13Libraries
Libraries
Libraries
Libraries Overview
The Recruiting Center offers libraries containing requisition templates, questions, disqualification questions, competencies as well as questions, skills and questionnaires used in Evaluation Management.
When accessing a library, the screen is organized into three panes:
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The left pane contains quick filters. For Questions and Competencies, there are tabs allowing users to display elements associated to all or specific job fields as well as elements associated all or specific locations.
The central pane presents the list of elements. Elements displayed depend on the filters and options selected in the left pane. A menu bar allows users to perform specific actions on elements.
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The right pane contains the online help and online clips if these were enabled. The pane can be expanded or collapsed.
Requisition Templates Library
Requisition Template
A requisition template is a requisition file containing information that will likely be reused for a similar job position.
Requisition templates are located in the Libraries menu, under Templates.
A requisition template can be created for each position or job category. Depending on your organization's policies, the requisition template may be very detailed or may include only basic information. When creating a new requisition, it is a best practice to select a requisition template first; this will auto-populate many of the requisition fields based on the selected template.
The creation of requisition templates is done via the Create Requisition Template assistant which is available in the Requisition Templates library. A user type permission is required to create requisition templates. When clicking Create Template, the Create Requisition Template assistant is launched. The creation process is similar to the creation of requisitions. The content of the assistant will vary depending on how it was configured by the system administrator.
The first step may be to select a requisition type. This step is available if more than one requisition type was enabled and if specific permissions were granted to users.
The second step may be to select an Organization, Location and/or Job Field.
When all of the above have been specified, users complete the various fields of the requisition template.
When saving the requisition template, a message appears if information is missing in certain fields. Users can also use the diagnostic tool to know which fields must be filled to be able to save the requisition template.
When the requisition template is complete, its status is Draft. The template must be activated to be used. The activation is done during the requisition template creation or later on by selecting the Active status within the template.
Creating a Requisition Template
A user type permission grants users access to this feature.
In the Libraries menu, select Templates.
Click Create Template.
Follow on screen instructions.
Click Save.
Activating a Requisition Template
A user type permission grants users access to this feature.
The requisition template must be Inactive or Draft.
In the Libraries menu, select Templates.
In the Requisition Templates page, click a template.
Click Edit.
Select Active.
Click Save and Close.
The requisition template is available to Recruiting Center users.
Duplicating a Requisition Template
A user type permission grants users access to this feature.
In the Libraries menu, select Templates.
Click a template.
Click the Duplicate Template icon.
Modify the information.
Click Save and Close.
Editing a Requisition Template
A user type permission grants users access to this feature.
In the Libraries menu, select Templates.
Click a template.
Click Edit.
Modify fields as required.
Click Save and Close.
Deactivating a Requisition Template
A user type permission grants users access to this feature.
The requisition template must be Active.
In the Libraries menu, select Templates.
Click a template.
Click Edit.
Select Inactive.
Click Save and Close.
The requisition template is no longer available for use.
Deleting a Requisition Template
A user type permission grants users access to this feature.
The requisition template status must be Draft.
In the Libraries menu, select Templates.
Click a draft requisition template.
Click the Remove icon.
Click Yes in the message box.
Questions Library
Prescreening Question
Prescreening questions are used to prescreen candidates and find the best candidates for a job.
Prescreening questions can be created in the Questions Library as well as directly in a requisition.
Prescreening questions created in the Questions Library are available in the Questions Library and can then be added in the Prescreening section of a requisition file. A user type permission grants users access to the Questions Library as well as to the actions that can be performed on questions in the Questions Library.
Prescreening questions created directly in a requisition are only available for the requisition and they are not available in the Questions Library for other requisitions. If at a later date you use that same requisition to create a requisition template, the question that you created in the requisition will not be added to the Questions Library. However, if the question is created for a requisition template, then the question will be added to the library. Questions linked to a requisition are not duplicated in the requisition; they are re-used. Therefore, any changes made to such a question from the requisition will be applied to the question in the Questions Library as well. These changes will therefore also appear in all requisitions to which this question is linked. A user type permission grants users access to the actions that can be performed on questions in the requisition Prescreening section.
Three types of prescreening questions can be created:
| Question Type | Description |
|---|---|
| Single Answer Question | The candidate selects one answer from a list of choices.
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| Multiple Answer Question | The candidate selects as many answers as applicable from a list of choices.
