Posting NC The instance of an advert
Application ND Created upon an application by a candidate for a posting
Candidacy NE The assignment of a candidate to a requisition
Talent Group NF Used to group candidates with similar attributes, based on talent
searches
Support Group NG Groups all users who are involved in processing a requisition
26
26

27. Objects, relationships and infotypes
OType P OType US
A208 (2) B208 (2)
A209 (2) B209 (2)
B008 (2) A207 (2)
OType S OType CP OType BP
B207 (2)
A008 (2)
B650 (2) A650 (2)
Candidate Application Posting
B651 (2) B653 (3)
OType NA OType ND OType NC
A651 (3) A653 (2)
cl_hrrcf_candidate cl_hrrcf_candidate_application cl_hrrcf_posting
5102 5131 5121
5103 5132 5122
5104 5134 5134
5105 5135 A655 (3) B655 (2)
5106 5136
B656 (2) A656 (3) 5137 A652 (2) B652 (3)
5107
5108 5138
5110 5139
5111 5140
5112 5141
Requisition
5129
5134 Candidacy A654 (2)
5135 OType NB
5136 OType NE B654 (3)
5137 cl_hrrcf_requisition
5138 cl_hrrcf_candidacy
5139
5112
5133 5125
5126 B657 (3) A657 (3)
5134
5135 5127
5136 5128
5137 5129 OType S
5138 5130
5139 5131
5134
5140 27
5141
27

28. Data Model
 E-Recruiting Data Model
– Based on objects and relationships
A/B 651 A/B 653
Candidate Application Posting
(NA) (ND) (NC)
A/B 655
A/B 652
Candidacy Requisition
A/B 654
(NE) (NB)
28

29. Data Model - Candidate
 E-Recruiting Data Model
Candidate Application Posting
(NA) (ND) (NC)
The candidate holds all the individual, person
related data, such as work history, education, CV
attachments etc. Candidacy Requisition
Every internal and external person on the system is
(NE) (NB)
represented via a candidate object in SAP E-
Recruiting.
29

30. Data Model - Application
 E-Recruiting Data Model
Candidate Application Posting
(NA) (ND) (NC)
The application object is created if a candidate
applies for a specific, advertised job.
Candidacy Requisition
It holds all data, which is relevant for this particular
application, such as cover letter, job specific
(NE) (NB)
questionnaires etc.
30

31. Data Model - Candidacy
 E-Recruiting Data Model
The candidacy object is created if the recruiter or
Candidate Application Posting
internal Talent consultant nominates a candidate to
(NA) suitable for a specific job. The job does not
be (ND) (NC)
have to advertised at the point of time the
candidacy is created.
Candidacy Requisition
(NE) (NB)
31

32. Data Model – Requisition
 E-Recruiting Data Model
Candidate Application Posting
(NA) (ND) (NC)
A requisition represents a specific or multiple
positions or a generic job held on Organisational
Management on SAP E-Recruiting.Candidacy Requisition
(NE)
It is an agreement between hiring managers and (NB)
recruiters about the conditions of a vacant position.
32

33. Data Model - Posting
 E-Recruiting Data Model
Candidate Application Posting
(NA) (ND) (NC)
The posting is represents the definition of the
strategy to attract candidates.
Candidacy
The implementation of the strategy is represented Requisition
in the creation of posting instances(NE)
related to the (NB)
posting which includes the advertising through
different channels.
33

34. Terminology
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35. Terminology - process
 Candidate
– Applicant
– Can in be internal or external
 Application
– Application for a specific advertised job
 Requisition
– An agreement between hiring managers and recruiters about the conditions of
a vacant position
 Posting
– The definition of the strategy to attract candidates
– For example, internal and external advertisements for a requisition
 Posting instance
– Publication of a posting
35

