Products

INSTALLATION_TBL1

Set Up HRMS, Install, Installation Table, Products

Select the PeopleSoft applications for your installation.

Recruiting Installation - General

HRS_INST

Set Up HRMS, Install, Product and Country Specific, Recruiting Installation, General

Define system-wide settings for default recruiting templates, approval processing, and integrations.

Recruiting Installation - Jobs

HRS_INST_JOBOPNING

Set Up HRMS, Install, Product and Country Specific, Recruiting Installation, Jobs

Define additional system-wide settings, particularly settings related to job openings.

Recruiting Installation - Applicants

HRS_INST_APPLICANT

Set Up HRMS, Install, Product and Country Specific, Recruiting Installation, Applicants

Define system-wide settings for applicants.

Online Job Offers - Select Regulatory Regions

HRS_ONL_OFR_RG_SEC

Click the Regulatory Regions link on the Recruiting Installation - Applicants page.

Select the regulatory regions where you allow online job offers.

Recruiting Installation - Last Assigned IDs

HRS_INST_CNTRS

Set Up HRMS, Install, Product and Country Specific, Recruiting Installation, Last Assigned IDs

Specify starting numbers for system-assigned numbers. These should be set to a number that does not overlap with existing values in the database or you will get duplicate value errors.

Template Segmenting Type

Select a type of data that the system will use to associate specific recruitment templates with specific job openings.

When you set up recruitment templates, you associate them with specific values for the selected segmenting type. For example, if the segmenting type is Department, then you can associate different recruitment templates with different departments in your organization. This enables you to vary the job opening data and layout by department.

A field corresponding to the selected segmenting type always appears on the Primary Job Opening Information page, and users are required to enter a value in that field. This enables the system to apply the appropriate recruitment template.

Available segmenting types are:

• Business Unit.

  The Primary Job Opening Information page always includes a Business Unit field, even if it is not the segmenting type. The system uses the business unit to filter values for other fields on the page.

• Company.

• Department.

• Job Code.

  The Primary Job Opening Information page includes a Job Code field, even if it is not the segmenting type, as long as the Position Management Option on the HRMS Options page is set to None or Partial.

• Job Family.

• Job Profile.

  With this option, users can enter a JOB profile on the Primary Job Opening Information page, and the system imports compatible job profile data into the new job opening.

  For purposes of importing job profile data into a job opening, segmentation by job profile functionality is superseded by full profile integration, which you activate by selecting Yes in the Allow Profile Utilization field on this page. Although the system does not prevent you from using both options, Oracle does not recommend that configuration.

• Salary Grade.

See Entering Primary Job Opening Information.

Standard Requisition and Continuous Job Opening

Select the default job opening template for your standard requisitions and your continuous job openings. The system uses these template for new job openings when there is not another template that is associated with the specific segmenting value you've entered.

For example, if your job openings are segmented by department (because you entered Department in the Template Segmenting Type field on this page), then when you create a job opening, you will enter a specific department. If there is a recruitment template associated with that department, then the system uses the department-specific template to control the content and layout of information on the job opening pages.

If there isn't a department specific recruitment template, then the system uses the appropriate default recruitment template, depending on whether the job opening is a standard requisition or a continuous job opening.

Interview Evaluation

Select the default interview evaluation template.

The system uses this template when an applicant is being evaluated and is not linked to any job opening.

Standard Requisition

Select this check box to activate approvals when creating job openings with a type of standard requisition.

Job Offers

Select this check box to activate approvals when creating a job offer.

Continuous Job Opening

Select this check box to activate approvals when creating job openings with a type of continuous job opening.

Optional Works Council

Select this check box to activate approvals when creating job offers requiring works council approval.

When you select this option, the Works Council Information section appears as an option in the Job Opening Template and Job Opening pages.

If you select this option, you must also select the Job Offers check box.

Allow Profile Utilization

Select Yes to activate profile integration, or select No to disable this integration.

If profile integration is active, users who create job openings can select up to three profiles whose characteristics will be imported into the newly created job opening.

If your Template Segmenting Type is Job Profile, then job openings are already configured to import characteristics of a profile that you select when you create the job. If you segment by job profile and you allow profile utilization, then users must select one job profile because of the segmenting rule, and can optionally select up to two more person and non-person profiles (for a total of three) because of the profile utilization setting.

In this situation, segmenting by job profile serves for template selection, but it does not offer any additional profile capabilities, it only enforces the selection of at least one profile and limits the number of other profiles that can be selected during job opening creation.

Generally, organizations that allow profile utilization will not also segment by profile.

Person Profile Integration

When profile utilization is not allowed at all, this system sets the value to No and makes the field read-only.

However, if you allow profile utilization, use this field to determine which types of profiles can be selected when a user creates a job opening. Select Yes to enable users to select both person and non-person profiles, or select No to limit profile selection to non-person profiles.

Even if users can select person profiles, they can select only person profiles for people to whom they normally have security access (such as direct reports).