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| Text Question | The candidate types a brief answer in response to a specific question. Use text questions sparingly; use them where they can allow for expansion of information asked in a previous question.
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A question can have a maximum of 3000 characters.
Depending on the type of question created, different answer formats are available:
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radio button
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pop-up list
Each question is assigned a code. With this unique code, users are able to standardize questions and better control their import/export mechanism. When creating a question, users are required to assign a code to questions created in the Questions Library. For questions created at the requisition level, a code is generated automatically.
Questions have one of the following statuses:
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draft
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active
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inactive
Even if a question has been used in the past, it is possible to inactivate the question in the Questions Library. Once inactive, a question is retained on existing requisitions but cannot be used in newly created requisitions. Inactive questions are also removed from active templates and cannot be carried over when duplicating a requisition where a question was active. Also, now that a code is assigned to each question, it is easy to deactivate the right question when users realize they have a duplicate. In addition, users who manage questions can wait until a question is ready before making it available to end users.
When creating a question in the Questions Library, users can make the question visible to internal candidates, external candidates or all candidates.
When creating a question in the Questions Library, the question can be associated to locations and/or job fields. Associating questions to locations and/or job fields helps the user to select the appropriate questions while using the selector window. If questions associated to locations and/or job fields are included in models, the Apply Model function available in the requisition will bring the appropriate questions into the requisition based on the locations and job fields of the requisition.
When associating a question to locations or job fields, the question can be made available in a profile or in a model:
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If a question is tagged "In profile", the question will be available to users who create a candidate file, and to candidates who are entering their profile in a career section. Questions made available will be sorted to match the location and job field preferences defined by the candidate.
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If a question is tagged "In model", the question will be applied to requisitions when users click the Apply Model function in the Prescreening section of a requisition. Questions will be grouped in a model based on the location and job field of the requisition.
Once a question is created in the Questions Library, users can add it to the Prescreening section of a requisition file. When adding questions to a requisition file, users should consider balancing the number of questions with the expected candidate volume and job complexity.
The following table shows the recommended number of questions as per the number of candidates expected and the job complexity.
| Difficult to Fill Position | Average to Fill Position | Easy to Fill Position | |
| Number of Candidates Expected | Low - Less than 30 | Medium - 30 to 100 | High - 100 + |
| Recommended Number of Questions | 8 or less | 12 or less | As many as required |
| ACE Indicators | Use Required Use Asset optionally Do not use Weight |
Use Required, Use Asset Use Weight optionally |
Use Required Use Asset Use Weight |
| % of Candidates Identified as ACE Candidates | 15% and higher | 10% to 15% | 5% to 10% |
The difficult to fill position expects few candidates. Fewer questions should be used. As a rule of thumb, do not exceed 8 questions (job specific and skills together).
The average to fill position should keep candidates engaged, but not lose them due to too many questions. As a rule of thumb, do not exceed 12 to 15 questions (job specific and skills together).
The easy to fill position expects a large number of candidates. You can use as many questions as necessary (job specific and skills together).
Prescreening Question Writing Tips
Questions must be written to obtain useful data from candidates and to facilitate the hiring process. When creating questions to prescreen candidates, these simple rules will help you achieve these goals.