36. Terminology - application
 Start Page
– Home Page for E-recruiting users
 SAP Role
– SAP authorisation role
 e-recruiting Role
– e-Recruiting user type e.g.. Recruiter, manager, candidate
 Object
– Organisational Management Objects used in e-recruitment
 BP – Business Partner
– An OM object used to pull all relevant information such as name, address and
email address into one object
– BP’s are used across SAP which enables integration if required. They are
especially used in CRM.
– BP’s are used in e-recruitment for internal and external candidates and for
branches
36

37. Terminology - application
 Container Sequence
– Wizard for capturing data using tab strips
 Process Template
– Processes and activities in a recruitment process
 Support Team
– List of users and their roles involved in the recruitment process for a specific
requisition
37

38. Terminology - technical
 URL
– Uniform Resource Locator (internet address)
 TREX – Text Retrieval and Information Extraction
– TREX is a search engine that is required to facilitate searches in e-
Recruiting, such as searches for jobs, candidates etc.
– The E-Recruiting system and TREX communicate with each other through
RFC connections
 OTR – Online Text Repository
– Controls text displayed on the E-recruiting Webdynpro pages
38

39. Roles
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40. Roles in SAP e-Recruiting
 Roles in SAP e-Recruiting
– Roles in E-Recruiting are configurable to a high degree
– This supports a role driven and de-centralised recruiting approach
– One Start Page may be used by multiple roles
– An e-Recruiting role is different to an SAP authorisation role
– Difference between registered and unregistered candidates
40

41. Roles in SAP e-Recruiting
 Roles in SAP E-Recruiting
• Roles in E-Recruiting are configurable to a high degree
• This supports a role driven and de-centralised recruiting
approach
• One Start Page may be used by multiple roles
• An E-recruiting role is different to an SAP authorisation Role
• Difference between registered and unregistered candidates
41

42. Standard roles in SAP E-Recruiting
42

43. Concept of Roles and Start pages 1
 Users of e-Recruitment gain system access in two ways
– SAP authorisation role(s) attached to userid
– Userid attached to an e-Recruiting role in a support team which is assigned a
reference user in configuration which has SAP authorisation role(s) attached
• Support teams are set up:
– to determine involvement in a part of the process
– to control access where a recruitment team is split across different locations
– to add individuals to specific tasks in the process
43

44. Concept of Roles and Start pages - 2
Requisition NB50000001
‘Receptionist’
Support Team IT5131
of NB 50000001
User eRecruiting Role Authorisation Role Startpage Applications
Reference User
SAP_RCF_RECRUITER Maintenance, Applications, Candidate
GMILLER Recruiter RCF_RECRUIT 3 Overview, Correspondence etc
Recruiting SAP_RCF_DATA_TYPIST Enter internal applications, enter external
WSMITH RCF_DATA_TYP 3 applications, correspondence
Administator
DBECKHAM Hiring Manager SAP_RCF_MANAGER 5 Draft and forward requisition, Reporting
RCF_MANAGER
EPRESLEY Assessor SAP_RCF_DECISION_MAKER 5 Selection list, reporting
RCF_DECISION
44

45. Concept of Roles and Start pages - 3 Insert client logo here
= Reference User
45

46. Concept of Roles and Start pages - 4
Authorisation Role Startpage Applications
Maintenance, Applications, Candidate
SAP_RCF_RECRUITER 3 Overview, Correspondence etc
Enter internal applications, enter external
SAP_RCF_DATA_TYPIST 3 applications, correspondence
SAP_RCF_MANAGER 5 Draft and forward requisition, Reporting
SAP_RCF_DECISION_MAKER 5 Selection list, reporting
Authorisation for start page and links
46

47. Integration
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48. Data Model – Internal Candidate
 Integration with HR-PA for internal candidates
In addition to the individual, person
related data of the candidate, the
Person User
business partner holds name,
address, date of birth, gender etc. (P) (US)
The data is synchronised from the
employee record (P) for internal
candidates.
Central Business
Person Partner
Inbound ALE interface from SAP (CP) (BP)
HR (only if HR and e-Rec on 2
instances
Otherwise standard program
HRALXSYNC available for
synchronisation. Candidate
(NA)
48

