Setting up Recruiting Processes
To use any module in peoplesoft, we have to do the one-time initial set up.
The one time initial setup of any module involves the set up of its related
1. Foundation Tables
2. Common Definitions
3. Other Products Related Tables(If your Module uses them)
4. Its own tables
1. Foundation Tables
You must set up these HR tables before you establish any other tables in the system. Following HR tables are used in TAM.
· Address information
· Business units
· Company
· Citizen Status
· Currency codes
· Departments
· Establishments
· Job Codes
· Job Families
· Locations
· Name information
· National IDs
2. Common DefinitionsRecruiting Solutions uses the following common definition tables:
· Approvals
· Text Catalog
3. Product RelatedRecruiting Solutions uses some of the following product related tables:
· Profile Management
· Organizational Development
· Contract Administration
· Labor Administration
4. TAM Tables set up
Following is the TAM related setup
a. Set up implementation defaults.
Initially we have to turn on Recruiting related modules of the Peoplesoft.
Recruitment related modules are
· Talent Acquisition Manager Module
· Candidate Gateway Module.
b. Set up Talent Acquisition Manager Implementation defaults.
This involves setting up
· Default template to be used
· If approvals are required
· To specify starting numerical numbers for Job Opening Id, Applicant Id, Vendor Id, etc
c. Set up job openings.
· Define recruiting locations.
We define recruiting locations because they will be used while searching for a job. For example, if an applicant is only interested in finding jobs in a specific region, you can create a recruiting location for that particular region and assign it to the job opening. The job search looks at the recruiting location associated to that job opening, and if a match is found, it displays that job opening to the applicant.
· Define recruiter roles.
Select the roles that you want to be available when assigning a recruiter to a job opening
· Create teams.
Teams are used to associate a group of recruiters, hiring manager, interviewers, or interested parties to a job opening.
d. Set up job postings.
Job Posting is nothing but building the text that makes up Job opening.
It Comprises of
· Defining the Posting description Types
Some of the Job description types are How to apply Information, Qualification, Roles and Responsibilities, Equal Employment opportunities or Department marketing statement.
Object Used: HRS_JO_PST_DSC_TBL
· Creating the Posting Description
The posting descriptions library provides the content that will go into each of the posting description types. You can enter the content at the time you create a job opening, but using the posting description library enables you to standardized the content and help the organization to provide some standardization between similar job postings.
Object Used: HRS_JO_PST_LIB_TBL
e. Set up applications.
Application set up involves defining the documents that can be accepted by the system from applicants and also limiting the number of documents that can be submitted. Some of the delivered attachment types are Resume, Reference, transcripts, cover letters, Personal Letters and Professional references.
Object Used: HRS_ATCHTYPE_TBL
f. Set up applicant communications.
It involves defining the applicant contact method Types, like Phone, fax, email, letters, web or others.
Peoplesoft uses XML Publisher to generate letters. There are 3 types of letters that can be printed. Applicant letter, Interview Letter and Offer Letter.
Object Used: HRS_CNTCT_MTHD
g. Set up questionnaires.
Questionnaires are used for screening the applicants. These questionnaires are completed by applicants when they apply for a job opening online.
It Comprises of
· Set up answer definitions.
We define the expected answer definition for each answer.
Object Used: HRS_ANSWER_DEF
· Set up question definitions.
We Create a question definition for each question and link answers to the question.
Object Used: HRS_QSTN_DEF
· Set up question set definitions.
Create a question set definition and link questions to the question set.
Object Used: HRS_QSTN_SET_DEF
h. Set up applicant screening.
Screening applicants is the process of identifying applicants whose qualifications match the requirements of a job opening, placing them in some sort of ranking order, narrowing the list, and then routing the best qualified applicants for interviews.
Object Used: HRS_SCREEN_TBL
i. Set up interview evaluations.
Three criteria make up an interview evaluation:
· Interview categories define the areas in which you want to evaluate applicants.
PeopleSoft delivers four categories: Communication Skills, Education/Training, Work Experience, and Technical skills. You can add as many categories as necessary.
Object Used: HRS_INT_CTG_TBL
· Interview ratings define how you rate the applicant within the category and associate a score to that rating.
PeopleSoft delivers three ratings: Excellent, which has a score of 2; Average, which has a score of 1; and Not Qualified, which has a score of 0. You can add as many ratings as necessary.
Object Used: HRS_INT_RTG_TBL
· Interview types define how you conduct the interview.
PeopleSoft delivers five interview types: Inhouse1, Inhouse2, Inhouse3, Campus, and Phone.
Object Used: HRS_INT_LVL_TBL
j. Set up job offers.
· Enter job offer component information.
Often, job offers comprise multiple elements, of which the base salary is just one component. You may offer applicants a bonus, stock options, or car allowances in addition to a salary. To track all elements of job offers, you need to set up job offer components and job offer component types for your organization.
Object Used:
· Create job offer component types
We use job offer component types to group similar offer components.
Object Used: HRS_OFF_TYPE_TBL
k. Set up the hiring process.
The Manage Hire Setup page enables you to select the information you want to transfer from the recruiting tables to the HR tables.
