Oracle Recruiting Cloud
Implementing Hiring
20B Oracle Recruiting Cloud Implementing Hiring
20B Part Number F27748-03 Copyright © 2011, 2020, Oracle and/or its aliates.
Author: Viviane Filloles
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Contents
Preface i
1 Introduction 1 Overview of Implementing Hiring ...... 1 Recruiting and Candidate Experience Oering ...... 2 Recruiting and Candidate Experience Functional Areas ...... 2
2 Career Sites 9 Career Site ...... 9 Create a Career Site ...... 9 Translate Career Site Labels ...... 13 Manage Multiple Career Sites ...... 15 Enable Google Job Search ...... 17 Career Sites FAQs ...... 17
3 Candidates 19 Candidate Identity Verication by Email or Phone Number ...... 19 Enable SMS for Candidate Communications ...... 20 Allow Candidates to Apply to Multiple Jobs Before Verifying Their Identity ...... 21 Allow Candidates to Save Draft Job Applications ...... 21 Job Alert for New Job Opportunities ...... 21 Enable Job Alert for External Candidates ...... 22 Enable Job Alert for Internal Candidates ...... 23 Double Opt In for Job Alerts and Marketing Communications ...... 24 Enable Double Opt In ...... 24 Candidates FAQs ...... 25 Oracle Recruiting Cloud Implementing Hiring
4 Job Application Flows 27 Job Application Flow Sections and Blocks ...... 27 Job Application Flow ...... 32 Create a Job Application Flow ...... 33 Request Information Flow ...... 35 Create a Request Information Flow ...... 35 Ask Candidates to Fill in Additional Questionnaires ...... 37 Ask Candidates to Fill in Additional Questionnaires Based on Their Answers ...... 39 Ask a Question to a Candidate Based on an Answer ...... 41 Collect Candidate Legislative and Diversity Information ...... 42 Collect Candidate Sensitive Information ...... 44 Collect Additional Candidate Details ...... 45 Process Contingent Workers as External Candidates ...... 46 Congure Internal Job Application Flow Sections Using HCM Experience Design Studio ...... 47 Job Application Flow FAQs ...... 48
5 Candidate Selection Processes 49 Candidate Selection Process ...... 49 Candidate Selection Process Template ...... 49 Candidate Selection Process Phases and States ...... 49 Create a Candidate Selection Process ...... 51 Automate the Candidate Selection Process ...... 53 Dene Conditions to Move Candidates ...... 55 Create a Fast Formula Used as a Condition in a Candidate Selection Process ...... 56 Move Candidates Automatically to HR Phase ...... 56 Trigger Automated Actions Based on Request for Information Status ...... 57 Use the Background Check Action for Job Applications ...... 58 Use the Request Assessment Action for Job Applications ...... 58 Use the Request Tax Credit Screening Action for Job Applications ...... 59 Use the Send Notication Action for Job Applications ...... 59 Reasons to Reject and Withdraw Job Applications ...... 60 Create Reasons to Reject and Withdraw Job Applications ...... 61 Bypass Extending Oers to Candidates ...... 62 Oracle Recruiting Cloud Implementing Hiring
6 Recruiting Content Library and Notications 63 Recruiting Content Library ...... 63 Create a Recruiting Content Library Item ...... 67 Create a Version of a Content Library Item ...... 68 Posting Descriptions for Job Requisitions ...... 69 Notications ...... 70 Automated Job Application Notications ...... 70 Ad Hoc Candidate Notications ...... 70 Notications to Review Job Applications ...... 71 Notications in Alerts Composer ...... 71 Create HTML Templates for Candidate Notications ...... 72 Recruiting Content Library FAQs ...... 73
7 Job Requisitions and Job Requisition Templates 75 Congure Job Requisition Creation Options ...... 75 Enable Full Job Requisition Creation by Hiring Managers ...... 75 Set Up Pipeline Job Requisitions ...... 75 Create an Approval Rule Using Job Requisition Flexelds ...... 76 Job Requisition Template ...... 77 Create a Job Requisition Template of Type Standalone ...... 78 Preview a Job Requisition Template ...... 80 Actions to Perform on Job Requisition Templates ...... 81 Job Requisition Template Multilingual Content ...... 81 Job Requisition FAQs ...... 82
8 Prescreening 83 Prescreening Questionnaire ...... 83 How Prescreening Questionnaires Are Used in the Job Application Process ...... 84 Create a Disqualication Question ...... 85 Create a Prescreening Question ...... 86 Guidelines for Scoring Questions ...... 87 Prescreening Questionnaire FAQs ...... 89 Oracle Recruiting Cloud Implementing Hiring
9 Job Oers 91 Job Oer Leer Template ...... 91 Create a Job Oer Leer Template ...... 91 Upload the Job Oer Leer Template in the Content Library ...... 94 Select a Job Oer Leer Template ...... 95 Congure Job Oers to Respect Headcount ...... 95 Provide Access to Job Oers to Users Not Part of the Oer Team ...... 96 Populate Job Oer's Salary from Grade Ladder ...... 97 Congure Job Oer Flexelds to Get Default Values ...... 98
10 Interview Feedback Questionnaires 101 Interview Feedback Questionnaires ...... 101 Create an Interview Feedback Question ...... 101 Create an Interview Feedback Questionnaire Template ...... 102 Create an Interview Feedback Questionnaire ...... 103
11 Candidate Interviews 105 Create a Candidate Interview Schedule Template ...... 105 Interview Schedule Seings ...... 105 Candidate Interview Notication Templates ...... 106 Enable Interview Scheduling Integration with Microsoft 365 ...... 107
12 Recruiting Campaigns 109 Set Up a Recruiting Campaign ...... 109 Create Recruiting Campaign Email Templates ...... 110
13 Candidate Pools 113 Set Up a Candidate Pool ...... 113 Candidate Pool Process Phases and States ...... 114
14 Talent Community 117 Set Up a Talent Community ...... 117
15 Agency Hiring 119 Agency Hiring ...... 119 Create a Hiring Agency ...... 119 Oracle Recruiting Cloud Implementing Hiring
16 Referrals 121 Collect Additional Candidate Referral Information Using Flexelds ...... 121
17 Intelligent Matching and Candidate Recommendations 123 Congure Recommendations ...... 123
18 Geography Hierarchy 125 Using Geography Hierarchies and Geography Hierarchy Structure ...... 125 Geography Hierarchy Structure ...... 125 Edit a Geography Hierarchy Structure ...... 126 Geography Hierarchy ...... 126 Create a Geography Hierarchy ...... 127 Geography Hierarchy Management FAQs ...... 128
19 Sources 129 Congure Candidate Sources ...... 129
20 Data Archiving and Disposal 135 Archive Candidate Search ...... 135 Candidate Data Disposal ...... 135
21 Third Party Integration 137 Integrating Third Party Services ...... 137 Set Up Partner Enablement ...... 138 Set Up Partner Integration Provisioning ...... 138 LinkedIn Recruiter System Connect Integration ...... 143 Integrate with LinkedIn Recruiter System Connect ...... 143 Enable Apply with LinkedIn ...... 145 Enable Apply with Indeed ...... 146 Prole Import: Fields Imported from LinkedIn and Indeed ...... 147 Enable Chatbot ...... 148
22 Scheduled Processes 151 Scheduled Processes in Oracle Recruiting Cloud ...... 151 Oracle Recruiting Cloud Implementing Hiring
23 Security 155 Security in Oracle Recruiting Cloud ...... 155 Recruiting Roles ...... 155 Security Proles Used in Recruiting Roles ...... 156 Job Requisition Security Details ...... 157 Job Requisition Template Security Details ...... 158 Job Application Security Details ...... 158 Job Oer Security Details ...... 158 Candidate Security Details ...... 160 Candidate Pool Security Details ...... 161 Campaign Security Details ...... 161 Approval Security Details ...... 161 Reporting Security Details ...... 161 Oracle BI Publisher Security Details ...... 161
24 Personalization Using HCM Experience Design Studio 163 Page Conguration Using HCM Experience Design Studio ...... 163 Create a Rule to Congure a Page ...... 164 Oracle Recruiting Cloud Preface Implementing Hiring
Preface
This preface introduces information sources that can help you use the application.
Using Oracle Applications
Help
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You can also read about it instead.
Additional Resources
• Community: Use Oracle Cloud Customer Connect to get information from experts at Oracle, the partner community, and other users.
• Training: Take courses on Oracle Cloud from Oracle University.
Conventions The following table explains the text conventions used in this guide.
Convention Meaning
boldface Boldface type indicates user interface elements, navigation paths, or values you enter or select.
monospace Monospace type indicates le, folder, and directory names, code examples, commands, and URLs.
> Greater than symbol separates elements in a navigation path.
i Oracle Recruiting Cloud Preface Implementing Hiring
Documentation Accessibility
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Contacting Oracle
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ii Oracle Recruiting Cloud Chapter 1 Implementing Hiring Introduction
1 Introduction
Overview of Implementing Hiring
This guide describes the setup and implementation tasks of Oracle Recruiting Cloud. Using the tasks described in the guide, you can congure the set up the complete hiring process, which includes the conguration of career sites, job application ows, candidate selection processes, job requisitions, job oers, job application questionnaires, interview questionnaires, recruiting campaigns, candidate pools, agency hiring. Oracle Recruiting Cloud is part of Oracle Human Capital Management Cloud. To start an implementation of Oracle Human Capital Management Cloud, a user with the Application Implementation Consultant role (ORA_ASM_APPLICATION_IMPLEMENTATION_CONSULTANT_JOB) must opt into the oerings applicable to your business requirements. Refer the Oracle Applications Cloud Using Functional Setup Manager guide to manage the opt- in and setup of your oerings.
Prerequisites Before seing up Oracle Recruiting Cloud, you must implement either: • HCM Base • Talent Management Base
You are also required to congure other applications and elements. The table lists sources of information, including guides and help topics, and a description of what they contain, to help you set up the conguration that ts your business needs and processes.
Source Contents
Oracle HCM Cloud Geing Started Provides an overview of Talent Management Cloud options, purchasing and activation options, with Oracle Talent Management basic information for implementing Talent Management applications, and describes work Cloud areas.