49. Data Model – External Candidate
In addition to the individual, Central Business
Person Partner
person related data of the
(CP) (BP)
candidate, the business
partner holds name,
address, date of birth,
gender etc. external
candidates. Candidate
(NA)
49

50. Data Model - Integration
SAP HR PD Qualification
Catalogue
Qualification
(Q)
Requisition Posting
(NB) (NC)
Qualification requires
(Q)
Integration with SAP HR Personnel Development – Qualification catalogue
 E-Recruiting can use the same catalogue as the HR backend system. However, the
following should be take into account:
 The catalogue for HR purposes is different from the catalogue for recruitment
purposes
 The catalogue for internals may be different from the catalogue you may want to use
for externals (in terms of openness and terminology)
 Customers often cannot provide a consolidated catalogue in their global HR system
50

51. Data Model - Integration
SAP HR PD Qualification
Catalogue
Qualification
(Q)
Candidate
(NA)
Qualification requires
(Q)
Integration with SAP HR Personnel Development – Qualification catalogue
 E-Recruiting can use the same catalogue as the HR backend system. However, the
following should be take into account:
 The catalogue for HR purposes is different from the catalogue for recruitment
purposes
 The catalogue for internals may be different from the catalogue you may want to use
for externals (in terms of openness and terminology)
 Customers often cannot provide a consolidate catalogue in their global HR system
51

52. Data Model - Integration
SAP HR Org Management
Position
(S)
Requisition Posting
(NB) (NC)
Job is occupied
by means of
(C)
Integration with Organisational Structure
 Goals
 Upload the organisational Structure to attach to requisitions
 Display information about organisational units, jobs and positions in E-Recruiting
 Integration Type
 Inbound ALE Interface from SAP HR (only required if HR and Recruiting
run in two instances)
52

53. Integration – Hiring of transferred employees (1)
 Transfer of data for all successful candidates to master data (making
candidates that are to be hired known in the HR system)
– Using RFC
– Transfer of 15 fields in total, assuming these fields were all filled in SAP E-
Recruiting
– Call back to E-Recruiting (using RFC) to convert external to internal candidates
– Available in all available HR Releases
– RCF connection only required if HR and E-Recruiting run in two instances;
otherwise transfer is facilitated automatically
– Release 6.00 offers ‘New Hire Interface’ through XI
53

54. Integration – Hiring of transferred employees (2)
 Release 6.00 offers ‘New Hire Interface’ through XI
54

55. Integration – FI/CO
 FI/CO functions can be used independently of E-Recruiting data,
although cost centres can be entered (free text) in the requisition. No
input checks are performed in the standard system.
 Cost reporting can be created in BW on the basis of the cost centre
maintained in the requisition
55

56. Configuration
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57. Configuration
 The following areas will be covered in this section
– Parameters
– User Interfaces
– Search Interfaces
– Applicant Tracking
– Special Users
– Web Services
– Periodic Services
– Workflows
– Search Engine
– IMG path:
57

58. Parameters
 E-Recruiting parameters apply to many different functions of e-
Recruiting
– Table T77RCF_UI_PARAM
 This is where you specify
– The smartforms to be used for data overviews and job postings
– URL links for data privacy statements and guidelines
– Number of lines in hit lists, questionnaire responses etc
– Default document display – HTML or PDF
58

59. User Interfaces
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60. User Interfaces
60

61. User Interfaces - Start Pages
 Recruiter and Administrator
– Activate SICF services
– Launchpad settings
– Interface parameter settings, including
– Standard / custom forms for data overviews
– Maximum entries for questionnaire responses
 Internal and external candidates can be customised
– Change layout
– Create new or remove existing services
 For all text (titles and descriptions) an entry in the OTR (on-line text
repository) is required
– All entries start PAOC_RCF_UI*
– Transaction SOTR_EDIT
61

62. User Interfaces – Recruiter start page
62

63. User Interfaces – External candidate start page
63

64. Create a link
 Create a new link by denoting a 4 digit code
 Prerequisite is an entry in the OTR
Define a 4 digit
code for the link
Give it a name
Create an entry
in the OTR
Either give the
link a URL or an
Application if you
are changing an
existing link
64

