Application Flow Blocks
| Name | Description | Flow Types | Properties |
|---|---|---|---|
| Additional Information | Allows the candidate to provide additional information regarding qualifications, career objectives, or any other details that may help explain qualifications. |
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Career Objectives
Supplementary Comments
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| Attachments | Enables candidates who are completing a job submission to include
file attachments from their computer or from their general profile.
The Attachments section in the application flow lists all file attachments
the candidates added manually in addition to any file attachments
associated with their general profile. Candidates can then select the check box in the Relevant Files column next to files they want to include in the job submission. They can select the check box in the Resume column next to files they want to identify as career resumes and the resumes will be identified as such in the Recruiting Center. The Resume column and corresponding check boxes are displayed to candidates provided the latter attached at least one file to their general profile prior to applying for the job. See also: Resume file attachments and Taleo Connect. |
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Attachment Mandatory
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| Background Check Address History | Data included in the Background Check block is intended to be used for background checking only. Even if company policy is to only conduct background checks on a small subset of candidates or on the candidate who is hired, not collecting background check data from all may cause harm. Consider collecting background check data from all candidates. A best practice is to place the Background Check Consent block early in the application flow to filter out candidates before they spend time providing data that is not needed or exposing selection content (prescreening questions or assessments) to them unnecessarily. Because regulations governing background check consent vary by location, defining local legal disclaimers helps to ensure candidates understand what they are consenting to. |
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Use this form in the application flow
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| Background Check Consent | Data included in the Background Check block is intended to be used for background checking only. Even if company policy is to only conduct background checks on a small subset of candidates or on the candidate who is hired, not collecting background check data from all may cause harm. Consider collecting background check data from all candidates. A best practice is to place the Background Check Consent block early in the application flow to filter out candidates before they spend time providing data that is not needed or exposing selection content (prescreening questions or assessments) to them unnecessarily. Because regulations governing background check consent vary by location, defining local legal disclaimers helps to ensure candidates understand what they are consenting to. |
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| Background Check General Information | Data included in the Background Check block is intended to be used for background checking only. Even if company policy is to only conduct background checks on a small subset of candidates or on the candidate who is hired, not collecting background check data from all may cause harm. Consider collecting background check data from all candidates. A best practice is to place the Background Check Consent block early in the application flow to filter out candidates before they spend time providing data that is not needed or exposing selection content (prescreening questions or assessments) to them unnecessarily. Because regulations governing background check consent vary by location, defining local legal disclaimers helps to ensure candidates understand what they are consenting to. |
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Use this form in the application flow
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| Background Check Military Experience | Data included in the Background Check block is intended to be used for background checking only. Even if company policy is to only conduct background checks on a small subset of candidates or on the candidate who is hired, not collecting background check data from all may cause harm. Consider collecting background check data from all candidates. A best practice is to place the Background Check Consent block early in the application flow to filter out candidates before they spend time providing data that is not needed or exposing selection content (prescreening questions or assessments) to them unnecessarily. Because regulations governing background check consent vary by location, defining local legal disclaimers helps to ensure candidates understand what they are consenting to. |
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Use this form in the application flow
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| Basic Profile Information | A candidates basic information. |
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Use this form in this application flow
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| Candidate Personal Information | A candidate's personal information. Allows candidates to provide an anonymous application (application without personal identification information). The personal identification fields are grayed out so that candidates do not provide this type of information. The required fields for an anonymous application are logon ID, password, email and location. If candidates decide that they no longer want their application to be anonymous and fill out the personal information fields, they are not able to revert back to an anonymous application. To activate the anonymous application feature, the Allow Anonymous Candidates option must be selected in the Candidate Personal Information block properties. It is possible to restrict access to anonymous candidates by activating the following setting: Include candidates whose identification is missing in candidate list and in candidate search results (does not apply to Quick Search) When Activate the identification of potentially duplicate candidates is selected, if a potential duplicate is found by the system, a Duplicate Check task is sent to the owner of the requisition, that is the recruiter assistant. If no recruiter assistant was defined, it is sent to the recruiter. For the duplicate check task performed in a profile context, if a potential duplicate is found, since there is no recruiter the task is redirected to the person defined in the General Profile Duplicate Check Task Assignee setting. |
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Force candidates to provide a valid U.S. social security number
Allow anonymous candidates
Use this form in the application flow
Activate the identification of potentially duplicate candidates
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| Certifications | The Certifications block only accommodates standard fields. No user-defined fields can be inserted. It is recommended to implement the Certifications block when this type of data is critical. For example, for health care, financial services and consulting positions. |
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Minimum number of certification entries
For selection fields, force the user to specify a value from
the selector
Use this form in this application flow
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| Cover Letter (plain text) | Allows a candidate to input a plain text cover letter. |
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Number of columns Number of rows Minimum number of characters required in the Cover Letter Field |
| Contingent Staffing | An agency can enter information about a contingent worker. |
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| Disqualification Questions | The Disqualification Questions block must be placed alone on a page. It is a best practice to also process answers for disqualification questions on this page. If a candidate is disqualified on this action they will be brought to a modified thank you page informing them they have not met the minimum requirements for the position. |
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Number of questions per page |
| Diversity | Taleo provides standard EEO1, EEO2a, EEO2b and EE Diversity forms. Customers can configure these standard forms as well as create custom Diversity forms. |
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Display all questionnaires on the same page.