Oracle Talent Management Cloud Describes user and role synchronization, implementation user setup, enterprise and workforce Implementing Talent Management structures, workforce proles, approvals, help conguration, and more. Base
Oracle Global Human Resources Describes user and role synchronization, implementation user setup, enterprise and workforce Cloud Implementing Global Human structures, workforce proles, approvals, help conguration, and more. Resources
Human Capital Management Cloud Describes integration types, how to use le-based and spreadsheet loaders, integrations with Integrating with Oracle HCM Cloud Oracle Taleo Recruiting Cloud Service, web services, and coexistence.
Human Capital Management Cloud Describes Oracle Human Management Cloud security, types of roles and how to create them, Securing Oracle HCM Cloud managing user accounts, types of security proles and managing them and Oracle Fusion Transactional Business Intelligence and Business Intelligence Publisher security.
1 Oracle Recruiting Cloud Chapter 1 Implementing Hiring Introduction
Recruiting and Candidate Experience Oering
Use the Recruiting and Candidate Experience oering to set up the complete hiring process, which includes the conguration of career sites, job application ows, candidate selection processes, job requisitions, job oers, job application questionnaires, interview questionnaires, recruiting campaigns, candidate pools, agency hiring. The following table describes the primary functional areas of the Recruiting and Candidate Experience oering. For the full list of functional areas and features in this oering, use the Associated Features report that you review when you plan the implementation of your oering.
Functional Area Description
Recruiting and Candidate Experience Manage the conguration of common setup applicable to job requisitions, recruiting Management campaigns, intelligent matching (recommendations), candidate search archiving, recruiting content library, geography hierarchies, and hierarchy structure.
Job Requisitions Manage job requisition templates.
Candidate Experience Manage the conguration of career sites and job application ows.
Candidate Job Applications Manage the conguration of candidate selection processes and the reasons used to identify why a job application was rejected or withdrawn.
Job Oers Manage job oer descriptive exelds.
Source Candidates Manage recruiting campaign email templates and candidate pool management process conguration.
Recruiting and Candidate Experience Functional Areas
A user with the Recruiting Administrator role (ORA_PER_RECRUITING_ADMINISTRATOR_JOB) is required to access the Recruiting and Candidate Experience functional areas.
Tasks listed for the Recruiting and Candidate Experience functional areas can be congured or the existing congurations must be revisited to align with your Hiring business process. Functional areas specic to Recruiting and Candidate Experience include the following:
• Recruiting and Candidate Experience Management • Job Requisitions • Candidate Experience • Candidate Job Applications
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• Job Oers • Source Candidates
Recruiting and Candidate Experience Management
Task Description
Enterprise Recruiting and Candidate Experience Information Requisition Number Generation Method: Job requisition numbers can be generated manually or automatically. When you select the manual method, the user can use any format for the requisition number. you cannot enforce a given prex, sux, or paern. When you select the automatic method, the job requisition numbers start according to the value entered in the Requisition Number Starting Value eld.
Requisition Number Starting Value: The requisition number starting value is required only if you select the automatic job requisition number generation method.
Recruiting Organization Tree Name and Tree Version: Select a recruiting organization tree name from the list of values. You can select an existing active tree or dene a new tree for Recruiting. Organization trees are dened using the task Manage Organization Trees.
Maximum number of unveried job applications: Number of job applications that can be made by a candidate before the candidate veries its identity.
Chatbot Integration: When you enable the Chatbot integration, candidates can chat about current job opportunities and check their job applications status using Facebook Messenger.
Campaign Management: Dene seings about email batch limit, email maximum retry count, and other email-related seings.
Intelligent Matching: When you enable Intelligent Matching, recruiters can nd out who are the best candidates for a posted job requisition.
Candidate Search Archiving: When you enable candidate search archiving, you can track and record the following information:
• User who ran the candidate search. • Criteria used for the search. • Date and time when the candidate search was run. • Candidates returned in search results.
Talent Community: When you enable Talent Community, external candidates can join a talent community to show their interests in your organization. They can create their prole, indicate their preferred location and job family, import their prole from a third party such as LinkedIn and Indeed, or upload a resume. You can also set up the job alert frequency for both internal and external candidates. For details, see Set Up a Talent Community.
Google Job Search: When you enable Google Job Search, Google is notied that a new job is available to be posted on Google.
Contingent Worker is External Candidate: When you enable this feature, contingent workers are processed as external candidates.
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Task Description
Candidate Autoconrmation: When you enable this feature, candidates don't need to conrm their email address when they apply for a job. Their email address is automatically conrmed
Manage Aachment Entities Task to edit and create aachment entities. An aachment entity is usually a database entity, for example a table or view, that represents a business object with which aachments can be associated. The Human Capital Management Application Administrator role (ORA_ HRC_ HUMAN_ CAPITAL_ MANAGEMENT_ APPLICATION_ ADMINISTRATOR_ JOB) is also required to view this task.
Manage Aachment Categories Task to edit and create aachment categories. An aachment category is used to classify and secure an aachment. The Human Capital Management Application Administrator role (ORA_ HRC_ HUMAN_ CAPITAL_ MANAGEMENT_ APPLICATION_ ADMINISTRATOR_ JOB) is also required to view this task.
Recruiting and Candidate Experience Task to review and maintain lookup values for Recruiting and Candidate Experiences, Lookups such as data validity range, color scheme, and meeting status. The Human Capital Management Application Administrator role (ORA_ HRC_ HUMAN_ CAPITAL_ MANAGEMENT_ APPLICATION_ ADMINISTRATOR_ JOB) is also required to view this task.
Recruiting and Candidate Experience Task to manage value sets to validate the content of a exeld segment. The Human Capital Value Sets Management Application Administrator role (ORA_ HRC_ HUMAN_ CAPITAL_ MANAGEMENT_ APPLICATION_ ADMINISTRATOR_ JOB) is also required to view this task.
Recruiting and Candidate Experience Task to dene prole option seings and values to control behavior for Recruiting and Prole Option Values Candidate Experience, such as indicating the folder in which to nd review population reports. The Human Capital Management Application Administrator role (ORA_ HRC_ HUMAN_ CAPITAL_ MANAGEMENT_ APPLICATION_ ADMINISTRATOR_ JOB) is also required to view this task.
Congure Recruiting Interaction Categories Task to congure interaction categories. Interactions are used by recruiters and hiring managers when they create notes about interactions they had with a candidate. Default interaction types are:
• Called • LinkedIn InMail (used with the LinkedIn Recruiter System Connect integration) • LinkedIn Notes (used with the LinkedIn Recruiter System Connect integration) • Met in Person • Sent Email • Sent SMS • Sent Text Message
It's recommended to not disable the default interaction types and change their label. This could lead to unexpected behavior.
Recruiting Content Library Task to manage a variety of text-based content used in various areas of Hiring such as: • automated job application notications • notications for candidate job applications, candidate pool members, candidate proles, prospects • campaign opt in statements • legal disclaimers
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Task Description
• employer descriptions • E-signature statements for job applications and job oers • job oer leer template • recruiting organization descriptions
Note that the job oer leer template is a .zip le.
Geography Hierarchies Task to dene the universe of geographies used for recruiting purposes. A geography hierarchy is composed of a list of countries under which geographies are added, following the geography hierarchy structure dened for each country.
Geography Hierarchy Structure Task to dene the structure of geography levels from which a geography hierarchy can be built. A geography hierarchy structure can have a maximum of three levels. The rst level represents the country.
Recruiting Category Enablement Task to enable partner services such as background checks, job distributions, prole imports.
Recruiting Category Provisioning and Task to congure partner services such as background checks, job distributions, prole Conguration imports.
Candidate Dimension Source Names Task to track sources where candidates originated.
Recruiting Messaging Conguration Task to enable SMS communications with candidates.
Manage HTML Email Templates Task to create HTML templates for candidate notications.
Candidate Pool Management Process Task to create a candidate pool process. A candidate pool process provides the framework to Conguration progress candidates through the sourcing lifecycle to ensure candidates are engaged with the organization even if they aren't actively involved in a hiring eort.
Job Requisitions
Task Description
Job Requisition Templates Task to congure job requisition templates. Job requisition templates contain specic requirements for a job and are used by recruiters and hiring managers when they create job requisitions.
Job Requisition Descriptive Flexelds Task to dene validation and display properties of descriptive exelds for job requisitions. Descriptive exelds are used to add aributes to entities. The Human Capital Management Application Administrator role (ORA_ HRC_ HUMAN_ CAPITAL_ MANAGEMENT_ APPLICATION_ ADMINISTRATOR_ JOB) is also required to view this task.
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Task Description
Interview Schedule Templates Task to create interview schedule templates to help recruiters and hiring managers save time when they create interview schedules for job requisitions.
Candidate Experience
Task Description
Career Sites Conguration Task to congure the look and feel of external career sites such as the header, footer, logo, background image, branding text, font, and colors.
Job Application Flow Conguration Task to create job application ows for career sites. A job application ow is a sequence of pages that a candidate completes when applying for a job on a career site.
Candidate Job Applications
Task Description
Candidate Selection Process Task to dene the framework to move candidates through the hiring process to evaluate and Conguration nd the best candidates for a job.
Questionnaire Lookups Task to manage lookups such as questionnaire status, question type, question order, section order. The Human Capital Management Application Administrator role (ORA_ HRC_ HUMAN_ CAPITAL_ MANAGEMENT_ APPLICATION_ ADMINISTRATOR_ JOB) is also required to view this task.
Question Library Task to create and manage questions.
Questionnaire Templates Task to create and manage questionnaire templates.
Questionnaires Task to create and manage questionnaires.
Candidate Selection Process Reasons Task to dene reasons that are used to identify why a job application was rejected or withdrawn.
Job Oers
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Task Description
Job Oers Descriptive Flexelds Task to manage descriptive exelds used in job oers.
Source Candidates
Task Description
Candidate Pool Management Process Task to create a candidate pool process. Conguration
Recruiting Agencies Task to create an agency as an approved third-party entity and associate one or more agents to it so that recruiters can invite agents to submit candidates to agency-enabled requisitions.
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8 Oracle Recruiting Cloud Chapter 2 Implementing Hiring Career Sites
2 Career Sites
Career Site
A career site is a website where an organization posts jobs for positions to be lled. External candidates interact with a career site when they search for jobs, apply for jobs, create a prole, share job details, refer people for a job, manage their job applications and talent community seings.
An organization can have multiple career sites and adapt branding and content of the sites to their organization business needs. For example, the organization's dierent divisions, to support the organization's international presence, or to separate external candidates from internal candidates. Career sites can also be contextualized based on location, organization, job category, job function, recruiting type.