65. Create an application group
 If creating a new application group denote a 4 digit code
 If changing a standard application group, add an existing one
 Prerequisite for new group is an entry in the OTR
 Group the links
Select or define a group ID
Assign a name
There must an OTR entry
for the title and description
Enter the image URL, width
and height
65

66. Create a Start page
 If creating a new start page denote a 4 digit code
 If changing a standard start page, add an existing one
 Prerequisite for new group is an entry in the OTR
 Group the application groups
 Note: If you create a new start page, this must be reflected in the roles
Select or define a start
page ID
Assign a name
Select an application class
(int or ext if irrelevant)
There must an OTR entry
for the title and description
66

67. Roadmaps
 Roadmaps pertain to the various ‘wizards’. The following are provided as
standard:
– Candidate profile (external candidate)
– Application wizard (registered candidate)
– Application wizard (unregistered candidate)
– Application wizard (employee)
– Candidate profile (employee)
 Order of screens can be changed in customising
 Customised screens can be included
– OTR texts need to be included
67

68. Hierarchy levels, Industries and Functional Areas
 Hierarchy levels, Industries, Functional Areas are defined based on the
type of organisation
 Entries need careful consideration as they are shared by many functions
– Creating requisitions (recruiter role)
– Work experience (external applicant)
– Search criteria - talent groups (recruiter role)
– Search criteria - candidates in talent pool (recruiter role)
– Job search (external applicant)
– Creating application groups (business administrator role)
68

69. Search Interfaces
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70. Search Interfaces
70

71. Search Profiles
 Search profiles are related to how a search functions
 A search profile which is like an infoset or a template or a bucket of
available search criteria on which a search is built
 A search profile is related directly to an object type such as requisition,
candidate, posting etc
– Search Profile Type
• High level bucket – e.g.. Search Profile for requisition
– Search Profile Category
• Grouping of fields
– Fields
• Actual fields to be used in search criteria when the search runs
• Grouped into Categories but assigned directly to profile types
71

72. Search Templates
 A search template is not a template (a search profile is a template) but
an actual search
 Search application
– This is the web page search application the search is on
– A search template group is assigned to an application
 Search template group
– This is the actual search
 Search template
– This is the grouping of fields within a search
– This is linked to a search profile
 Search element
– These are the actual search fields on the screen
72

73. Search Templates
Application
Search Template Group
Search Templates
Search Elements
73

74. Search Interfaces
74

75. Applicant Tracking
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76. Applicant Tracking
 Applicant Tracking
– Activity categories
– Activity Types
– Processes
– Correspondence
– Questionnaires
76

77. Activity Categories
 Activity Categories
 An activity category is a technical grouping of similar activities
determining the following:
– Fields that can be maintained by the user
– System activities
• For example, whether it changes a status or sends correspondence)
– Whether there are any related activities (such as a qualifying event)
77

78. Activity categories
 Simple Activity
– Activity types of this category contain the standard fields status, due date,
and employee responsible.
– They do not support any system functions.
78

79. Activity Categories
 Qualifying Event
– Activity types of this category contain additional fields for location,
date, and time of the qualifying event.
– They do not support any system functions.
79

80. Activity Categories
 Simple Correspondence
– In addition, a letter form is assigned to activity types of this category.
– These activity types enable letters to be sent via the Internet, to be
printed by an R/3 system, or to be edited locally at the front end.
80

81. Activity Categories
 Invitation
– A letter form is also assigned to activity types of this category. In
addition, the activity types always refer to a qualifying event that is open
for invitation.
– The documents can be processed in the same way as simple
correspondence.
81

82. Activity Categories
 Status Change
– Activity types of this category change the status of the associated
object.
– You can define the new status per activity type and per object type.
82

83. Activity Categories
 Questionnaire
– In addition, a questionnaire can be assigned to activity types in this category.
– These activity types enable questionnaires to be sent to candidates using the
Internet or to be included in the application wizard.
83

