Setting Up Recruiting Installation Settings

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

When you set up a recruitment template, you use the Segmentation Values Page to associate the template 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. After continuing past the Primary Job Opening Information page, you cannot modify the value you provide for the segmenting type field. This value is displayed as a read-only field in the job opening header.

Available segmenting types are:

• Business Unit

• Company

• Department

• Job Code

• Job Family

• Job Profile

• Salary Grade

When you segment by Job Profile, 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For purposes of importing job profile data into a job opening, segmentation by job profile functionality is superseded by profile integration, which you activate by selecting Yes in the Allow Profile Utilization field on this page.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.

Select the default recruitment template for your standard requisitions and your continuous job openings. The system uses these templates 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.

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, or when the job opening's recruitment template does not include an interview evaluation template.

Use these fields to define system-wide default flexible processes. A flexible job creation process provides role-specific restrictions on which job opening fields are visible during the job opening creation process. A flexible recruiting process provides role-specific and context-specific restrictions on actions that users can perform and dispositions that users can manually assign.

The system uses these default flexible processes when a job opening’s recruitment template does not find a flexible process based on the job opening data.

Leave these fields blank if you are not implementing flexible processes or if you are implementing flexible process only for job openings with specific recruiting templates.

If a job opening does not use a flexible job creation process, it displays all job opening fields to all users during the job creation process.

If a job opening does not use a flexible recruiting process, it allows all users to access all actions (subject to any action-specific validations) and it allows all users to manually assign any disposition to any applicant.

See Understanding Flexible Processes.

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

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

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

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.

This check box is available for selection only if the Job Offers check box is selected.

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 recruitment 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.

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).

Select Full to activate integration with Microsoft Outlook. 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. PeopleSoft Desktop Integration provides the integration between Talent Acquisition Manager and specific versions of Microsoft Office.

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.

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

See Working With Multiple Job Codes in a Job Opening.

Select Yes if you want applicant questionnaires to present questions in random order, disregarding the any assigned 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.

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 according to the settings in the question definition. If the question definition does not specify an order, the default order is by answer ID.

Enter the maximum number of job openings to be listed in the My Job Openings Pagelet on the Recruiting Home page. Choose a value that balances your usability needs and your performance requirements. The default value is 300.

Select Yes to activate job categorization functionality. Job categories are personal tags that Talent Acquisition Manager users assign to job openings so that they can easily track, organize and group their jobs openings. Categories are associated with specific user IDs, so different users can categorize job openings according to their own needs.

Categories are visible on the My Job Openings pagelet, the Browse Job Opening page, the Search Job Opening page, and the Manage Job Opening page.

Select No to disable job categorization functionality.

Enter the maximum number of applicants to be listed on the Manage Job Opening Page: Applicants Tab. Setting an appropriate maximum improves performance for job openings with very large numbers of applicants.

Choose a recruiting phase to use as the default selection for the phase filter on the Manage Job Opening page: Applicants tab. The default value is 0 - All, representing all phases in the recruiting process.

When a job opening does not have any applicants in the default phase, the system uses 0 - All for the phase filter rather than using the default phase that you select here.

Select a job opening status to use as a default filter on the Browse Job Openings Page. For example, if users typically use the Browse Job Openings page to work with current job openings, you can set the default status to 010 - Open. Users can always clear the filtering criteria to see job openings in other statuses.

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 Candidate Gateway to view all search results.

The maximum value you can enter is 99.

See Using the Job Search Agent.

Enter the maximum number of job postings that Candidate Gateway returns when an applicant performs a job search. Choose a value based on your organization’s requirements for usability and performance.

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

See Understanding Hiring Applicants.

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.

See Adding Persons of Interest

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.

See Processing Duplicate Applicants

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.

See Creating Job Offers

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.

If the Allow Online Job Offers field value is Yes, enter the default number of days that an online job offer remains valid. Users can override this default within specific offers.

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.

See Completing Interview Evaluations

Select Yes to force Talent Acquisition Manager users to supply a reason when rejecting an applicant using the Reject action. This setting does not apply to using the Edit Disposition action to reject an applicant.

Select No to allow users to reject applicants without supplying a reason.

Select Yes to enable a widget that lets users assign applicants a one-star to three-star level of interest for an applicant in the context of a specific job. The interest indicator appears on the Manage Job Opening page, the Manage Application page, and the search results for the Search Applications page. It is also available as search criteria on the Search Applications page.

The interest level for an applicant is specific to the job opening (or application without a job opening), but it is not specific to the user.

Enter the maximum number of applicants to be listed in the My Applicants Pagelet on the Recruiting Home page. Choose a value that balances your usability needs and your performance requirements. The default value is 300.