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| Education | The candidate can provide information about their educational history. |
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Minimum number of education entries
For selection fields, force the user to specify a value from
the selector
Use this form in this application flow
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| eSignature | There is no restriction on where the eSignature block can appear. However, it is recommended to include it at the end of the application flow to ensure that the candidate has entered all required information prior to electronically signing the application. If the eSignature block is included in an application flow, the former is displayed to candidates each time they apply even if Autofill After Initial Submission Enabled is selected in the application flow properties. Users can view eSignature block information if the View the “eSignature” block information permission is selected for their user type in SmartOrg. |
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Use this form in this application flow
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| Job Sourcing Tracking | System administrators have the ability to specify if the Source Tracking block is hidden from candidates if the source is pre-filled. An example would be when the source code is embedded into the URL that redirects candidates to the Career Section from a job board. The following option is available in the properties of the Job Sourcing Tracking block of an application flow: Hide the “Source Tracking“ block if it is pre-filled. When set to Yes, candidates do not see, in the application flow or, on the summary page, the Source Tracking block if the source was pre-filled. Use this option to not provide candidates the opportunity to change the value. When set to No, the Source Tracking block is displayed no matter what. By default, the option is set to No. The Display internal sources on internal Career Sections private settings allows the display of internal sources in the source block of an application flow. |
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Hide the "Source Tracking" block if it is pre-filled
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| Location Selection | Allows the candidate to identify the locations of interest for the job. |
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Select as default location
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| OLF Selection - One level per page | Allow a candidate to specify work preferences such as the job
field, location, and organization. If the full OLF block or portions of the block are not included in the Candidate Profile type flow, then OLF contextualized information (such as contextualized fields for the OLF) will not be available in the general profile unless the candidate already has OLF preferences in their candidate record. |
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Display the Organization menu
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| Personal Information - Agency | Agents can refer a new candidate, or a known candidate using the candidate's email. |
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Force candidates to provide a valid U.S. social security number
Activate the identification of potentially duplicate candidates
Display the email validation section in the Personal
Information - Agency block
Allow anonymous candidates
Use this form in this application flow |
| Plain Text Resume | Candidates can type in or paste in a plain text resume. |
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Number of columns Number of rows Minimum number of characters required in the Resume field |
| Prescreening Competencies | Prescreening competencies are configured in the competency library and added to a requisition in the recruiting center. This block must be included for prescreening competencies to appear in the Career Section. |
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Number of competencies per page While applying for a job
or filling out a general profile, only show competencies or questions
that have not been evaluated
Display the mandatory statement checkbox after the detailed
format
Use this competency assessment format
When showing competencies in the detailed format, only show competencies that reach the minimum level defined for the abridged format
Display the mandatory statement checkbox after the simple format
Save only competency assessments when the candidate provides
information about a given competency.
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| Prescreening Questionnaire | Prescreening questionnaire questions are configured on the requisition in the recruiting center. This block must be included for the prescreening questionnaire to appear in the Career Section. |
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Number of questions per page Mandatory questions
When applying for a job or filling out a general profile, only show skills or questions that have not been evaluated |
| Profile Competencies | Profile competencies are configured in the competency library in the recruiting center. This block must be included for profile competencies to appear in the Career Section. |
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Number of competencies per page While applying for a job
or filling out a general profile, only show competencies or questions
that have not been evaluated
Display the mandatory statement checkbox after the detailed
format
Use this competency assessment format
When showing competencies in the detailed format, only show competencies that reach the minimum level defined for the abridged format
Display the mandatory statement checkbox after the simple format
Save only competency assessments when the candidate provides
information about a given competency.