84. Activity Categories
 Data Transfer for New employees
– This activity type triggers the transfer of the candidate from the e-
recruiting system to the SAP System
84

85. Activity Types
 Activity Types
– Linked to an activity category
– Linked to an OM object type
– Linked to one or more smartforms if required
– If associated with a status change, can assign status
– An activity type of Invitation requires a qualifying event activity type which
referenced, for example
• Activity type ‘Invite to interview’ is an ‘Invitation’ category
• Activity type ‘Job Interview’ is a ‘qualifying event’ category
• The Invitation letter cannot be generated without the qualifying event which is used to
insert details such as address and date
• So a recruiter would firstly create the qualifying event of job interview and then the
invitation of invite to interview
85

86. Processes
 Processes
– Groupings of activities
– Tabs in the process template
86

87. Correspondence
 Smartforms
 Changeable letter sections
 Editable by users
 Assign forms to activities
87

88. Questionnaires
 Questionnaires
– Are created as master data from the application
– Here you set up the categories and scales and determine whether they should
appear in the application wizards (container sequences)
 There are two standard categories
– EEO Information
– Job Related Information
 The categories are linked to relevant activity types (questionnaire activity
category) and flagged as application wizard applicable
 Note
– Questionnaires appear in the application wizard dynamically and do not have
to be configured into the container sequence
88

89. Special Users
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90. Special Users
90

91. Special Users
 Key Concepts
– Special Users
• Communication User
• Service User
 A special user is used to allow authorisation where no actual user exists.
 Such users are purely technical and are only required for communication
with the Web Application Server.
91

92. Special Users
 The following special users are required for e-recruitment
– Communication User
• To enable documents in the document area to be accessed such viewing
attachments and searching attachments
• The document area is called the content server
• This user requires the role SAP_RCF_CONTENT_SERVER
– Service User
• To enable an unregistered user to access certain scenarios such as searching for
jobs and registering
• The user requires the role SAP_RCF_UNREGISTERED_CANDIDATE
92

93. Reference of Security roles
93

94. Special Users
94

95. Web Services
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96. Web Services
96

97. Web Services
 To find a Webdynpro service
97

98. Web Services
 Activating the
Webdynpro’s
– Find the e-recruitment
relevant WD’s
• With a prefix of hrrcf
• SYSTEM
• Under the following
nodes
– default_host >
sap > bc >
webdynpro > sap
– default host >
sap > bc > bsp >
sap > sap
• Right click on
each one and
select ‘Activate’
98

99. Web Services
 Assign the Special Users
– Communication User
• Assign to service /default_host/sap/bc/contentserver
– Services with the logon procedure Mandatory with Logon Data:
• /default_host/sap/bc/erecruiting/password
• /default_host/sap/bc/erecruiting/registration
• /default_host/sap/bc/erecruiting/confirmation_e
• /default_host/sap/bc/erecruiting/confirmation_i
• /default_host/sap/bc/erecruiting/qa_email_e
• /default_host/sap/bc/erecruiting/qa_email_i
• /default_host/sap/bc/erecruiting/applwzd
• /default_host/sap/bc/erecruiting/posting_apply
• /default_host/sap/bc/erecruiting/startpage
• /default_host/sap/bc/erecruiting/verification
• /default_host/sap/bc/bsp/sap/hrrcf_wd_dovru
• /default_host/sap/bc/webdynpro/sap/hrrcf_a_candidate_registration
• /default_host/sap/bc/webdynpro/sap/hrrcf_a_posting_apply
• /default_host/sap/bc/webdynpro/sap/hrrcf_a_pw_via_email_extern
• /default_host/sap/bc/webdynpro/sap/hrrcf_a_pw_via_email_intern
• /default_host/sap/bc/webdynpro/sap/hrrcf_a_unregemp_job_search
• /default_host/sap/bc/webdynpro/sap/hrrcf_a_unreg_job_search
• /default_host/sap/bc/webdynpro/sap/ hrrcf_a_candidate_verification
• /default_host/sap/bc/webdynpro/sap/hrrcf_a_new_verif_mail
– Services with the logon procedure Mandatory with Logon Data
• /default_host/sap/bc/webdynpro/sap/hrrcf_a_refcode_srch
• /default_host/sap/bc/webdynpro/sap/hrrcf_a_applwizard
• /default_host/sap/bc/webdynpro/sap/hrrcf_a_refcode_srch_int
99