Create a Career Site
A career site is a website where an organization posts jobs for positions to be lled. The main steps to create a career site are:
1. Enter basic information. 2. Congure the career site. 3. Congure the theme. 4. Modify the splash page and create custom content pages. 5. Publish the career site.
Enter Basic Information You enter basic information about the career site such as a name, a code, a URL to access the career site, the template used, and contextualization info. Career site templates have a dened lifecycle of 24 months. You will need to change the template selected for a career site on a regular basis to ensure a continuous candidate experience. Changing the template presents an opportunity to refresh content and adopt new features, which in turn helps to provide a fresh and engaging experience for candidates.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Experience ◦ Task: Career Sites Conguration 2. On the Career Sites Conguration page, click Add Site. 3. Enter a name, a code, and a default language. 4. Click Manage Languages if you want the career site to be available in several languages.
9 Oracle Recruiting Cloud Chapter 2 Implementing Hiring Career Sites
Note: The Minimal Template only supports right to left languages.
5. Select a template. The template drives the look and feel of the career site. Available templates are: ◦ Modern ◦ Minimal 6. Select locations, organizations, job categories, job functions, and recruiting types if you want to contextualize the career site. 7. Select custom content pages you want to add to the career site. 8. Click Create Site.
Congure the Career Site You specify the conguration of the career site such as the header and footer content, search lters, talent community sign up. 1. On the Career Sites Conguration page, locate your career site and click Edit. 2. Click the General tab. 3. Congure options in each of the sections.
Option Description
Header Links You can congure up to 5 main navigation menus and 6 navigation sub-menus. You can reorder the display of header links using the drag and drop functionality. Click Preview to see how the links are displayed in the header.
Footer Links You can congure up to 5 main navigation menus and 3 navigation sub-menus. You can choose 5 links for mobile and tablet. You can reorder the display of footer links using the drag and drop functionality. Click Preview to see how the links are displayed in the header.
Search Filters You can decide which search lters are visible to candidates on career sites. Note: The Work Locations search lter is available as a congurable option but it won't appear to candidates on the career site.
Work Location Display You can decide what work location details are displayed to candidates within the description of jobs on the career site.
• Full Work Location Address: The building number, street, city, state/province, postal code, and country are displayed. • Postal Code: Only the postal code of the work location is displayed. • Work Location Name: Only the work location name is displayed. • No Work Location: If work locations are added to a job requisition, no info is displayed. The recruiting location is displayed instead.
Talent Community Sign Up This is where you set up options to display the Talent Community sign up option to candidates. When external candidates don't nd jobs matching their interests, they can join a talent community to show their interests in an organization.
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Option Description
Cookie Consent Message The cookie consent is presented when a candidate visits the career site for the rst time. To enable the cookie consent message, you need to enter the cookie consent message, the cookies policy, and the text appearing on the accept buon and decline buon. Click Preview to see how the cookie consent message will be displayed. Select the option Enable cookie consent message once the content is nal.
AddThis AddThis is a third party social bookmarking service. When you enable AddThis, candidates can share job details URLs to social channels. When AddThis isn't enabled, a "Copy Link" buon is available to copy a job's URL to share with others. Two tools can be enabled:
• Inline Share: Candidates can share jobs on their social media. When enabled, a Share buon appears on the job details page. • Inline Follow: Candidates can follow company social sites. When enabled, social media follow icons appear in the footer of the career site.
You can also use AddThis to recommend custom content pages to your candidates. Using an algorithm, AddThis recommends interesting content pages to candidates based on their browsing history, their interests, or interests of people like them. Let's say for example that a candidate is looking for a Java Developer job in San Francisco. AddThis could recommended pages on the career site describing the oce in San Francisco or a testimonial of an employee having the same job within the company. Copy the inline related posts code from your AddThis dashboard and paste it in the area provided.
Make sure you have an AddThis account before you start conguring this feature. Enter your AddThis Prole ID to activate all the tools you congured in your AddThis prole. Then, to activate Inline Share and Inline Follow, you must set them up in your AddThis prole. Use inline type of tools, non-inline tools are not supported. When your tools are set up, copy their code and paste them to the Inline Share and Inline Follow areas.
Email Notication Template You can select a template to send notications to candidates.
Distance Calculation When you select the option 'Display distance to jobs and sort jobs by distance", candidates who search for jobs using their location or a location or postal code they typed in, will see the distance between their selected location and the job location. The distance appears underneath the job title. The distance is displayed in the unit selected by the candidate in the radius search. If no unit is selected, the distance is displayed in kilometers. Candidates can also sort jobs based on distance.
Congure the Theme You can personalize the look and feel of external career sites using the theme editor. You can personalize elements such as logos, background image, branding text, fonts, colors, custom header, footer and CSS. 1. On the Career Sites Conguration page, locate your career site and click Edit. 2. Click the Theme tab. 3. Congure options in each sections.
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Option Description
Logo You can upload the URL for a desktop logo and mobile logo. The logo is displayed in the left corner of the career site. Logo allowed size is 150 x 40 pixels. If the logo is larger, it is reduced to t the allowed size. If the logo is smaller, it is not stretched to t the allowed size.
Background Image You can upload a URL for a background image. The background image appears on the career site home page. It is applied to any screen resolution. The ideal size is 2560 x 1600 pixels. The le should not exceed 1 MB. If the le is larger, use a tool to compress it.
Branding Text You can enter a branding text. The text appears on the career site home page. It is the rst thing candidates see when they access the career site.
Fonts You can select the font for all pages of the career site. A pre-dened list of fonts is available.
Colors You can congure colors used in the career site. Select theme colors which are a set of colors applying to groups of elements. You can also dene the color of several UI elements such as header, footer, buons, text, background, panels, menus, lters, tiles. Click Reset Colors to restore the template default colors.
Custom Header You can create a custom header to match your corporate branding. The custom header is displayed on top of the template header. To create a custom header, you provide the HTML code.
Custom Footer You can create a custom footer to match your corporate branding. To create a custom footer, you provide the HTML code. Only one footer can be active. If you use the template footer, you can't use the custom footer.
Custom CSS You can provide Cascading Style Sheets (CSS) to control the look and feel of the career site. You can edit the CSS code in the panel, but you can also open the editor in a separate window.
Custom JavaScript You can add custom JavaScript to career sites to enable third party analytics tools. You need to add JavaScript, not HTML script. However, you can load HTML dynamically.
Here's an example of how an original Google Analytics tracking code would be transformed.
Original Tracking Code Transformed Code to Enter in Career Site
script.src = 'https://www.googletagmanager.com/gtag/js? id=UA-12345678-9';
Modify the Splash Page and Create Custom Content Pages The splash page is the central panel of the external career site. It can contain text, images, videos, and any information that you want to display to candidates to provide a richer candidate experience.
1. On the Career Sites Conguration page, locate your career site and click Edit. 2. Click the Pages tab. 3. You can use an existing splash page template and edit it or, you can create a new one. These splash page templates are available:
• Modern: The theme of this template is tied to the career site Modern template. • Classic: The theme of this template is tied to the career site Classic template. • Minimal: The theme of this template is tied to the career site Minimal template.
By default, a splash page contains several sections. Hover your mouse over a section to display the element toolbar and the action menu. You can add sections to the page, copy sections, move sections, remove sections, indicate the desired width of each section. You can add and format elements in a section such as the headline, text, images, videos, background color. For videos, enter a YouTube URL or a URL to a mp4 le. You can add a job list to the page to show relevant jobs. Specify the number of jobs you want to display and job list ltering criteria such as keyword, location, title.
You can create custom content pages for your career site. A custom page is a sub-page available in the career site that can be used, for example, to provide information about a company's oces or benets. It can be linked to one of the links in the career site header.
Publish the Career Site Once you are done conguring the career site and you are satised with the look and feel, click the Publish Site buon to apply the changes to your career site.
13 Oracle Recruiting Cloud Chapter 2 Implementing Hiring Career Sites
Translate Career Site Labels
Career sites are built using two types of text labels which require using dierent tools to translate them.
Translate Labels Added Manually Some labels are added manually in the career site editor.
These includes: • Site name • Branding text • View All Jobs buon • Header links • Footer links • Cookie consent message, policy, and buons to accept or decline the policy • Talent community title, description, and buon to sign up to the community • Any custom content added to the site such as custom header, custom footer, and custom CSS editor.
To translate these labels:
Prerequisites: You rst need to select languages in the General tab, using the Manage Languages option. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Experience ◦ Task: Career Sites Conguration 2. On the Career Sites Conguration page, locate your career site and click Edit. 3. Click the Translations tab. 4. Select the page you want to translate. 5. Select the language in which you want to translate the page. Custom content pages can be translated only in draft mode. If you don't see custom content page on the list of pages to translate, make sure the page is in draft mode. Once a draft custom content page is translated, you need to republish it. 6. If you want to translate the career site in more languages, click Manage Languages and select the languages you want. You can set a default language. When you add a language, you should translate the labels appearing in the career site. Note: You can add new languages only when the site is inactive.
When a career site is available in several languages, candidates can select their desired language to search for jobs, view job postings, and apply for jobs.
On the Translations tab, you can also provide language specic content to the following URLs: • URL for background image • Logo URL for desktop • Logo URL for mobile
14 Oracle Recruiting Cloud Chapter 2 Implementing Hiring Career Sites
Translate Default Labels There are default labels that show up in your career sites out of the box. That's basically every text label that isn't added using the career site editor. These includes: • Labels in search bar and lter panels. • Labels in job titles and job detail pages. • Labels in authentication pages of job application ow, candidate self service, and talent community. • Labels for elds in the following application ow blocks: ◦ Contact Information ◦ Education ◦ Experience ◦ Languages ◦ Licenses and Certicates ◦ Miscellaneous Documents ◦ Preferred Locations ◦ Prole Import ◦ Skills ◦ Supporting Documents ◦ Timeline ◦ Work Preferences • Labels in navigation links and buons • Error, warning, and conrmation messages
You can edit and translate these labels using the User Interface Text tool. Note that changing a label may have an eect not only on the career site, but also on any other area of the application, where that label is used.
Prerequisites: You need to activate and enter a sandbox with the User Interface Text tool enabled. (Seings and Actions Menu > Edit Pages > Activate a sandbox)
1. From the Navigator menu, go to the Conguration menu. 2. In the Conguration section, click User Interface Text. 3. Search for the label you want to edit. 4. Edit the label. 5. Publish the sandbox. 6. Republish the career site.