| Tip | Description |
|---|---|
Using the right amount of questions |
Balance the number of questions with the job complexity and expected candidate volume. |
Writing effective questions |
The question should contain Required and Asset criteria. The question should help you sort candidates who apply for the position. The response to the question should provide value in determining the caliber of the candidate for the position. |
Using Yes/No questions |
Use Yes/No questions for straight-forward requirements. For other questions, consider answer ranges that make it less obvious what the correct answer is. Do not use a Yes/No question for question of type Do you have a Bachelor's degree? |
Including an "Out" answer |
Always include an "out" answer to the question such as None of the above, None or Not applicable. Otherwise you force the candidate to be untruthful. For example: With which of the following software do you have experience? Microsoft Word, Microsoft Excel, Microsoft PowerPoint, None. |
Standardizing questions and answers |
Standardize answer ranges to questions to give the candidate a positive experience. For example, always put "None of the above" at the top or bottom of the answer list. Also, all years of experience questions should have the same ranges in the same order. For example: Indicate the highest level of education you have attained. High School Diploma, Associates Degree, Bachelor's Degree, Master's Degree, Doctorate Degree, None of the above. |
Reviewing grammar and spelling |
A best practice is to review the questions and answers for grammar and spelling |
Using strong verbs |
Use strong verbs in questions such as "write a program" or "operate". Avoid phrases containing words like "work with" or "involved in". |
Using known acronyms |
Use only highly recognized acronyms such as IT. |
Using examples in the question |
Use examples if necessary and reveal more about the position within the question. For example: In this position, you will be required to drive within a 200 mile radius to various merchandise outlets. Do you have a valid driver's license?. |
Adhering to legal guidelines |
Adhere to legal guidelines by checking with your Employment Law and Diversity officers, keeping questions directly job-related (no personal questions). Also, do not create questions that may lead to discrimination. |
Asking one question per question |
Do not ask too many different questions within one question. For example, avoid questions such as this one: Please indicate the number of years you have hands-on experience in marketing, accounting and/or manufacturing. It would be more valuable to restructure the question completely or to simply have three different questions if it is important to know the number of years the candidates have worked within those three areas. |
Separating questions for years of experience and proficiency |
Many times, candidates are asked about the number of years they have performed certain tasks or worked within a certain industry. However, it can be more helpful to know the candidate's proficiency or how well he/she performs a certain task. Ask yourself if it is more important to know the number of years of experience or the level of proficiency to evaluate a candidate |
Creating a Question
A user type permission grants users access to this feature.
The question can have a maximum of 3000 characters.
Click Create Question.
Select the type of answer.
Complete mandatory fields.
Select necessary information.
Click Save and Close.
The question is available in the Questions Library.
Activating a Question
A user type permission grants users access to this feature.
The question must be draft or inactive.
Select a question.
In the More Actions list, select Activate Question.
The status of the question is Active. The question is available for selection in a requisition
Deactivating a Question
A user type permission grants users access to this feature.
The question must be active.
Select a question.
In the More Actions list, select Deactivate Question.
The question remains in the Questions Library with the Inactive status.
Editing a Question
A user type permission grants users access to this feature.
If the question is active, only grammatical and typographical corrections are allowed.
If the question is draft, any corrections are allowed.
An inactive question cannot be edited.
Click on a question.
Click Edit.
Make modifications.
Click Save and Close.
Changes will be applied to questions that will eventually be added to a requisition. Changes are not applied in a requisition that already contains a question.
Duplicating a Question
A user type permission grants users access to this feature.
Select a question.
Click Duplicate.
Modify the information in the fields.
Translate the question if necessary.
Click Save and Close.
The question created based on an existing one is available in the Questions Library.
Associating a Question to a Location
A user type permission grants users access to this feature.
Question should have the draft or active status.
Users are able to add the question in a requisition if the question matches the location of the requisition.
Associating a Question to a Job Field
A user type permission grants users access to this feature.
Question should have the draft or active status.
Users are able to add the question in the requisition if the question matches the job field of the requisition.
Dissociating a Question from a Location
A user type permission grants users access to this feature.
Question should have the draft or active status.
Click on a question.
Click Edit.
In the Associated Structure section, clear the Locations check boxes.
Click Save and Close.
A question which is not associated to any location remains in the Questions Library but can only be added manually to a requisition.
Dissociating a Question from a Job Field
A user type permission grants users access to this feature.
Question should have the draft or active status.
Click on a question.
Click Edit.
In the Associated Structure section, clear the Job Fields check boxes.
Click Save and Close.
A question which is not associated to any job field remains in the Questions Library but can only be added manually to a requisition
Adding a Question to the Job Field or Location Structure
A user type permission grants users access to this feature.
Click on the Job Field or Location tab in the left pane.
Click Add Question...
Click Select next to the desired question.
Click Done.
The user adding a question to a requisition will be presented with a selector window containing questions matching the Organization-Location-Job Field structure of the requisition.
Removing a Question from the Job Field or Location Structure
A user type permission grants users access to this feature.
Click on the Job Field or Location tab in the left pane.
Select a question.
Click Remove Question.
By removing a question from the Location and/or Job Field structure, the user adding a question to a requisition will be presented with a selector window containing this question regardless of the requisition Organization-Location-Job Field structure. The selector window presents questions matching the Organization-Location-Job Field structure of the requisition or any questions that is not associated to any Organization-Location-Job Field
Adding a Question to the Model
A user type permission grants users access to this feature.