100. Web Services
 Double Click on the
service
 Enter the special
user and password
 Note: The
password must be
the same as the
password against
the user
 Click on Save
100

101. Periodic Services
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102. Periodic Services
102

103. Periodic Services
 Periodic Services are services that are executed regularly.
 The following services are included in e-Recruiting
– Create Search Profiles for:
• Candidacy
• Candidate
• External and Internal Postings
• Requisition
– Delete Candidates whose registration was deleted
– Delete Requisitions
– Index Documents
 Note – Relevant services must be activated for each client
 The batch program to run the periodic services is
RCF_PERIODICAL_SERVICES
 To keep the database up-to-date for the search, the search profiles must be
updated periodically. Periodic Services perform this task
103

104. Periodic Services
 Create Search Profiles for
– Update the XML documents including the search indices for TREX.
• For example, a new job has been released and the publication has been released to
the internal or external careers site. It will not come up in the job search results
before the periodic services has run and updated the search profile for
EXT_POSTINGS and INT_POSTINGS.
 Delete Candidates whose registration was deleted
– Candidates, who have deregistered from a company’s Job & Career Pages,
need to be deleted from the database.
104

105. Periodic Services
 DISPATCH_CPOINTER_FOR_CAND Create Search Profiles for Candidates
 DISPATCH_CPOINTER_FOR_PUB_EXT Create Search Profiles for External Postings
 DISPATCH_CPOINTER_FOR_PUB_INT Create Search Profiles for Internal Postings
 DISPATCH_CPOINTER_FOR_CDCY Create Search Profiles for Assignments (Candidate/Requisition
and Application/Requisition)
 DISPATCH_CPOINTER_FOR_REQ Create Search Profiles for Requisitions
 DISPATCH_CPOINTER_FOR_DOC Create Search Profiles of Documents
 DELETE_DEREGISTERED_CANDIDATES Deletion of Candidates Who Deleted Their Registration
 DELETE_REQUISITION Deletion of Requisitions
 DELETE_TMP_PL_ATTACHMENT Deletion of Temporary Attachments
 HIRE_REQUEST_VIA_XI Data Transfer to HR System Using XI
 PUBLICATION_VIA_XI Publication Using XI
 PROCESS_CAND_STATUS_CHANGE Status changes in infotype 0000 (Actions) must be reflected in
the E-Recruiting system. Example: An employee leaves the company at the end of a month. The
associated internal candidate becomes an external candidate. Note: The service must be performed on
a daily basis
 HANDLE_UNVERIFIED_CANDIDATES Sending of reminder mails to unconfirmed candidates
(candidates who are not yet verified) / Change verification status information of candidates from
Outstanding to Not Confirmed as the validity period for the confirmation by the candidate was exceeded.
This service is relevant within the framework of the e-mail verification of candidates who have registered
in the Talent Warehouse
 INDEX_DOCUMENTS
105

106. Periodic Services
 Delete Requisitions
– If a requisition has a status ‘to be deleted’ associated data will only be
physically deleted after the periodic services has been run
– It will only be deleted after a specified number of days which can be a
government regulation
106

107. Workflows
 SAP provides standard e-recruitment related workflows. These can be
used as a starting point when defining the workflow requirements for a
client
– Approve Requisition workflow
– Approve Job Posting workflow
– Assign New Password workflow
– Status Change workflow Candidate
– Status Change workflow Candidacy
– Status Change workflow Application
– Status Change workflow Requisition
– Status Change workflow Posting
– Delete Candidate's Registration workflow
– Create Object workflow
– Correct Data Entry Error Workflow
– Workflow After Creating Activities
107