Manage Multiple Career Sites
When you have several career sites, there are several actions you can perform.
15 Oracle Recruiting Cloud Chapter 2 Implementing Hiring Career Sites
Reorder Career Sites If you created multiple career sites, you can reorder career sites using the drag and drop functionality. Career sites have a sequence number based on their position on the list. First site on the list has sequence number 1, second site on the list has sequence number 2, and so on. As an example, a job is posted on multiple career sites. When candidates are invited to apply for a job or are referred, they're redirected to the career site where the job is posted and that is the highest on the list. 1. On the Career Sites Conguration page, select a career site. 2. Drag and drop the career site to the desired place.
Duplicate a Career Site When you duplicate a career site, the new career site is created and the conguration is the same as the original career site. The duplicated career site has the same name and code as the original site. You can modify them by clicking the Edit option. The duplicate career site has a unique URL. 1. On the Career Sites Conguration page, select a career site. 2. In the Actions menu, click Duplicate.
Replace a Career Site When you replace a career site, the new career site can be accessed with the same URL as the original site. All functional and visual setup is copied from the other site. 1. On the Career Sites Conguration page, select a career site. 2. In the Actions menu, click Replace.
Contextualize a Career Site If you publish multiple career sites, you may want to contextualize them. 1. On the Career Sites Conguration page, select a career site. 2. In the Actions menu, click Edit. 3. Click the General tab. Available contexts are: • Locations • Organizations • Job Categories • Job Functions • Recruiting Types
When a career is contextualized, only posted job requisitions matching the same context criteria are visible on the career site. If no context is dened, all posted job requisitions are visible on the site. Here's an example.
You create 3 career sites in the following sequence: • Career Site 1: US jobs only • Career Site 2: EMEA jobs only • Career Site 3: No context
Scenario 1: Candidates receive a URL to a job requisition details page. The URL could be generated by AddThis or copied manually from a career site. The URL includes site information pointing to Career Site 2. Candidates are taken to a
16 Oracle Recruiting Cloud Chapter 2 Implementing Hiring Career Sites job details page on Career Site 2. If the site is deactivated, candidates are taken to a highest sequence site where this requisition is available, that is Career Site 3.
Scenario 2: Candidates receive a URL to a job requisition details page. It could be a referral or prospect URL. The URL doesn't include site information, job location is Germany. Candidates are taken to a highest sequence site where the requisition is available, that is Career Site 2.
Import and Export Career Sites You can export all career sites conguration from a particular environment. All active and nonactive career sites are included in the export. The exported le includes site seings, visual and functional conguration. The le can be imported to any environment. Imported career sites are added on top of existing sites in the given environment and are inactive upon import. The site code must be unique on the environment. When a career site is imported, the original site code is amended by adding (Copy_1). If (Copy_1) already exists, the number is augmented (example: Copy_2, Copy_3). 1. On the Career Sites Conguration page, select a career site. 2. In the Actions menu, select Export and Import.
Enable Google Job Search
You can allow recruiters to post jobs to Google to help candidates nd jobs within your organization. When a recruiter posts job requisitions to an external career site, Google is notied that new jobs are available to be posted on Google. Google receives a site map containing information on the jobs, reads the le, then crawls the career site to obtain information on new jobs. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Enterprise Recruiting and Candidate Experience Information 2. In the Google Job Search section, select Active. When Google Job Search is enabled, the scheduled process Maintain Candidates and Job Requisitions for Search runs to notify Google that new jobs are available to be posted on Google. The process runs every 15 minutes.
Career Sites FAQs
How can I edit an active career site page? When you click Edit, the application creates a copy of the page. Changes you make are visible to the candidates when you click Publish.
17 Oracle Recruiting Cloud Chapter 2 Implementing Hiring Career Sites
18 Oracle Recruiting Cloud Chapter 3 Implementing Hiring Candidates
3 Candidates
Candidate Identity Verication by Email or Phone Number
Email and SMS can be used for candidate identity verication and as a communication channel throughout the selection process. By default, the candidate email address is used for identity verication and communication. When SMS communication is enabled, candidates can conrm their identity and receive communication using their email address or phone number.
Note: The phone number provided by candidates must be able to receive SMS. Otherwise, candidates won't be able to conrm their identity
Here are examples of when email address and phone number are used:
• Verify the identity of new candidates and conrm that talent community sign up and job applications were made by the owner of that email address or phone number. • Verify the identity of returning candidates to reuse data they provided in previous job applications. • Verify the identity of returning candidates when they access their candidate self service dashboard on career sites. • Verify the identity of returning candidates when they schedule interviews, provide additional information, or view and accept job oers. • Verify if the email address belongs to current employees. If that's the case, redirect the employee to the company's internal career site. • Communicate with candidates during the selection process. When new external candidates apply for a job, they will receive communication by email or SMS depending on whether they used email address or phone number to conrm their identity at the beginning of the application process. After that, candidates can modify their communication preference to receive communications by email, SMS, or both when needed.
All candidates using an email or phone number are authenticated using a 6-digit verication code. Let's say for example that a candidate uses an email to apply for a job. The candidate will receive an email with a 6-digit code to conrm their job application. Similarly, the candidate will receive an SMS with a 6-digit code if applying for a job using a phone number. Candidates are locked out after they enter an incorrect code 5 times. They have to wait for 30 minutes before another authentication aempt.
Verication of New Candidates When candidates apply for a job or join a talent community, they're asked to provide an email address or phone number. If that email address or phone number isn't already being used, candidates are treated as new candidates. Communication with the candidates is done by email or SMS depending on what the candidates provided.
Candidates must conrm that they own the email address or phone number they used to apply for the job or join the talent community. They're sent a 6-digit verication code by email or SMS. To conrm their identity, candidates enter the 6-digit code into a form presented after the talent community prole is created or job application is submied.
19 Oracle Recruiting Cloud Chapter 3 Implementing Hiring Candidates
Verication of Returning Candidates When candidates apply for a job or join a talent community, they're asked to provide an email address or phone number. If that email address or phone number matches the info provided by an existing candidate, the candidate is treated as a returning a candidate.
Returning candidates can start the job application process or join the talent community only after their identity is veried. They're sent a 6-digit verication code by email or SMS to conrm their identity. Upon conrmation of the email address or phone number, the candidates land in the application ow and the application form is prelled with data from previous job applications. The most recent data that was submied is used. Candidates can overwrite that data and submit their job application with updated details. Their candidate prole data is updated respectively.
When candidates remain in the same session, their identity has already been veried and they can apply to other jobs or access their candidate self service dashboard without the need to conrm their identity again. In general, the identity of candidates is conrmed within the same session for 4 hours. After that time, candidates need to reconrm their identity.
Verication of Employees When former employees or alumni provide their personal email address to conrm their identity, they're treated as returning external candidates and they can access their talent prole data when applying for a job.
When current employees provide an email address tied to their employee record, they're treated as internal candidates and they're redirected to the company's internal career site.
Enable SMS for Candidate Communications
When you enable SMS communication, candidates can apply for jobs and review their prole in the candidate self service using a phone number or email. All communication to candidates regarding their applications, interviews, job oers can be delivered using email or SMS. The Recruiting Content Library provides SMS message templates in addition to existing email templates. At least one active messaging provider conguration is needed to enable an SMS communication.
Note: A valid SMS provider license is required before you enable the SMS communications.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Recruiting Messaging Conguration 2. In the Recruiting Messaging Conguration page, click Add. 3. Enter a name and description. 4. Select a channel type and provider. 5. Based on the channel type and provider you selected, enter info under Request Details, Authentication, Headers, and Body. 6. Click Send Test Message to send a test message and make sure that the conguration is properly done. 7. Click Save and Close. 8. Activate the messaging provider. 9. Select the Enable SMS Communications option. Candidates will be able to login using a phone number.
20 Oracle Recruiting Cloud Chapter 3 Implementing Hiring Candidates
For more information, see the document called Examples of Adding an SMS Provider on My Oracle Support (Doc ID 2657006.1)
Allow Candidates to Apply to Multiple Jobs Before Verifying Their Identity
You can set a limit for the number of jobs to which external candidates can apply before their identity is veried. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Enterprise Recruiting and Candidate Experience Information 2. In the Maximum number of unveried job applications eld , enter the limit. The default value is 1.
Allow Candidates to Save Draft Job Applications
External candidates can save their draft job applications. When a draft job application is created, candidates get notied and they can access the saved draft using a direct link. Draft job applications aren't visible to recruiters or hiring managers until they're submied by candidates. Here's how it works:
• The candidate job application is automatically saved when the candidate identier (email address or phone number) and legal disclaimer consent are provided. The data is saved every 10 seconds. A candidate can drop o from the process and start over when ready, without losing any data. • The candidate receives an email or SMS notication as soon as a draft job application is saved. A rst notication is sent after 10 minutes of candidate inactivity. A second notication is sent 3 days after the last save of the draft application. Both notications are only sent once for a draft to avoid spamming the candidate. • The candidate can access the draft job application using the URL provided in the notication, by accessing their candidate self service, or by starting to apply for the job again. • Draft job applications can't be viewed by recruiters or hiring managers. They can only be accessed by the candidate. • If the candidate doesn't interact with the draft job application for 30 days, the application is automatically removed.
To enable the feature, you need to run this scheduled process: Send Notications to Draft Applications. When the process is run, these notications are sent to candidates so they're aware that drafts job applications are saved. The notications are available in the Recruiting Content Library:
• Saved Draft Application Notication • Saved Draft Application Reminder
21 Oracle Recruiting Cloud Chapter 3 Implementing Hiring Candidates
Job Alert for New Job Opportunities
Candidates can receive job alerts about new job opportunities matching their job preferences. When you enable job alerts, here's what happens for external and internal candidates.
Job Alerts for External Candidates
External candidates can decide to receive alerts about new job opportunities matching their preferred job category and location. Here's how it's done:
• In their candidate self service page, candidates select the option "I agree to receive updates about new job opportunities" and specify the job category they're interested in and their preferred location. • When applying for a job, candidates select the option "I agree to receive updates about new job opportunities". The job category and job location are selected for the candidates based on the job category and job location of the job. • When signing in into a talent community, candidates select the option "I agree to receive updates about new job opportunities". The job category and job location are selected for the candidates based on the talent community setup.