Calendar Integration

Select Full to activate integration with Microsoft Outlook 2007. This integration enables recruiters to schedule interviews using Microsoft Outlook meeting requests. This is a two-way integration; the system updates interview data in Talent Acquisition Manager using information from Microsoft Outlook 2007.

Select Partial to send interview schedules to participants as an iCalendar attachment. The participant can import the iCalendar meeting request and act on it. This is a one-way message, and TAM does not get any response back from the participant.

Select None if you do not want to use full or partial calendar integration.

Allow multiple jobs/positions

Select Yes if you want to allow multiple jobs or positions linked to one job opening, otherwise select No.

When you select Yes, the Job Code Information group box appears on the Job Opening page.

Randomize Screening Questions

Select Yes if you want applicant questionnaires to present questions in random order, disregarding the questions' order numbers. When an applicant applies for multiple jobs openings, questions from all job openings are randomized together.

Select No to order questions based on the order numbers specified in the qualifications section of the job opening details (for job-specific screening questions) or in the resume template (for questions when an application is not associated with any job openings).

Regardless of the value you select, open-ended questions always appear after multiple-choice questions.

Randomize Screening Answers

Select Yes if you want applicant questionnaires to present answers to multiple choice questions (including yes/no questions) in random order.

Select No to order answers based on their answer ID (which is the order in which they appear in the question definition.)

Max Job Posts Per Notification

Enter the maximum number of job postings that can be listed in a Job Agent email notification. If the Job Agent search criteria finds more job postings than are allowed, the email lists as many as are allowed and then appends a message directing the recipient to visit the Careers page to view all search results.

The maximum value you can enter is 99.

See Using the Job Search Agent.

Days Available for Latest Posting

Enter the number of days that the system looks back when selecting job postings to include in the Latest Job Postings section of the Candidate Gateway Careers page. If the field is empty, Candidate Gateway looks back 30 days when selecting job postings to display.

The value that is appropriate for your organization depends on how frequently you add job postings.

Note. Be sure to change the default value. The system comes with a very large default value designed to work with the PeopleSoft sample data. This lengthy look-back period is not appropriate for a live system.

(USA) Enforce Search Save

Select Yes or No to indicate whether you want the system to force users to save the results of applicant searches when a specific job opening is part of the search criteria. The search results are saved for auditing and statutory reporting purposes.

This functionality supports requirements of the Office of Federal Contract Compliance Programs (OFFCP)

Search Result Limit

Enter the maximum number of rows that can appear in the search results when a user searches for job openings. Lower limits improve performance, while higher numbers show applicants more job openings. The recommended range is 500 – 10,000, but you can enter values from 1– 9,999,999.

Verify Employee ID

Select whether it is Required or Optional for a recruiter to search the HR database during the Prepare for Hire process to determine whether an applicant was a previous employee, contingent worker, or person of interest for the company. Such searches help prevent duplicate records for the applicant

Verify Person of Interest

Select Yes if you want the system to search the HR database for an existing record when you add an external applicant to the system as a person of interest using the Add Person of Interest action. Such searches help prevent duplicate records for the applicant.

Select No to let external applicants be added as Persons of Interest without first searching for an existing record.

Inactive State for Duplicates

Select the status that the system will assign to duplicate applicant records that are inactivated during the duplicate merge process. For example, if you merge three records, one record continues to be active, and the other two are assigned the status that you designate in this field.

Allow Online Job Offers

Select Yes to enable online job offer functionality, including the ability to make offer letters and other attachments available in Candidate Gateway and the ability for applicants to accept or reject the offers in the same manner.

To disallow online job offer functionality, select No.

Regulatory Regions

Click this link, which is only available if the Allow Online Job Offers field value is Yes, to access the Online Job Offers - Select Regulatory Regions page, where you specify which regulatory regions use online job offer functionality.

Days Online Offer Valid

If the Allow Online Job Offers field value is Yes, enter the number of days that an online job offer remains valid. If the applicant has not accepted the job offer within the specified number of days, the offer expires.

Administrator Evaluation Edit

Select Yes or No to indicate whether administrators are allowed to edit, delete, and send back interview evaluations.

This setting applies only to interview evaluations, not to open-ended question evaluations.

Site ID

Select a default site ID for the system to use when it cannot determine a specific site. Choose from the sites that have been defined on the Site - Setup Site page.

See Setting Up Sites.

Days Job Search Agent Active

Enter the number of days that an applicant's job search agent is kept in the database.

The maximum number of days that an applicant's job search agent can stay active is 999. This date is used by the Job Agent process to determine whether applicants' saved job agents are out of date and should be deleted. If you do not enter a value, the system keeps job agents in the database indefinitely.

Maximum Job Agents

Enter the maximum number of job agents that an applicant can have.

The default is five.

Fix Counters

Click to synchronize the counter with the actual values in the recruiting database. The system searches for the maximum value being used and resets the counter to that value.