108. Search Engine
© 2011 HCL AXON – Proprietary & Confidential

109. Search Engine
109

110. Search Engine
 Key Concepts
– TREX - Text Retrieval and Information Extraction
 TREX
– E-Recruiting uses the current version of TREX as a search engine
– Facilitates searches in e-Recruiting such as searches for jobs, candidates etc
– The E-Recruiting system and TREX communicate with each other through
RFC connections and a search server relation
– TREX is technically set up by BASIS
110

111. Search Engine
 There are three steps that need to be completed to set up TREX
– Create an RFC connection
– Create a search server ID
– Create an Index Category
• Ensure Index category is in right document area
 Details regarding how to complete these steps are in the E-
recruitment Course Manual and there is also a troubleshooting
guide
 Also SAP provide a TREX installation guide
 This could be the responsibility of BASIS or the functional
consultant
111

112. Search Engine
 Transaction SKPR07
 SSR Search Server
 Relation Monitoring
 Document class
– HR_DOC
 Document area
– HR_KW
 Index Category
 Test Search
 Indexed
 Documents
112

113. Search Engine
 Determines Default
SSR
113

114. Search Engine
To test the Search Server Relation is working, highlight the line and
click ‘Connection Test’ and check the result
114

115. Our experience to date
 What it does well…
– Bulk processing of activities for multiple candidates
– Advanced search and suitability ranking of candidates
– Automated correspondence to candidates
– Gather feedback through questionnaire responses
• Can be used as the basis of a search or ranking criteria
 What it doesn’t do so well…
– Paper-based applications (see Resume Mirror)
– Criticism of un-friendly User Interfaces
– Is not a ‘best of breed’ solution
– Limited integration to PA (improved as of ehp5)
– Amendments to template correspondence
115
115

116. Concurrent employment
 If an employee has multiple contracts in HR, then a
candidate object (NA) is created in e-Rec with assigned
objects CP and BP. All contracts are accessible via the
candidate
 An internal candidate is regarded as active if at least one of
the candidates contracts is active
 To use Concurrent Employment, e-Rec requires a
decoupled infotype framework
116
116

117. Additional Information sources
© 2011 HCL AXON – Proprietary & Confidential

118. Additional information sources
 Further information on e-Recruiting can be found from the following sources
– help.sap.com
• SAP ERP Central Component > Human Resources > Talent Management > SAP e-
Recruiting
– www.service.sap.com/hrgb
• Talent Management > Recruiting > Media Library
• Includes documents, presentations and white papers. Careful – not all are recent!
– www.service.sap.com/support
• Search for e-recruitment specific support packages
• SAPK-60409INERECRUIT
 Client FAQ sheet
 Resume Parsing - Resume Mirror by Talent Technology
 www.talenttech.com
 WD ABAP candidate scenarios blog – written by HCL AXON consultants
 www.sdn.sap.com/irj/scn/weblogs?blog=/pub/wlg/13754
118

119. Some useful guides and notes
 SAP service marketplace > Talent Management > Recruiting
> Media Library
– Erec 600 system architecture
– E-REC_Integr_ERP_600_SP08_EN
– ESA New Hire Interface to HR Admin
– E-recruiting New Hire integration
– ESA Job Board integration
 SAP Notes
– 642115 – Minimum configuration of SAP e-Recruiting
– 1017866 – Candidate scenarios with ABAP webdynpro
– 1122134 – Background checking in SAP e-Recruiting
– 1122135 – Resume Parsing in SAP e-Recruiting
119
119

120. Customising tips and tricks
 Introduce / arrange pushbuttons for activities for
assignments to requisitions
 Activities can be created in a default status with a default
owner (can be amended after creation)
 Can link activities together for less user involvement
– Status change and invitation
– Qualifying event and invitation
– Questionnaire and invitation
 For Multiple Employment activate T77S0 switch RECFA
RECCE (only where e-Rec and HR are on different
instances)
120
120

121. Any questions?
© 2011 HCL AXON – Proprietary & Confidential