Click on the Job Field or Location tab in the left pane.
Select a question.
In the More Actions list, click Add to Prescreening Model.
In the Questions Library list, a check mark appears in the In Model column, next to the question. The question is available to another user completing the Prescreening section of a requisition.
Removing a Question from the Model
A user type permission grants users access to this feature.
Click on the Job Field or Location tab in the left pane.
Select a question.
In the More Actions list, click Remove from Prescreening Model.
In the Questions Library list, a check mark no longer appears in the In Model column, next to the question. The question is no longer available to another user completing the Prescreening section of a requisition.
Adding a Question to the Profile
A user type permission grants users access to this feature.
Click on the Job Field or Location tab in the left pane.
Select a question.
In the More Actions list, click Add to Profile.
In the Questions Library list, a checkmark appears in the In Profile column, next to the question. The question is available to another user creating a candidate file and to a candidate completing a profile in a career section.
Removing a Question from the Profile
A user type permission grants users access to this feature.
Click on the Job Field or Location tab in the left pane.
Select a question.
In the More Actions list, click Remove from Profile.
A check mark no longer appears in the In Profile column, next to the question. The question is no longer available to another user creating a candidate file and to a candidate entering a profile in a career section.
Viewing a Question in Another Language
A user type permission grants users access to this feature.
The Earth icon must be displayed next to the question in the Question list.
Click on a question.
Select a language from the Activated Languages list.
The question is displayed in the selected language.
Changing the Visibility of a Question
A user type permission grants users access to this feature.
Click on a question.
Click Edit.
In the Question Properties section, select the visibility from the Visible by drop down list.
Click Save.
The selected question will be visible to internal, external or all candidates according to the selected visibility.
Disqualification Questions Library
Disqualification Question
A disqualification question is a single-answer question that contains the minimum requirements for a candidate to be eligible for a job. A candidate not meeting the required response can be instantly exited from the application process.
To have access to disqualification questions, this feature must be activated within your company.
Disqualification questions are created and configured in the Disqualification Questions Library. Questions available in the Disqualification Questions Library can appear in the Prescreening section of a requisition file if the locations and job fields of the disqualification question matches the locations and job fields of the requisition.
A disqualification question can be viewed by internal candidates, external candidates or all candidates.A disqualification question requires one answer from the candidate, that is the candidate is limited to one answer from a list of choices. When creating a disqualification question, at least two answers must be provided, one of which must indicate that the candidate passes. There are three possible results for each answer:
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The candidate passes: the candidate is not disqualified.
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The candidate is disqualified: the candidate is automatically disqualified.
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To be verified: the candidate file must be reviewed.
Explanations for Disqualification Questions
If configured by your system administrator, you can configure disqualification questions (active, draft or inactive) so that candidates are required to provide explanations for specific answers. This feature provides candidates a greater opportunity to accurately explain their qualifications and it also reduces the need for users to make follow-up contact with candidates to obtain details regarding their responses.
If an explanation is required for an answer, the user must enter an introduction sentence for the explanation.
When applying, if the candidate selects a response to a disqualification question requiring an explanation, the candidate must provide it. A maximum of 1000 characters can be entered for the explanation. Authorized recruiters and managers can also enter an explanation on behalf of the candidate either by capturing or editing the candidate submission.
When an explanation is provided for an answer, the explanation is displayed just below the question answer in the candidate file Prescreening section.
Association to Locations and Job Fields
A disqualification question can be associated to locations and job fields.
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If a question is not associated to any location or job field, the question will be displayed in the requisition.
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If a question is associated to all locations and/or to all job fields, the question will be displayed in the requisition.
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If a question is associated to specific locations and/or job fields, the question will be displayed in the requisition if it matches the location or job field of the requisition.
Disqualification Question Translation
The translation of a disqualification question in all languages is not forced by the system (this behavior exists since Taleo 10). The content writer or library administrator should make sure to translate the disqualification question in all appropriate languages. Disqualification questions that are not associated to a Location of Job Field must be translated in all languages (since they can be displayed to all candidates). Disqualification questions associated to locations of job fields can now be translated only in the appropriate languages; it is no longer needed to translate them into unused languages.
History Tracking
The system tracks changes done to the answer of a disqualification question. Changes are visible in the History tab.