When newly posted jobs match one or more of their job preferences, candidates receive an email listing the new jobs with links to view details of each job on the career site. The email also contains a link to view all the jobs available on the company's career site.
Job Alerts for Internal Candidates Internal candidates can decide to receive alerts about new job opportunities matching their preferred organizations, locations, and job families. This encourages internal mobility by keeping candidates informed as jobs are posted that align with their job interests.
In the Current Jobs work area, under Job Alerts, the candidate selects the option "I want to receive news about new job opportunities" and specify their preferred organizations, locations, and job families. When requisitions are posted and they match the candidate's job preferences, the candidate receives an email listing the new jobs with links to view details of each job on the career site. The email also contains a link to view all the jobs available on the company's career site. The candidate is also automatically added to the Talent Community pools that match the job preferences.
Enable Job Alert for External Candidates
To enable job alerts for external candidates, you activate a talent community, set the frequency of the job alert, then enable job alerts in a job application ow or talent community ow.
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Activate Talent Community
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Enterprise Recruiting and Candidate Experience Information 2. In the Talent Community section, select Active. 3. Set the frequency to send job alert using the option Send Job Alert Every n Days. The notication sent to candidates is available in the Recruiting Content Library: Job Alert Internal Notication
Enable Job Alert in Job Application or Talent Community Flow
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Experience ◦ Task: Job Application Flow Conguration 2. Click a ow. 3. Click on a version of the ow. 4. Select the option Job Alert Opt In. 5. Click Save.
Enable Job Alert for Internal Candidates
The Job Alerts tile in the Current Jobs page appears by default. This is where internal candidates can subscribe to receive job alerts for newly posted jobs that match their job preferences. You can set the frequency of these job alerts. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Enterprise Recruiting and Candidate Experience Information 2. Set the frequency to send job alert using the option Send Job Alert Every n Days. The notication sent to candidates is available in the Recruiting Content Library: Job Alert Internal Notication
If your organization doesn't want internal job alerts, you can hide the Job Alerts tile from the Current Jobs page. Once the tile is hidden, internal candidates can't be automatically added to Talent Community pools. 1. Login to the environment and activate a sandbox. 2. Click the Navigator icon. 3. Go to Conguration and select Structure. 4. Click the Me link. 5. Click the Quick Actions tab.
23 Oracle Recruiting Cloud Chapter 3 Implementing Hiring Candidates
6. Expand the Current Jobs link. 7. Click Job Alerts. 8. Set the Visible option to No. 9. Click Save and Close. 10. Publish the sandbox.
Double Opt In for Job Alerts and Marketing Communications
Double opt in is an email marketing term where a person informs a company that they want to subscribe to some form of communication, typically by lling out a form on their website (this is the rst opt in). Then, the company sends an email to that person to conrm the address that was provided is valid. The person then clicks a conrmation link in the message (this is the second opt in). After the second opt in, the email address provided is added to the communication distribution list. External candidates can opt in to receive job alerts and recruiting marketing communications when they apply for a job, when they sign in into a talent community, or from their candidate self service page. When candidates opt in, they receive a message conrming their selection.
Enable Double Opt In
You enable double opt in so that external candidates can opt in to receive job alerts and recruiting marketing communications when they apply for a job, when they sign in into a talent community, or from their candidate self service page. When candidates opt in, they receive a message conrming their selection. When you enable double opt in, seings can be global or set by the country or countries where the organization exists. The option to select countries covers the following use cases: • European Union resident applies to a job in European Union. • Non-European Union resident applies to a job in European Union. • European Union resident applies to a job in non-European Union countries.
The following data is captured for auditing purposes: • Name of the person who accepted the double opt in • Date and time when the double opt in was given • Location of the person (IP address) • Specic purpose for which the double opt in was given • Text of the double opt in message
To enable double opt in for job alerts and recruiting marketing communications: 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Experience
24 Oracle Recruiting Cloud Chapter 3 Implementing Hiring Candidates
◦ Task: Double Opt In Management 2. Select the double opt in conguration: ◦ No Double Opt in ◦ Enable Globally ◦ Set Specic Regions 3. If you selected Set Specic Regions, select the locations. Indicate if you want to enable double opt in if the candidate's location can't be determined. 4. Click Save and Close. Notication templates are available to conrm that the candidate wants to receive recruiting marketing or job alerts. The notications are available as an email message and SMS text. You can use these notications as is, congure them, or create new ones:
• Double Opt In Email Conrmation (for external candidates) • Double Opt In Email Conrmation (for internal candidates)
Candidates FAQs
What happens if I don't dene the candidate phone type? You need to dene the candidate phone type to enable several candidate actions such as creating candidate les, adding candidates to job requisitions, using resume parsing. You need to enable the Home Mobile Phone at a minimum. Go to the Setup and Maintenance work area and search for the Manage Common Lookups task. Search for the PHONE_TYPE lookup type and enable the Home Mobile Phone.
What happens if I don't dene the candidate home email? You need to have a candidate home email to send email invitations and notications to candidates. 1. In the My Client Groups work area, go to Person Management. 2. On the Person Management: Search page, search for the person. 3. Select the person in the search results, then in the Actions menu, select Personal and Employment, Person. 4. Click Edit next to Communication Methods and select Email Details. 5. Select Home Email and enter the email. 6. Click OK. You now need to run the scheduled process Complete the Recruiting Process.
25 Oracle Recruiting Cloud Chapter 3 Implementing Hiring Candidates
26 Oracle Recruiting Cloud Chapter 4 Implementing Hiring Job Application Flows
4 Job Application Flows
Job Application Flow Sections and Blocks
A job application ow is a sequence of pages that candidates complete when they apply for a job on an external career site.
Sections A job application ow contains sections, and each section contains blocks of information or questions for candidates. The following sections are available in the default job application ow and are visible to external candidates when they apply for a job. You can rename those sections and also removed them from the ow. If you don't add any block to a section, the section isn't displayed to candidates.
Section Description
Personal Info The Personal Info section contains info such as contact information, address. For internal candidates applying for a job, the personal information is prepopulated with information from their person record to streamline the process.
Job Application Questions The Job Application Questions section contains questions that the candidates are asked to answer, that is disqualication questions and prescreening questions marked as required. Based on the answers provided, the candidate's job application is entered in the selection process or can be automatically rejected from the selection process.
Experience The Experience section contains the candidate education and work experience. The education and experience information can be displayed in a graphical timeline or in two separate blocks.
More About You The More About You section allows candidates to upload les such as resume and cover leer, to add links to external web sites, and to provide details about licenses, work preferences, and spoken languages.
Blocks A block is a container which holds questions for your candidates. The following blocks are available. Blocks available to be used in a ow depend on the ow type.
Block Description Available in
Address The content of the Address block varies Apply Flow depending on the country selected by candidates. The country format is based Request Information Flow on the denition selected in the Manage
27 Oracle Recruiting Cloud Chapter 4 Implementing Hiring Job Application Flows
Block Description Available in
Features by Country or Territory task in Talent Community Flow the Setup and Maintenance work area.
Assessment The Assessment block is used to ask Apply Flow candidates to ll inline assessments before they submit their job applications. When the assessment is completed and is successful, the partner returns a Completed by Candidate status to the Hiring product Assessment results are visible to recruiters once the job application is submied.
Contact Information The Contact Information block contains Apply Flow the name, phone number, and email elds. The name format is based on the Request Information Flow Universal denition congured using the Manage Name Formats task in the Setup Talent Community Flow and Maintenance work area.
Disability The Disability block can display disability Apply Flow related elds congured for any country, and can display the specic form required Request Information Flow in the United States.
When you add the Disability block and congure the desired elds in HCM Experience Design Studio, external candidates will be shown questions about any disability they may want to disclose. All elds shown in this block are optional, so candidates can choose whether or not to respond. If the location of the requisition is within the United States, the form U.S. Disability Form CC-305 will be displayed. It's not recommended to congure displaying more than the single disability-related question for locations in the U.S. to preserve the accuracy of that required form.
The information collected from these questions isn't shared with the hiring team or any recruiters, to avoid inuencing the hiring process. These questions are shown for each job candidates apply to, and are reportable per job application. The candidates' responses become visible in the new people's proles if and when they're hired for the job.
When internal workers apply within their company for jobs in any country, their current values for disability are also tracked. This information becomes reportable per job application. The information can be updated as needed by the worker themselves using self-service, or by the line manager or HR Specialist.
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Block Description Available in
However, the information collected from these questions isn't shared with the hiring team or any recruiters, to avoid inuencing the hiring process.
Diversity Apply Flow The Diversity block is used to collect the following information from candidates. Request Information Flow It's congurable to show specic elds and specic response choices that are appropriate for any country in which the job is posted:
• Date of Birth • Ethnicity • Gender • Marital Status • Religion • Customer-dened exelds • Oracle-provided exelds
Education The Education block contains elds Apply Flow dened in the Degrees content section of the Manage Prole Types task in the Request Information Flow Setup and Maintenance work area. The information is prepopulated if a candidate Talent Community Flow record is found in the database or if the candidate imported a prole from a third party. Otherwise, the candidate enters the information manually.
Experience The Experience block contains elds Apply Flow dened in the Previous Employment content section of the Manage Request Information Flow Prole Types task in the Setup and Maintenance work area. The information Talent Community Flow is prepopulated if a candidate record is found in the database or if the candidate imported a prole from a third party. Otherwise, the candidate enters the information manually.
Extra Information The Extra Information block is used to Apply Flow collect additional details from candidates. For example, you may want to capture Request Information Flow details about the job references of a candidate, their hobbies, special interests, or special needs to aend an interview.
Job Application Questions The Job Application Questions block Apply Flow contains questions that candidates are asked to answer, that is disqualication questions and prescreening questions. When disqualied, the candidate isn't notied of their disqualication during the application process and the candidate
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Block Description Available in
can nish and submit their job application. Also, although a job application may have been automatically rejected based on the candidate responses to disqualication questions, the recruiter, upon the review of the candidate's responses, can still consider the job application and move the job application back to active in the selection process (by undoing the rejection).
