Understanding Screening Setup
Screening is the process used by recruiters to evaluate a list of potential candidates and narrow the list to a few qualified applicants that can be interviewed or hired. Prescreening is a special use of screening that can filter out applicants even before they submit an application.
In PeopleSoft Talent Acquisition Manager, a job opening can have multiple screening processes, or screening levels, and each screening level can evaluate different criteria and use different processing rules.
This overview discusses:
Screening criteria.
Processing rules.
Screening criteria refers to the specific attributes that are desirable in an applicant. During screening, the system compares applicant attributes to job opening attributes to determine how well applicants meet the job requirements. Recruiters establish a job opening's criteria from within the Job Opening component, on the Job Opening - Screening Criteria page. This page presents a list of job attributes so that the recruiter can choose which ones to use.
There are four types of job opening attributes that can be used as screening criteria:
Job Preferences.
Job Preferences from the Job Information section of the job opening page include regular/temporary, full-time/part-time, start date, standard hours, shift, travel percent, minimum and maximum age, sex, citizenship status, and recruiting location.
Job Preferences from the salary information section of the job opening page include minimum salary and minimum grade.
Job Preferences are hard coded and cannot be configured. The Employment questions provides you the flexibility to ask similar questions based on your needs by job opening.
Education and experience.
Education and experience requirements indicate the number of years of experience required for applicants with various levels of education. To meet education and experience screening criteria, the applicant must have both the education level and the minimum amount of experience required for that level.
Skills questions.
Skills questions enable you to ask job related single-choice, multiple-choice, date related, numeric or open-ended questions to applicants who apply online. If a job opening includes skills questions, the system makes all of the questions available for use during screening.
Note: Unlike the other types of screening criteria, skills questions are useful only if applicants can submit applications online. Answers to screening questions cannot be entered in the Application Details page.
Employment questions
Employment questions enable you to ask general questions related to employment. These questions can be single-choice, multiple-choice, date related, numeric or open-ended. If a job opening includes employment questions, then the system makes all the employment questions available for use during screening.
Profile content types.
The Manage Profiles module in PeopleSoft Human Resources provides a flexible architecture for describing the attributes of jobs and individuals. Content type is a generic term for an attribute that can be part of a profile. In the context of the recruiting process, content types are attributes that are used to describe job qualifications and the corresponding applicant attributes.
Oracle delivers several content types that are already configured for the recruiting system; you can use Manage Profiles to create more.
Specific types of screening criteria are available only if the job opening template includes the corresponding sections. For example, to screen applicants based on education and experience, the job opening template must include the Education and Experience section. To collect applicant information to use when screening on education and experience, the resume template must contain both the Education History and Work History sections.
The following table summarizes the setup tasks for each type of screening criteria:
|
Criteria Type |
Setup Requirements |
|---|---|
|
Job Preferences |
Note: Job Preferences are hardcoded and can not be configured. The Employment Questions offers the flexibility and configuration for you to ask similar questions based on your needs by job opening. |
|
Education and Experience |
|
|
Employment questions |
|
|
Skills question |
|
|
Profile content types |
Note: If you use content types other than those that Oracle delivers, you must first set up those content types and, to make them available to the recruiting system, you must add them to the primary person profile that you identified on the Assign Profile Type Defaults page. See Choosing the Primary Person Profile Type for Recruiting. |
This section discusses the different types of screening processing rules and explains where the rules are configured.
Rules That Apply to a Single Screening Level
To set up screening, you must set up reusable screening level definitions. These include default processing rules that apply to the screening level. When the screening level is used for a specific job opening, recruiters can override most (though not all) of the default settings.
See Setting Up Screening Level Definitions.
Examples of screening level processing rules include:
Whether the screening level runs automatically during the online application process, and what messages are used to give applicants instructions or results during such screening.
What percentage of the total possible points the applicant must earn in order to pass the screening level.
How to determine an applicant's overall score for the screening level, and whether to allow manual determination of pass/fail status in a screening level.
Manual determination of pass/fail status is not applicable to screening levels that run during the online application process (prescreening and online screening).
What disposition to assign to applicants depending on whether they pass or fail the screening level.
Rules That Reach Across Multiple Screening Levels
Certain processing rules reach across multiple screening levels.
Screening templates enable you to set up default settings for some such rules; recruiters can override the default settings within individual job openings.
Cross-level settings that you configure in a screening template include:
Whether applicants must pass the previous level to be included in the subsequent screening level.
(USF) Various settings that control the classification and ranking of U.S. federal applicants after all screening levels have been processed.
Note: You cannot use screening templates to set up default settings for transmutation, a process used during U.S. federal screening to give candidates an overall score out of 100 based on the results of two separate screening levels. Transmutation settings rules are configured within each job opening.
See Setting Up Screening Templates, (USF) Understanding U.S. Federal Screening Setup.
(USF) Federal Preference Items
In the U.S. federal screening process, these preference items entitle applicants to specific advantages during screening:
Priority placement status.
Veterans preference.
The system provides setup pages where you define the codes for each of these preference items.