Answers to library based questions, be prescreening questions or disqualification questions, are unique, meaning they are shared across all requisitions using the questions. Tracking of changes done to an answer is propagated for prescreening questions, disqualification questions and competencies.
Changes done to the answer of a disqualification question in the context of a job submission will produce a tracking entry in the History tab of all job submissions where the question is used.
Regarding changes done by the Disqualification Questions Library manager, the behavior is:Changes done to a question in the library are tracked in the library. In the History tab, users can see who changed a question and when the change was done.
Changes to questions or possible answers are visible right away into requisitions and candidate files.
To ensure data integrity, the status of a disqualification question answer cannot be changed.
The possible results to a disqualification question answer (that is, the candidate passes, the candidate is disqualified, to be verified), cannot be modified once the disqualification question has been used.
In the case of a disqualification question that is not associated to a Location or Job Field, any changes done to its answers are tracked.
Creating a Disqualification Question
A setting allows the activation of this feature.
The question can have a maximum of 1000 characters.
Click Create Question.
Complete mandatory fields.
Specify required information.
Click Save and Close.
The disqualification question is available in the Disqualification Questions Library. New disqualification questions added to existing requisitions will not affect candidates who have already applied until they update their profile or their submission.
Duplicating a Disqualification Question
A setting allows the activation of this feature.
Select a question.
Click Duplicate.
Modify the information in the fields.
Translate the question if necessary.
Click Save and Close.
The disqualification question created based on an existing one is available in the Disqualification Questions library.
Editing a Disqualification Question
A setting allows the activation of this feature.
If a question is active, only grammatical and typographical corrections are allowed.
If a question is draft, any corrections are allowed.
Inactive questions cannot be edited.
Click on a disqualification question.
Click Edit.
Make modifications.
Click Save and Close.
Modifications to a disqualification question do not affect already answered questions. Candidates who had passed will still pass. Candidates who had been disqualified will remain disqualified.
Associating a Disqualification Question to a Location
A setting allows the activation of this feature.
The disqualification question will be added to a requisition if the location of the disqualification question matches the location of the requisition.
Associating a Disqualification Question to a Job Field
A setting allows the activation of this feature.
The disqualification question will be added in a requisition if the question matches the job field of the requisition.
Dissociating a Disqualification Question from a Location
A user type permission grants users access to this feature.
Disqualification Questions should have the draft status.
Inactive disqualification questions cannot be dissociated from a job field.
Click on a question.
Click Edit.
In the Associated Structure section, clear the Job Fields check boxes.
Click Save and Close.
By dissociating a disqualification question from a location, the question will be available to be added to all requisitions regardless of the location specification of a requisition.
Dissociating a Disqualification Question from a Job Field
A user type permission grants users access to this feature.
Disqualification Question should have the draft status.
Disqualification Question must not be used by a posted requisition.
Inactive disqualification questions cannot be dissociated from a job field.
Click on a question.
Click Edit.
In the Associated Structure section, clear the Job Fields check boxes.
Click Save and Close.
The question will not appear in a new requisition related to the previously selected job field. By dissociating a disqualification question from a job field, the question will be available to be added to all requisitions regardless of the job field specification of a requisition
Adding a Disqualification Question to the Job Field or Location Structure
A setting allows the activation of this feature
A user type permission grants users access to this feature.
Click on the Job Field or Location tab in the left pane.
Click Add Question...
Click Select next to the desired question.
Click Done.
The user adding a disqualification question to a requisition will be presented with a selector window containing questions matching the Organization-Location-Job Field structure of the requisition
Removing a Disqualification Question from the Job Field or Location List
A setting allows the activation of this feature.
Click on the Job Field or Location tab in the left pane.
Select a question.
Click Remove Question.
By removing a disqualification question from the location or job field list, users will be able to add the question to all requisitions regardless of the location or job field of a requisition
Activating a Disqualification Question
A setting allows the activation of this feature.
The question must have a draft or inactive status.
Select a question.
In the More Actions list, select Activate Question.
The status of the disqualification question is Active. The disqualification question is displayed in the requisition.
Deactivating a Disqualification Question
A setting allows the activation of this feature.
The question must be active in order to be deactivated.
Select a question.
In the More Actions list, select Deactivate Question.
The disqualification question no longer appears in the Disqualification Questions Library.
Changing the Visibility of a Disqualification Question
A user type permission grants users access to this feature
Click on a disqualification question.