Languages The Languages block contains elds Apply Flow dened in the Languages content section of the Manage Prole Types task in the Request Information Flow Setup and Maintenance work area. Talent Community Flow
Licenses and Certicates The Licenses and Certicates block Apply Flow contains elds dened in the Licenses and Certications content section of the Request Information Flow Manage Prole Types task in the Setup and Maintenance work area. Talent Community Flow
Miscellaneous Documents The Miscellaneous Documents block Apply Flow allows candidates to add multiple le aachments of dierent types to job applications. Candidates can select a le from their device and drag and drop it. The size limit for each le aached is 50 MB. There's no restriction on the number of les and type of le aached.
You can add several Miscellaneous Documents blocks. Each instance of the block can have its own title and description. Aachments will be added to one job application only (they're not added to a candidate prole).
Preferred Locations Apply Flow The Preferred Locations block enables candidates to select their preferred locations when applying for a job. The block is only available for external job application ows. Preferred locations displayed to candidates are based on work locations and posting locations dened in the job requisition:
• If the requisition has one work location, only that work location is displayed to candidates. • If the requisition has multiple work locations, all work locations are displayed to candidates.
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Block Description Available in
• If the requisition has no work locations, posting locations are displayed to candidates.
Prole Import The Prole Import block appears at the Apply Flow beginning of the ow. It contains prole import options. Candidates can import Request Information Flow their prole from a third party such as LinkedIn and Indeed, or upload a resume. Talent Community Flow These options need to be enabled to appear on the job application ow.
Questionnaire The Questionnaire block is used to collect Request Information Flow questions included in a questionnaire added to a ow.
Questionnaires can be condential. Only users with the View Condential Questionnaire Responses privilege will see responses given by candidates.
Sensitive Personal Information The Sensitive Personal Information block Apply Flow is used to collect the date of birth and national identier of a candidate. You can Request Information Flow require that candidates provide their date of birth, national identier, or both when selecting those options.
This block isn't presented to ex- employees, ex-contingent workers, and contingent workers as external candidates.
The View External Candidate Sensitive Information duty role is required to view the sensitive information of external candidates in their job application.
Skills The Skills block is used to collect skills Apply Flow from candidates. When candidates apply for a job, they see the Skills block and Request Information Flow they can enter skills relevant to the job. Candidates can also import their skills with Talent Community Flow the prole import using a resume, Apply with LinkedIn, and Indeed.
Supporting Documents The Supporting Documents block Apply Flow allows candidates to add resumes, cover leers, and URLs to their social Request Information Flow proles. Supported le formats are: .txt, .rtf, .doc, .docx, .pdf, .odt, .html, .htm. Talent Community Flow File size is limited to 5 MB.
Timeline The Timeline block can be used instead Apply Flow of the Education and Experience blocks. It combines their content, displayed in a Request Information Flow graphical timeline. The timeline is built as
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Block Description Available in
the candidate enters information. Only Talent Community Flow available in external career sites.
Veteran The Veteran block is used for jobs located Apply Flow in the United States. Request Information Flow When the Veteran block is included, external candidates who apply for jobs located anywhere in the United States will see the eld Veteran Status. Explanations of this eld's standard response options can be congured to display within the block's instructions. This question is optional, candidates can choose not to respond. The information collected from this question is not shared with the hiring team or any recruiters, to avoid inuencing the hiring process. This question is shown for each job candidates apply to, and is reportable per job application. The candidates' responses become visible in the new people's proles if and when they are hired for the job. These questions are optional, candidates can choose not to respond. The information collected from these questions is not shared with the hiring team or any recruiters, to avoid inuencing the hiring process. These questions are shown for each job candidates apply to, and are reportable per job application.
When internal workers apply within their company for jobs located anywhere in the United States, their current value for veteran status is also tracked. This information can be updated as needed. The information collected from this question isn't shared with the hiring team or any recruiters, to avoid inuencing the hiring process.
Work Preferences The Work Preferences block contains Apply Flow elds dened in the Work Requirements content section of the Manage Prole Request Information Flow Types task in the Setup and Maintenance work area.
Job Application Flow
A job application ow is a sequence of pages that candidates complete when they apply for a job on an external career site.
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When an external candidate clicks the Apply buon to apply for a job, the rst thing the candidate does is to enter an email address or phone number. A verication is done in the database to check for any records already connected with the candidate's email address or phone number.
• If a record is found, an email or SMS with 6 digit code is sent to the candidate to validate the identity. Once the identity is validated, the candidate is presented with the job application ow and information is prepopulated with information from the candidate's last job application. The candidate can edit the information prior to submiing the job application. • If no record is found and it's a brand new candidate, the candidate is presented with the job application ow upon entering an email address or phone number. When the candidate submits the job application, an email is sent to the candidate to validate the identity and conrm the submied job application.
Depending on how the job application ow is congured, the candidate can import a prole from a third party such as LinkedIn and Indeed, upload a resume, or manually ll out a job application.
When the candidate is done completing all the pages of the ow, the job application becomes visible to recruiters and hiring managers.
Create a Job Application Flow
A job application ow is a sequence of pages that candidates complete when they apply for a job on an external career site. You can create multiple versions of a job application ow to adapt the ows to your business needs. Multiple ows can be activated and used in job requisitions. A green dot on the list indicates the ow currently in use.
Perform these tasks:
1. Enter basic information. 2. Select recruiting types. 3. Create a version of the ow. 4. Select ow options. 5. Add sections and blocks. 6. Activate the ow.
Enter Basic Information You enter basic information such as the name, code, ow type, and description of the job application ow. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Experience ◦ Task: Job Application Flow Conguration 2. On the Job Application Flows page, click Create. 3. Enter a name and a code. 4. In the Application Flow Type eld, select Apply.
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Select Recruiting Types You can select one or more recruiting types to contextualize the job application ow. 1. In the Context Information section, click Add. 2. Select a recruiting type. Available recruiting types are: ◦ Campus ◦ Contingent ◦ Executive ◦ Hourly ◦ Professional 3. For each recruiting type, you can specify if the ow is the default ow. For example, you create a job application ow and you specify that this is the default ow for Professional job requisitions. When recruiters create a job requisition of type Professional, that default ow is automatically added to job requisition if recruiters do not manually select a ow. 4. Click Save and Continue. You can select one ow as the default ow for a specic recruiting type. For example, there can only be one external job application ow for which Professional is the default recruiting type.
Create a Version of the Flow Once you save the basic information and recruiting types, the details page of the job application ow is displayed. This is where you create versions of the ow. Each ow must have one active version. 1. In the Versions section, click Create. 2. Enter the version name. 3. Enter the version start date. You can also select the Start on Activation option to activate the version as soon as it is ready and activated.
Select Flow Options You can select these options for the job application ow: • Legal Disclaimer: You can ask candidates to accept a legal disclaimer. The legal disclaimer appears at the end of the job application ow. Candidates must click Agree to proceed with their job application. The Job Application Legal Disclaimer is congured in the Recruiting Content Library. • E-Signature: You can ask candidates to sign their job applications with an e-signature. The e-signature appears at the end of the job application ow. The Job Application E-Signature Statement is congured in the Recruiting Content Library. • Campaign Opt In: You can ask external candidates if they agree to receive recruitment marketing communications. Candidates don't have to agree to proceed with their job application. The opt-in check box appears with this short sentence "I agree to receiving future recruitment marketing communications." If an active version of the campaign opt-in statement is available in the content library, the sentence is displayed as a link that the candidate can click to read the full statement. The campaign opt-in statement is congured in the Recruiting Content Library. • One Page Application Flow: A job application ow can be presented on one page or on multiple pages. Use this option if you want to display the ow on a single page so that candidates quickly ll in the minimum information.
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• Job Alert Opt In: You can ask candidates to set up job alerts to receive updates about new job opportunities matching their preferred job category and location.
Add Sections and Blocks A job application ow contains sections, and each section contains blocks of information or questions for candidates. By default, there are four sections:
• Personal Info • Job Application Questions • Experience • More About You
You can change the name of a section by clicking the edit icon.
You can dene which blocks are available within a section:
• To add a block in a section, drag and drop the block in the section. • To delete a block, use the Delete action in the block Actions menu. • To move a block within a section, drag and drop the block. • To move a block to a dierent section, use drag and drop or the Move To action in the block Actions menu. • To reorder blocks within a section, use the Move Right and Move Left actions in the block Actions menu.
You can edit the headline of a block. The headline is the block name displayed to candidates. You can add instructions in a block to provide specic information to candidates. Click the edit icon to change the block headline and instructions.
The only required block is the Contact Information block.
Activate the Flow When you're done entering the information, click Save and Activate to make the ow available for use or Save as Draft to edit and activate the ow at a later time.
Request Information Flow
You use the Request Information ow to capture additional information from external candidates once they have applied to a job. For example, a recruiter may have additional questions to answers provided by a candidate, or wants to ask candidates to ll in additional questionnaires or documents requiring the consent of a candidate. With this ow, a notication is sent to candidates. When candidates click the link in the notication, they're redirected to the Request Information ow. At the same time that the notication is sent, the link to access the ow becomes available in the candidate self service page where candidates can see a request to provide additional information for a job application. Information provided by candidates is added to their candidate le.
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Create a Request Information Flow
You can congure a Request Information ow so that recruiters can capture additional information from external candidates once they applied to a job. For example, a recruiter may have additional questions to answers provided by a candidate, or wants to ask candidates to ll in additional questionnaires or documents requiring the consent of a candidate. To create a Request Information ow, follow these steps: 1. Create a Request Information ow. 2. Add the Request Information ow to a candidate selection process. 3. Create a notication to request more information.
Create a Request Information Flow 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Experience ◦ Task: Job Application Flow Conguration 2. On the Job Application Flows page, click Create. 3. On the Application Flow Properties page, enter a name and a code. 4. In the Application Flow Type eld, select Request Information. 5. Click Save and Continue. 6. On the creation page, click Create in the Versions section. 7. Enter the version name. 8. Add the blocks for which you want to obtain additional info from the candidate. 9. Click Save and Activate.
Add the Request Information Flow to a Candidate Selection Process You need to add the Request Information ow to specic phases and states within a candidate selection process. When a job application is moved to a specic state within a phase, a notication is automatically sent to candidates. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. On the Candidate Selection Process Conguration page, create a selection process or select an existing one. 3. Add the Request Information action when entering a phase, leaving a phase, or for any state within a phase. 4. On the Action: Request Information page, select the ow to request additional information from candidates. 5. Select the notication for external candidates. When a job application is moved to a specic state within a phase, a notication is automatically sent to candidates.
