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Applicant Administration
1) Create personnel officer
In this step you create your company's personnel officers.
Personnel officers process the applications assigned to them according to their authorization from the Personnel Department.
Personnel officers for Recruitment must be created as part of administrator group APPL . You can use an ID of your choice for the personnel officer.
The system uses the specified unsolicited application group or advertisement to automatically assign a personnel officer to an applicant during initial data entry. This can only be done if every unsolicited application group and every vacancy (published in an advertisement) has been assigned a personnel officer.
2) Applicant Structure
In this section you make the necessary settings for the applicant structure.
In Recruitment applicants are classified according to the following criteria:
• Applicant group
Differentiates applicants according to their prospective type of employment contract within the company, e.g. employees with permanent or temporary contracts, freelances etc.
• Applicant range
This criterion is user-definable. It is generally used to classify applicants according to hierarchical (e.g. management, executive or salaried employees) or functional criteria (e.g. board of directors, sales and distribution, production).
• Unsolicited application group/Advertisement
The unsolicited application group may be used to classify unsolicited applications. You might choose to classify them, for example, according to the activity within the company for which they are applying (e.g. salaried employee in Sales and Distribution, salaried employee in Personnel Department).
Candidates who apply in response to an advertisement are classified by being assigned to this advertisement.
APPLICANT SELECTION
1) Change status texts
In this step you can overwrite the status texts for the overall status and vacancy assignment status with synonymous descriptions.
Standard settings
The standard SAP system contains status keys 1 to 7 with accompanying status texts for overall statuses and vacancy assignment statuses.
2) Create status reasons
In this step you create the required status reasons.
You can specify one status reason for each overall status and vacancy assignment status for an applicant. The status reason indicates why an applicant has a particular overall status or vacancy assignment status.
The status reason can be given purely for information but can also be used by the system when creating applicant activities automatically:
The status reason specified for an overall status can be used to determine which standard text is assigned to the activity when the system creates it and thus which letter the applicant is to receive. You can determine which status reasons can be combined with an overall status along with the standard texts in the step "Change automatic creation of applicant activities".
Example
The status reason can be used to indicate why an application has been rejected:
• Insufficient qualifications
• No requirement
• Rejection after selection procedure completed
3) Set permissible status reasons for each applicant status
In this step you set the permissible status reasons for the individual applicant statuses.
If it is not necessary to provide further information on a certain applicant status by specifying a status reason, you do not need to make any entries for this status.
Example
The applicant status "on hold" might be assigned status reasons such as "overqualified" and "no requirement", while the status "rejected" might be assigned "insufficient qualifications" and "no requirement".
4) Set permissible vac.assign.statuses for each overall status
In this step you determine which vacancy assignment statuses may be used in combination with each overall status.
The vacancy assignment statuses which may be combined with each overall status can be determined by means of feature STATU (consistency of overall status with vacancy assignment status).
Example
You have assigned an applicant to several vacancies. During one of the selection procedures the applicant was offered a contract so that his/her overall status is now Contract offered . It should not now be possible to invite the applicant for an interview during the selection procedure for one of the other vacancies.
STEPS TO TRANSFER DATA FROM RECRUITMENT TO P.A.
1. Initial Data Entry
2. Applicant Action->Perform Prepare to Hire
3. Applicant activity->Transfer Applicant data->Complete activities
4. PA30->Hire Applicant-> Transfer
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