Click Edit.
In the Question Properties section, select the visibility from the Visible by drop down list.
Click Save.
The selected disqualification question will be visible to internal, external or all candidates according to the selected visibility.
Competencies Library
Competency
A competency is used to gather proficiency level and years of experience of a candidate in order to find the best candidate for a job.
Competencies are supplied with the system and are available in the Competencies Library. Active competencies are displayed by default. The Active quick filter can be removed to display both active and inactive competencies. Competencies can then be added in the Prescreening section of a requisition file. A user type permission grants users access to the Competencies Library as well as to the actions that can be performed on Competencies in the requisition file Prescreening section and in the Competency Library.
Competencies are not written as a question. Examples of competencies could be "Human resource planning", "Develop, implement and evaluate human resources policies and procedures".
A competency can be visible to internal candidates, external candidates or all candidates.
A competency can be associated to locations and job fields.
If a competency is not associated to any location or job field, the competency will be available to users when adding competencies to a requisition.
If a competency is associated to all locations and/or to all job fields, the competency will be available to users when adding competencies to a requisition only if the In Model option is selected.
If a competency is associated to specific locations and/or job fields, the competency will be available to users when adding competencies to a requisition if the In Model option is selected and if the competency matches the locations or job fields of the requisition.
When associating a competency to locations or job fields, the competency can be made available in a profile or in a model:
If a competency is tagged "In profile", the competency will be available to users who create a candidate file, and to candidates who are entering their profile in a career section. Competencies made available will be sorted to match the location and job field preferences defined by the candidate.
If a competency is tagged "In model", the competency will be available to users who complete the Prescreening section of a requisition. Competencies will be grouped in a model based on the location and job field of the requisition.
Creating a Competency
Competencies are supplied with the system, they cannot be created by a user or a system administrator. Contact Oracle Support for more information.
Editing a Competency
A user type permission grants users access to this feature.
Click on a competency.
Click Edit.
Make modifications.
Click Save and Close.
The visibility of the competency as well as the locations and job fields associated to the competency reflect changes.
Associating a Competency to a Location
A user type permission grants users access to this feature.
The competency can be added in a requisition if the competency matches the location of the requisition
Associating a Competency to a Job Field
A user type permission grants users access to this feature.
The competency can be added in the requisition if the competency matches the job field of the requisition
Dissociating a Competency from a Location
A user type permission grants users access to this feature.
Click on a competency.
Click Edit.
In the Associated Structure section, clear the Location check boxes.
Click Save and Close.
A competency which is not associated to any location remains in the Competency Library but can only be added manually to a requisition.
Dissociating a Competency From a Job Field
A user type permission grants users access to this feature.
Click on a competency.
Click Edit.
In the Associated Structure section, clear the Job Fields check boxes.
Click Save and Close.
A competency which is not associated to any location remains in the Competency Library but can only be added manually to a requisition.
Adding a Competency to the Job Field or Location Structure
A user type permission grants users access to this feature.
Click on the Job Field or Location tab in the left pane.
Click Add Competency...
Click Select next to the desired competency.
Click Done.
The user adding a competency to a requisition will be presented with a selector window containing competencies matching the Organization-Location-Job Field structure of the requisition.
Removing a Competency from the Job Field or Location Structure
A user type permission grants users access to this feature.
Click on the Job Field or Location tab in the left pane.
Select a competency.
Click Remove Competency.
By removing a competency from the Location and/or Job Field structure, the user adding a competency to a requisition will be presented with a selector window containing this competency regardless of the requisition Organization-Location-Job Field structure. The selector window presents competencies matching the Organization-Location-Job Field structure of the requisition or any competencies that is not associated to any Organization-Location-Job Field.
Adding a Competency to the Profile
A user type permission grants users access to this feature.
Click on the Job Field or Location tab in the left pane.
Select a competency.
In the More Actions list, click Add to Profile.
In the Competency Library list, a checkmark appears in the In Profile column, next to the competency. The competency is available to another user creating a candidate file and to a candidate entering a profile in a career section.
Removing a Competency from the Profile
A user type permission grants users access to this feature.
Click on the Job Field or Location tab in the left pane.
Select a competency.
In the More Actions list, click Remove from Profile.
In the Competency Library list, a check mark no longer appears in the In Profile column, next to the competency. The competency is no longer available to another user creating a candidate file and to a candidate completing a profile in a career section.