Create a Notication to Request More Information Use the Automated Job Application Request Info Notication to ask external candidates to provide more information. When candidates receive the notication and click the link in the notication, they're redirected to the Request
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Information Flow. At the same time that the notication is sent, the link to access the ow becomes available in the candidate self service page where candidates can see a request to provide additional information for a job application. Information provided by candidates is added to their candidate le. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Recruiting Content Library 2. On the Recruiting Content Library page, click Create. 3. On the Create Content Item page, enter a name and a code. 4. In the Category eld, select the content type Automated Job Application Request Info Notication. 5. Enter a subject for the message. 6. Enter the message text. ◦ Use rich text features to format the text. ◦ Include tokens to personalize the message so that it is specic to the candidate in the context of the job application. ◦ Use this token if you want to add the request information ow: RequestInformationFlowURL. ◦ Insert images and logos to align with your organization's corporate branding. 7. Click the Translation Editor icon to translate the message subject and message text.
Ask Candidates to Fill in Additional Questionnaires
You can ask external candidates to ll in additional questionnaires once they have applied to a job. For example, a recruiter may want to ask a candidate to ll in a consent form. When you enable this feature, external candidates receive a notication asking them to complete a questionnaire. When candidates click the link in the notication, they're redirected to the Request Information ow. At the same time that the notication is sent, the link to access the ow becomes available in the candidate self service page where candidates can see a request to complete a questionnaire for a job application. Information provided by candidates is added to their candidate le. Recruiters can see the questionnaire in the candidate's job application, in the Questions tab.
To ask candidates to ll in additional questionnaires, follow these steps: 1. Create a Request Information ow with the Questionnaire block. 2. Add the Request Information ow to a candidate selection process. 3. Create a notication to request more information.
Create a Request Information Flow with the Questionnaire Block 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Experience ◦ Task: Job Application Flow Conguration 2. On the Job Application Flows page, click Create. 3. On the Application Flow Properties page, enter a name and a code.
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4. In the Application Flow Type eld, select Request Information. 5. Click Save and Continue. 6. On the creation page, click Create in the Versions section. 7. Enter the version name. 8. Add the Questionnaire block to any section of the ow. 9. Click the Questionnaire link to display the Edit Block: Questionnaire window. 10. Edit the headline of the block, if desired. The headline is the block name displayed to candidates. 11. Add instructions to provide specic information to candidates. 12. Select a questionnaire. The questionnaire must be created for the Recruiting subscriber, be saved in the Job Application Flow folder, and be active. Once the questionnaire is selected, you can see the questionnaire version number and version description. 13. Select Condential if you only want users with the View Condential Questionnaire Responses privilege to see the responses provided by candidates in the questionnaire. 14. Select Based on Condition if you want to present the questionnaire to the candidate only if a specic answer was given by the candidate in a previous apply ow or request information ow. To use that option, a question must be created in the Question Library and a questionnaire must be assigned to the answer of that question. 15. Click Save and Activate.
Add the Request Information Flow to a Candidate Selection Process You need to add the Request Information ow to specic phases and states within a candidate selection process. When a job application is moved to a specic state within a phase, a notication is automatically sent to candidates. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. On the Candidate Selection Process Conguration page, create a selection process or select an existing one. 3. Add the Request Information action when entering a phase, leaving a phase, or for any state within a phase. 4. On the Action: Request Information page, select the ow to request additional information from candidates. 5. Select the notication for external candidates. When a job application is moved to a specic state within a phase, a notication is automatically sent to candidates.
Create a Notication to Request More Information Use the Automated Job Application Request Info Notication to ask external candidates to ll in additional questionnaires. When candidates receive the notication and click the link in the notication, they're redirected to the Request Information ow. At the same time that the notication is sent, the link to access the ow becomes available in the candidate self service page where candidates can see a request to provide additional information for a job application. Information provided by candidates is added to their candidate le. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Recruiting Content Library 2. On the Recruiting Content Library page, click Create. 3. On the Create Content Item page, enter a name and a code. 4. In the Category eld, select the content type Automated Job Application Request Info Notication. 5. Enter a subject for the message.
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6. Enter the message text. ◦ Use rich text features to format the text. ◦ Include tokens to personalize the message so that it is specic to the candidate in the context of the job application. ◦ Use this token if you want to add the request information ow: RequestInformationFlowURL. ◦ Insert images and logos to align with your organization's corporate branding. 7. Click the Translation Editor icon to translate the message subject and message text.
Ask Candidates to Fill in Additional Questionnaires Based on Their Answers
When you create a job application ow of type Request Information and add the Questionnaire block, you can mark the questionnaire as being based on a condition. What happens is that the questionnaire is presented to the candidate only if a specic answer was given by the candidate in a previous apply ow or request information ow.
Here are the steps to enable this feature:
1. Create a question and select a questionnaire for an answer. 2. Create a Request Information ow with the Questionnaire block. 3. Add the Request Information ow to a candidate selection process. 4. Create a notication to request more information.
Create a Question and Select a Questionnaire for an Answer
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Question Library 2. In the Questions page, select Recruiting in the Subscriber eld. 3. Click Create. The Create Question page opens. 4. Enter question properties: ◦ Folder: Select the folder where you want to save the question. ◦ Privacy: Select Private if only you can edit the question. Select Public if anyone can edit the question. 5. Create the question as usual. 6. In the Response section, click Add to add the responses to the question. 7. For one of the answer, select a questionnaire in the Additional Questionnaire eld. 8. Click Save and Close.
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Create a Request Information Flow with the Questionnaire Block You need to add the Questionnaire block to the ow, select a questionnaire, and enable the Based on Condition option. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Experience ◦ Task: Job Application Flow Conguration 2. On the Job Application Flows page, click Create. 3. On the Application Flow Properties, enter a name and a code. 4. In the Application Flow Type eld, select Request Information. 5. Click Save and Continue. 6. On the creation page, click Create in the Versions section. 7. Enter the version name. 8. Add the Questionnaire bloc to any section of the ow. 9. Click the Questionnaire link to display the Edit Block: Questionnaire window. 10. Edit the headline of the block, if desired. The headline is the block name displayed to candidates. 11. Add instructions to provide specic information to candidates. 12. Select a questionnaire. The questionnaire must be created for the Recruiting subscriber, be saved in the Job Application Flow folder, and be active. Once the questionnaire is selected, you can see the questionnaire version number and version description. 13. Select Condential if you only want users with the View Condential Questionnaire Responses privilege to see the responses provided by candidates in the questionnaire. 14. Select Based on Condition if you want to present the questionnaire to the candidate only if a specic answer was given by the candidate in a previous apply ow or request information ow. To use that option, a question must be created in the Question Library and a questionnaire must be assigned to the answer of that question. 15. Click Save.
Add the Request Information Flow to a Candidate Selection Process You need to add the Request Information ow to specic phases and states within a candidate selection process. When a job application is moved to a specic state within a phase, a notication is automatically sent to candidates. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. On the Candidate Selection Process Conguration page, create a selection process or select an existing one. 3. Add the Request Information action when entering a phase, leaving a phase, or for any state within a phase. 4. On the Action: Request Information page, select the ow to request additional information from candidates. 5. Select the notication for external candidates. When a job application is moved to a specic state within a phase, a notication is automatically sent to candidates.
Create a Notication to Request More Information Use the Automated Job Application Request Info Notication to ask external candidates to ll in additional questionnaires. When candidates receive the notication and click the link in the notication, they're redirected to the Request Information ow. At the same time that the notication is sent, the link to access the ow becomes available
40 Oracle Recruiting Cloud Chapter 4 Implementing Hiring Job Application Flows in the candidate self service page where candidates can see a request to provide additional information for a job application. Information provided by candidates is added to their candidate le. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Recruiting Content Library 2. On the Recruiting Content Library page, click Create. 3. On the Create Content Item page, enter a name and a code. 4. In the Category eld, select the content type Automated Job Application Request Info Notication. 5. Enter a subject for the message. 6. Enter the message text. ◦ Use rich text features to format the text. ◦ Include tokens to personalize the message so that it is specic to the candidate in the context of the job application. ◦ Use this token if you want to add the request information ow: RequestInformationFlowURL. ◦ Insert images and logos to align with your organization's corporate branding. 7. Click the Translation Editor icon to translate the message subject and message text.
Related Topics • Create a Prescreening Question
Ask a Question to a Candidate Based on an Answer
You can congure questions so that they are displayed to candidates based on their answers within the current application ow. The answer to a question may trigger another question. This feature is supported for prescreening questions, disqualication questions, and questions within questionnaires. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Question Library 2. In the Manage Questions page, select Recruiting in the Subscriber eld. 3. You can create a new question or modify an existing one. 4. Select the Display the question conditionally option. 5. Select the controlling question. 6. Select a controlling response. The controlled question is not visible to candidates at rst. Based on the question logic, the controlled question renders dynamically if an appropriate controlling answer was provided.
Related Topics • Create a Prescreening Question
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Collect Candidate Legislative and Diversity Information
Your organization can collect legislative and diversity information from both external and internal candidates when they apply for jobs. This helps your organization to maintain compliance with regulations in each country where you hire candidates. It also helps you to monitor and improve your eorts to build a diverse workforce. The information includes diversity and demographic elds, disability information, and any exelds. External candidates see the appropriate elds when they apply to jobs with locations in any country for which these elds are congured. These sensitive responses aren't visible to recruiters and managers during the hiring process, but they're stored and become visible in standard places and pages after the candidate gets hired. Internal mobility candidates don't see these additional sections and elds while applying to jobs, but their current information in these elds is also captured alongside external applicants to support consistent and thorough reporting.
Here are some best practices regarding this feature: • US veteran information could be gathered twice and displayed to candidates in two places. However, the best practice is to congure and display this eld only once. ◦ If your application ow from prior releases already contains the Veteran block, which appears only for requisitions in US locations, then you should probably continue using it. This always shows only the single eld that's required by US law, the eld called Veteran Status. ◦ If you want to display more veteran-related elds, you can do this by conguring them in HCM Experience Design Studio. The elds will appear inside the Diversity block alongside other exelds. • US disability regulations require that candidates see the form CC-305 "Voluntary Self-Identication of Disability". The form could contain more than one disability eld. However, the best practice is to not congure additional disability elds to show in the US for job applications, because these would appear right alongside that eld, disturbing the layout of form CC-305. ◦ These additional US disability elds should still remain displayed to workers and HR specialists after the recruiting process, so they will continue to display within normal HR pages as always.