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| Profile Questionnaire | Profile questionnaire questions are configured in the question library in the recruiting center. This block must be included for the profile questionnaire to appear in the Career Section. |
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Number of questions per page Mandatory questions
When applying for a job or filling out a general profile, only show skills or questions that have not been evaluated |
| References | The References block only accommodates standard fields. No user-defined fields can be inserted. |
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Minimum number of reference entries
Use this form in this application flow
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| Referrer Personal Information | The referrer must enter personal information about themselves, and the candidate that is being referred. |
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Force candidate to provide a valid U.S. social security number
Use this form in this application flow.
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| Resume Content | Give the candidate an option to replace the information in the general profile with the information entered for the job submission. If this block is not present the general profile will always be updated with the information on the job submission. |
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| Resume Upload | The block must be alone on its page before any Attachments, Candidate Personal Information, Education, Work Experience or Resume block. If Resume Parsing is turned on the candidate has an option to upload a resume. The candidate can upload information from a third party. |
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| Resume Upload | Offers the candidate the option of uploading a resume. The block must be alone on its page before any Attachments, Candidate Personal Information, Education, Work Experience or Resume block. |
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| Screening | Multiple screening blocks can be configured on an application flow. When the screening block is configured as inline it must be on its own page, and not co-mingled on a page with other blocks. For security reasons, candidates must enter their login information (user name and password) before filling out an assessment. The email sent to candidates contains a hyperlink that direct them to the login page. |
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Allow candidates to receive questionnaire information later
by email.
Show this block to the following candidates
Display Mode
This service is mandatory (candidates must click the
link to access the questionnaire immediately or choose to receive
it by email, if the latter is activated.
Service
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| Send New Jobs To Candidate | Candidates can choose to receive an email notification whenever a new positing matching the profile is posted. |
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By default, select the check box: Accept invitations by Email
on career opportunities matching this profile
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| Shift Availability Grid | The work shift availability grid is only activated by default for applications created for hourly and campus requisitions. The information is stored at the profile level, so once the data has been completed on one application, all other applications display this information. Otherwise, professional and executive applications do not show a shift availability grid. The grid always displays all days and 5 shift periods. Default values are: Early Morning, Midday, Afternoon, Evening, Overnight. It is not possible to remove a day or shift period from the grid. The grid labels are standard for recruiters and managers; labels are only configurable for candidates and can be configured differently per application flow. |
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| Thank You (Job Submission) | The candidate is taken to the Thank You page after completing a submission. |
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Display the Candidate Profile hyperlink
Display links to these job lists
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| Thank You (General Profile) | The candidate is taken to the Thank You page after completing a submission. |
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Display links to these job lists
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| Work Conditions | The work conditions block is only available for hourly and campus hiring types. |
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Use this form in this application flow
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| Work Experience | The information in this section is only relevant in the case of user-defined forms that include the Current Job field. The Properties section of the Work Experience block contains the Hide the end date in the case of current job field among others. The End Date field in the Work Experience block is irrelevant when candidates enter information about their current job they are typically still employed in the position. If the value of the Hide the end date in the case of current job setting is set to Yes for an application flow, and a user displays a job-specific application that uses the flow, no end date is displayed for the current work experience. The default value is No to ensure backward compatibility. Contingent workers might know the end date of their current job (even though they are still employed in the position). For this reason, one might choose to configure contingent application flows such that the End Date field is displayed. |
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Minimum number of education entries
For selection fields, force the user to specify a value from
the selector
Hide the end date in the case of current job
Use this form in this application flow
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When exporting and importing information about attachments, it is possible to determine if an attachment is a resume or not using the AttachmentType entity (AttachmentType,Code=RESUME).
When importing information about attachments, it is possible to specify if an attachment is a resume or not, by using TCC services (with AttachmentType parameter):
attach-file-to-application-by-type
attach-file-to-profile-by-type
attach-recruiter-file-to-application-by-type
attach-recruiter-file-to-profile-by type
When importing information about attachments, it is possible to specify if an attachment is a resume or not, by using new operations of the Candidate web service (with AttachmentType parameter):
attachFileToApplicationByType
attachFileToProfileByType
attachRecruiterFileToApplicationByType
attachRecruiterFileToProfileByType