Adding a Competency to the Model
A user type permission grants users access to this feature.
Click on the Job Field or Location tab in the left pane.
Select a competency.
In the More Actions list, click Add to Prescreening Model.
In the Competency Library list, a check mark appears in the In Model column, next to the competency. The competency is available to another user completing the Prescreening section of a requisition.
Viewing a Competency in Another Language
A user type permission grants users access to this feature.
The Earth icon must be displayed next to the competency in the competencies list.
Click on a competency.
Select a language from the Activated Languages list.
The competency is displayed in the selected language.
Changing the Visibility of a Competency
A user type permission grants users access to this feature
Click on a competency.
Click Edit.
In the Competency Properties section, select the visibility from the Visible by drop down list.
Click Save.
The selected competency will be visible to internal, external or all candidates according to the selected visibility.
Evaluation Management Categories, Questions, Skills, Questionnaires Libraries
Creating Evaluation Categories
The Evaluation Categories library helps organize evaluation questions and questionnaires.
Evaluation categories are available in the Libraries tab of the Recruiting Center. To see this option, users must be granted a user type permission.
By default, all evaluation categories are displayed on the library but quick filters can be used to refine the list by category and/or status (Draft, Active or Inactive). Library Managers can create new categories or modify existing ones. See Creating an Evaluation Category. When creating a new evaluation category, the category is created in the user's preferred language. Once the category is created, the user can return to the category and select the language in which he wants to translate the category. Languages for which a translation was provided are displayed in blue.Creating Evaluation Questions
Within an organization, a person can be assigned the role of Library Manager which consists in maintaining an up-to-date list of evaluation questions, skills, and questionnaires that are compliant with the organization policy.
Evaluation questions are available in the Libraries tab of the Recruiting Center. To see this option, users must be granted a user type permission.
Before creating a question, Library Managers access the Evaluation Questions library to see if the question already exists in the library. Quick filters are available to filter and search questions according to the following criteria: Question (you can enter one or multiple words), Status (Active, Inactive, Draft), Category (categories available in the Evaluation Categories library). Quick filter criteria can be used individually, or several criteria can be used together. Once the questions are filtered, sorting can also be performed on the list by clicking on the column header. If the question is not present, Library Managers can create a new one. See Creating an Evaluation Question.
Creating Evaluation Skills
Skill based rating questions are available in Evaluation Management. Recruiters can evaluate candidates' skills using simple rating scales and they can compare candidates against each other and the desired skill level for the position. Charts provide users with a visual means of reviewing results and comparing responses.
Evaluation skills are available in the Libraries tab of the Recruiting Center. To see this option, users must be granted a user type permission.
The Evaluation Skills library contains the skills that can be added to Evaluation Questionnaires. The Evaluation Skills library provides quick filters to filter and search skills according to the following criteria:
Name of the skill.
Status of the skill (Active, Inactive, Draft, All).
Category to classify the skill.
Creating Evaluation Questionnaires
The Library Manager creates evaluation questionnaires and adds questions and skills to them.
Evaluation questionnaires are available in the Libraries tab of the Recruiting Center. To see this option, users must be granted a user type permission..
Once evaluation questions and skills are created, Library Managers can add them to an existing questionnaire or create a new questionnaire.
When creating questionnaires, Library Managers are presented with three tabs:
Properties: Includes the name of the questionnaire; a short label for the questionnaire; instructions on how to complete the questionnaire; check boxes to make the Questions tab, the Skill Ratings tab and the Overall Recommendation available in the questionnaire; the format of the Recommendation response (Text response, Radio selection, Radio selection and text response) and if the Recommendation field is mandatory; the questionnaire status; languages in which the questionnaire is available; and the category to classify the questionnaire.
Questions: This is where questions can be added to the questionnaire. The Library Manager can define which questions are required when evaluators complete questionnaires; he can add weight values to question answers; he can also remove questions, reorder questions, and hide or show question details.
Skill Ratings: Includes a button to select the rating scale to apply to the questionnaire. Rating scales are created by system administrators. Once the rating scale is selected, the Library Manager can define which skills are required when evaluators complete questionnaires; he can add, remove and reorder skills (which were defined in the Evaluation Skills library). Once skills have been added, the Library Manager selects the desired skill level for each skill.