Enter the number of notifications that will cause the Send Correspondence and Route Applicant actions to send the notifications using a background batch process. If the number of notifications generated by an action does not reach this threshold, the user remains on the action page while the notifications are sent. Setting a batch action threshold frees up users to continue with other tasks while the system processes high volumes of notifications.

Enter 0 (the number zero) to disable batch processing for notifications.

Enter the maximum number of rows that can be included when a user performs a group action.

If a user attempts to perform a group action when too many rows are selected, the system displays a message informing the user of the limit and stating that only the allowed number of rows will be processed.

If the user continues, the system processes the allowed number of rows, starting at the beginning of the list and following the grid sort order. Even if the user cancels, the system deselects all rows after the specified limit, and the user can review which rows will be processed before re-initiating the action with an allowable number of selected rows.

The default limit is 100. The minimum limit is 1, and the maximum limit is 99999.

See Understanding Actions for Managing Applicants.

Select Yes or No to indicate whether you want the system to force users who are searching for applicants to save their search criteria when a specific job opening is part of the criteria.

The system forces the save by displaying the Save Search page after the user initiates the search but before the search results appear. The user cannot continue to the results without saving the criteria. The user can, however, cancel to return to the search page without executing the search.

After a user performs a forced save, the search results appear. Above the search results, the system displays information about saving the search results using the Save for Compliance button. Although the message reminds the user to save the results, the user is not forced to do so.

Saved searches that are created as a result of this setting retain their association with the job opening. This association means that the searches appear in the Searches grid on the Manage Job Opening Page: Activity & Attachments Tab and in the Saved Searches & Automatches grid on the Manage Job Opening Page: Applicant Search Tab.

This functionality supports requirements of the United States Office of Federal Contract Compliance Programs (OFCCP)

See Understanding Saved Searches.

Enter the maximum number of rows in the search results when a user searches for applicants using a PeopleTools Search Framework-based search. This setting applies only if you select Yes in the Enforce Search Save field.

Choose which site is shown when you use the delivered menu navigation to access Candidate Gateway pages. Changing this setting enables you to access and test different site definitions.

A single site definition is associated with the navigation paths for internal applicants (Self Service > Recruiting > Careers) and external applicants (select Careers under the main menu).

Because jobs can be posted to different sites based on the recruitment source definition, changing this setting can also change the job postings that are available on the test sites.

See Setting Up Sites.

Select Yes to force applicants to provide an email address when registering for Candidate Gateway. Already-registered applicants who have not already supplied an email address will be forced to provide one the next time they sign in.

Although you can select No if you do not want to require email addresses, keep in mind that applicant email addresses are required for user ID and password recovery as well as for sending email notifications.

Select Yes to force applicants to provide a phone number when registering for Candidate Gateway. Already-registered applicants who have not already supplied a phone number will be forced to provide one the next time they sign in.

Select Yes to display address fields on the Candidate Gateway registration page.

If the address fields are not shown on the registration page, applicants can still enter an address by updating their account information. However, this option is less obvious to applicant.

Already-registered applicants who have not supplied an address will be prompted to provide one the next time they sign in.

Select Yes to force applicants to provide an address when registering for Candidate Gateway. Already-registered applicants who have not supplied an address will be forced to provide one the next time they sign in.

You can select Yes only if you already selected Yes in the Display Address field.

Registration is your only opportunity to require applicants to supply an address, but even if an address is not required, external applicants can always update their address information on the My Account Information page.

Enter the number of days that an applicant's job search agent is kept in the database. If a job search agent is modified, the retention period resets.

The maximum number of days that an applicant's job search agent can stay active is 999. This setting 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.

If job agents expire, applicants can see the expiration date on the My Saved Searches page in Candidate Gateway. The expiration date is also given in the email notifications that the job agent process sends to the applicant.

See Using the Job Search Agent

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

The default is five.

Select this check box to require external applicants to agree to your registration terms. The text of the registration terms comes from text catalog entry HRAM_CETRMAGRE_03.

If this check box is selected, applicants must indicate agreement at these times:

• When the applicant first registers for Candidate Gateway.

• During registration updates.

Registration updates occur when applicants attempt to sign in after you change registration requirements (such as password requirements or required fields). The Registration Update page always requires applicants to agree to registration terms, even if they previously agreed to the same terms during their initial registration or a previous registration update.

Activating registration terms or updating the text of your terms is a change to your registration requirements. Therefore, applicants are prompted to update their registration the first time they sign in after these changes are made.

For more information, see Registering Online and Signing In and Using Fluid Candidate Gateway to Register and Sign In.

Select this check box to prevent users from including separator pages before included attachments in the Application Details report. If this check box is not selected, end users can choose whether to print separator pages.

See Printing Application Details.