Object Used: HRS_MNG_HIR_STP
To use any module in peoplesoft, we have to do the one-time initial set up.
The one time initial setup of any module involves the set up of its related
1. Foundation Tables
2. Common Definitions
3. Other Products Related Tables(If your Module uses them)
4. Its own tables
1. Foundation Tables
You must set up these HR tables before you establish any other tables in the system. Following HR tables are used in TAM.
· Address information
· Business units
· Company
· Citizen Status
· Currency codes
· Departments
· Establishments
· Job Codes
· Job Families
· Locations
· Name information
· National IDs
2. Common DefinitionsRecruiting Solutions uses the following common definition tables:
· Approvals
· Text Catalog
3. Product RelatedRecruiting Solutions uses some of the following product related tables:
· Profile Management
· Organizational Development
· Contract Administration
· Labor Administration
4. TAM Tables set up
Following is the TAM related setup
a. Set up implementation defaults.
Initially we have to turn on Recruiting related modules of the Peoplesoft.
Recruitment related modules are
· Talent Acquisition Manager Module
· Candidate Gateway Module.
b. Set up Talent Acquisition Manager Implementation defaults.
This involves setting up
· Default template to be used
· If approvals are required
· To specify starting numerical numbers for Job Opening Id, Applicant Id, Vendor Id, etc
c. Set up job openings.
· Define recruiting locations.
We define recruiting locations because they will be used while searching for a job. For example, if an applicant is only interested in finding jobs in a specific region, you can create a recruiting location for that particular region and assign it to the job opening. The job search looks at the recruiting location associated to that job opening, and if a match is found, it displays that job opening to the applicant.
· Define recruiter roles.
Select the roles that you want to be available when assigning a recruiter to a job opening
· Create teams.
Teams are used to associate a group of recruiters, hiring manager, interviewers, or interested parties to a job opening.
d. Set up job postings.
Job Posting is nothing but building the text that makes up Job opening.
It Comprises of
· Defining the Posting description Types
Some of the Job description types are How to apply Information, Qualification, Roles and Responsibilities, Equal Employment opportunities or Department marketing statement.
Object Used: HRS_JO_PST_DSC_TBL
· Creating the Posting Description
The posting descriptions library provides the content that will go into each of the posting description types. You can enter the content at the time you create a job opening, but using the posting description library enables you to standardized the content and help the organization to provide some standardization between similar job postings.
Object Used: HRS_JO_PST_LIB_TBL
e. Set up applications.
Application set up involves defining the documents that can be accepted by the system from applicants and also limiting the number of documents that can be submitted. Some of the delivered attachment types are Resume, Reference, transcripts, cover letters, Personal Letters and Professional references.
Object Used: HRS_ATCHTYPE_TBL
f. Set up applicant communications.
It involves defining the applicant contact method Types, like Phone, fax, email, letters, web or others.
Peoplesoft uses XML Publisher to generate letters. There are 3 types of letters that can be printed. Applicant letter, Interview Letter and Offer Letter.
Object Used: HRS_CNTCT_MTHD
g. Set up questionnaires.
Questionnaires are used for screening the applicants. These questionnaires are completed by applicants when they apply for a job opening online.
It Comprises of
· Set up answer definitions.
We define the expected answer definition for each answer.
Object Used: HRS_ANSWER_DEF
· Set up question definitions.
We Create a question definition for each question and link answers to the question.
Object Used: HRS_QSTN_DEF
· Set up question set definitions.
Create a question set definition and link questions to the question set.
Object Used: HRS_QSTN_SET_DEF
h. Set up applicant screening.
Screening applicants is the process of identifying applicants whose qualifications match the requirements of a job opening, placing them in some sort of ranking order, narrowing the list, and then routing the best qualified applicants for interviews.
Object Used: HRS_SCREEN_TBL
i. Set up interview evaluations.
Three criteria make up an interview evaluation:
· Interview categories define the areas in which you want to evaluate applicants.
PeopleSoft delivers four categories: Communication Skills, Education/Training, Work Experience, and Technical skills. You can add as many categories as necessary.
Object Used: HRS_INT_CTG_TBL
· Interview ratings define how you rate the applicant within the category and associate a score to that rating.
PeopleSoft delivers three ratings: Excellent, which has a score of 2; Average, which has a score of 1; and Not Qualified, which has a score of 0. You can add as many ratings as necessary.
Object Used: HRS_INT_RTG_TBL
· Interview types define how you conduct the interview.
PeopleSoft delivers five interview types: Inhouse1, Inhouse2, Inhouse3, Campus, and Phone.
Object Used: HRS_INT_LVL_TBL
j. Set up job offers.
· Enter job offer component information.
Often, job offers comprise multiple elements, of which the base salary is just one component. You may offer applicants a bonus, stock options, or car allowances in addition to a salary. To track all elements of job offers, you need to set up job offer components and job offer component types for your organization.
Object Used:
· Create job offer component types
We use job offer component types to group similar offer components.
Object Used: HRS_OFF_TYPE_TBL
k. Set up the hiring process.
The Manage Hire Setup page enables you to select the information you want to transfer from the recruiting tables to the HR tables.
Object Used: HRS_MNG_HIR_STP
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