To collect candidates' legislative and diversity information, you need to: 1. Decide which elds to display to candidates in each of the countries where hiring is done. This is done in HCM Experience Design Studio. 2. Verify lookup values to ensure that the lookup values for these elds are correct for each country. 3. Decide which blocks to add to your job application ows and where these blocks should be placed in the ows. 4. Congure job requisitions to use the application ow.
Select Diversity, Disability, Additional Fields Decide which diversity and disability elds to display to candidates in each of the countries where hiring is done. Prerequisites • You need to activate a sandbox and page editing at the Site layer. (Seings and Actions Menu > Edit Pages > Activate a sandbox) 1. On your Home page, go to My Client Groups > Quick Actions > Show More > Employment > HCM Experience Design Studio. 2. Click the Transaction Design Studio tab. 3. Select the action Candidate Application Diversity and Disability. 4. Click Add to create and congure a rule to display certain elds for certain countries.
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5. In the Basic Details section, enter the name, description, and any countries for which the rule applies. 6. In the Available Aributes section, select a data source. 7. Select which elds you want to make visible and which ones are required to be lled. ◦ Date of Birth: use the Personal Details data source ◦ Ethnicity: use the Ethnicity data source ◦ Gender: use the Demographic Info data source ◦ Marital Status: use the Demographic Info data source ◦ Religion: use the Religion data source ◦ Disability: use the Disability Info data source. 8. Click Save and Close. Note: Several disability elds are available within the Disability Info data source. Several of these may be required for governmental hiring in the United Kingdom, for instance. However, regulations within the United States require conguring only one of these elds to be displayed. The eld Disability Status is the only eld which belongs inside the U.S. Form CC-305. If you congure additional disability elds to appear for candidate applications within the U.S., they will all be displayed inside this form, making it no longer accurate according to the regulations.
You can select additional elds: 1. On your Home page, go to My Client Groups > Quick Actions > Show More > Employment > HCM Experience Design Studio. 2. Click the Transaction Design Studio tab. 3. Select the action Candidate Application Additional Info. 4. Click Add to create and congure a rule to display certain exelds for certain countries. 5. In the Basic Details section, enter the name and description for the rule. 6. In the Page Aributes section, click the Edit icon next to the elds to display. ◦ Flexeld Content Code: Select the country for which the rule applies. ◦ Flexeld Aributes: Select the specic eld that has been congured in the lookups for that country. ◦ Determine whether the eld is visible to the candidate and if it's required. 7. Click Done. 8. Click Save and Close. Note: Several U.S. veteran-related elds exist as exelds within the product, but these aren't required to be collected from candidates. Fields such as those allowing people to self-identify their specic category of protected veteran are intended to be displayed post-oer, to workers using self-service. These additional elds should not be congured in HCM Experience Design Studio to be exposed to candidates for locations in the U.S. Only the eld Veteran Status is expected to be displayed to candidates who apply to requisitions in the U.S., and will automatically show (without any rule conguration) if the Veteran block is congured in their application ow. The candidate responses to this eld, if any, can be reported on in the table IRC_REGULATORY_RESPONSES, in ATTRIBUTE_3.
Verify Lookup Values Ensure that the lookup values for the diversity elds are correct for each country. These lookups are congured in the Setup and Maintenance work area, using the Manage Person Lookups task. Available lookups are: • PER_ETHNICITY
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• PER_RELIGION • MAR_STATUS
Congure the Job Application Flow Decide which legislative and diversity blocks to add to the job application ow and where the blocks should be placed in the ow. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Experience ◦ Task: Job Application Flow Conguration 2. On the job application ow creation page, congure which blocks to display: ◦ Diversity: This block shows any of the ve diversity elds or any exelds for job requisitions with locations in any country. ◦ Disability: This block shows any disability-related elds for any country, and also shows the U.S. disability form CC-305 for job requisitions located in the United States. ◦ Veteran: This block shows the U.S. veteran status eld for job requisitions located in the United States. 3. Add instructions to the blocks to provide specic information to candidates. For example, you may want to indicate that answers are optional, they're condential, and the recruiting team won't be able to view the answers. Also you may want to ensure that instructions for the Veteran block give the denition of all categories of protected veteran, because candidates aren't asked to self-identify their specic category while applying for jobs. Here in the pre-oer time frame, candidates are merely asked a single question, to disclose whether or not they fall into any category of protected veteran. 4. Click Save and Activate.
Congure Job Requisitions to Use the Application Flow You can now use the newly-activated application ows within requisitions to start gathering this legislative and diversity information from external candidates. Anytime a job requisition is using a job application ow that contains the Disability and Diversity blocks, if that requisition is hiring for a city, state, or level within the relevant country locations, then these elds and the block instructions will appear. Candidate responses are always condential, not visible to the hiring team who manages the job applications, only accessible through reporting.
Collect Candidate Sensitive Information
You can ask external candidates their date of birth and national identier while they apply for a job or once they have applied to a job. The national identier presented to external candidates depends on the location (country) of the job requisition. Candidates can select a type of identier from the list of identiers dened for a country and provide a value for that identier. The national identier and date of birth provided by a candidate are reusable. Once a candidate has provided that info, it's pre-populated in new job applications. When a candidate provides a national identier and date of birth,
44 Oracle Recruiting Cloud Chapter 4 Implementing Hiring Job Application Flows the recruiter or hiring manager with the View External Candidate Sensitive Information privilege can see the info in the job application's Sensitive Info tab. As soon as the candidate becomes an employee, the info is no longer visible. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Experience ◦ Task: Job Application Flow Conguration 2. On the Job Application Flows page, click Create. 3. In the Application Flow Type eld, select Apply or Request Information. 4. Congure the ow as any other ow. 5. Create a version of the ow and add the Sensitive Personal Information block. Note: The Sensitive Personal Information block isn't exposed to ex-employees, ex-contingent workers, and contingent workers (when classied as external candidates).
Collect Additional Candidate Details
You can congure your own set of data blocks and add them to the job application ow to collect additional details from candidates. For example, you may want to collect details about the job references of a candidate, their hobbies, their special interests, or special needs to aend an interview. Additional details provided by candidates are available in their job application, in the Extra Info tab. Once a candidate is hired, the info is available in the Manage Person's page, in the Extra Information section. Here are the steps to follow: 1. Create the context where exelds will be added. 2. Aach the context to the Person Extra Information category. 3. Add the context to an existing page or a new page. 4. Deploy exelds. 5. Add the context to the job application ow, in the Extra Information block.
Create Context for Flexelds You rst need to create the context where exelds will be added. The Person EIT Information extensible exelds are being leveraged for this feature. Examples of a context could be Hobby or Job References. 1. In the Setup and Maintenance work area, search for the Manage Extensible Flexelds task. 2. On the Manage Extensible Flexelds page, search for the Person EIT Information name. 3. In the Search Results section, click the Edit icon. 4. Click Manage Contexts. 5. On the Manage Contexts page, click the Create icon. 6. On the Create Context page, congure the context. ◦ Enter values for Display Name, Code, API Name, Behavior. ◦ On the Context Usages tab, click the Create icon to dene the usage of the context. Select Usage Code for Person to display the information to candidates, and Usage Code for Candidate Application to display the information to recruiters in job applications. 7. Click Save. 8. In the Context Sensitive section, click the Create icon to add aributes to the context. 9. Click Save and Close.
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10. On the Edit Context page, click Save and Close. 11. On the Manage Context page, click Save and Close.
Aach Context to Person Extra Information Category Once the context is created, you need to aach it to the Person Extra Information category. 1. On the Edit Extensible Flexeld: Person EIT Information page, select the Person Extra Information category. 2. On the Associated Contexts tab, click the Select and Add icon. 3. Search for the context you created. 4. Click OK.
Add Context to a Page You then need to add the context to an existing page or a new page. 1. On the Edit Extensible Flexeld: Person EIT Information page, click the Pages tab. 2. Select a page or create a new one. 3. Click Save. 4. In the Associated Context Details section, click the Select and Add icon to associate the context to the page. 5. Click OK.
Deploy Flexelds Finally, you need to deploy the exelds to make them available in the UI. 1. On the Manage Extensible Flexelds page, search for the Person EIT Information name. 2. Click Deploy Flexeld..
Add Context to Job Application Flow You add the context to a job application ow, in the Extra Information block. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Experience ◦ Task: Job Application Flow Conguration 2. On the Job Application Flows page, click Create. 3. Enter a name and a code. 4. In the Application Flow Type eld, select Apply. 5. Congure the ow as any job application ow. 6. When creating a version of the ow, add the Extra Information block to the desired section of the ow. 7. Click the Extra Information block title. 8. Select the context you created. 9. You can change the block headline and instructions. 10. You can add several Extra Information blocks, as needed. 11. Click Save.
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Process Contingent Workers as External Candidates
You can decide to process contingent workers as internal or external candidates to align with the business practices and processes of your organization. By default, contingent workers are processed as internal candidates. Before you decide to process contingent workers are external candidates, make sure that:
• All job applications of contingent workers are in terminal status. • Users (including employees) aren't active on Oracle Recruiting Cloud. This is to avoid the creation of any new candidate job applications.
Activate the Seing 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Manage Enterprise Recruiting and Candidate Experience Information 2. In the Contingent Worker is External Candidate section, select Active.
Submit the Scheduled Process You then need to submit a scheduled process to classify contingent workers as external candidates in the recruiting process. 1. In the Scheduled Processes work area, submit this process: Classify Contingent Workers in Recruiting.
Grant Privilege By default, the Access Internal Candidate Experience privilege is granted to the Contingent Worker role. You need to revoke this privilege to the Contingent Worker role so that they can apply to external career sites as external candidates. By revoking the privilege, contingent workers won't be able to access internal jobs and to answer interview questionnaires as this is required to access internal career sites.
Congure Internal Job Application Flow Sections Using HCM Experience Design Studio
You can use HCM Experience Design Studio to congure which sections in internal job application ows are visible based on legal employer and recruiting type. You can show or hide these two sections:
• E-signature • Supporting Documents
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Prerequisites
• You need to activate a sandbox and page editing at the Site layer. (Seings and Actions Menu > Edit Pages > Activate a sandbox)
1. On your Home page, go to My Client Groups > Quick Actions > Show More > Employment > HCM Experience Design Studio. 2. Click the Transaction Design Studio tab. 3. Select the action Apply to Internal Jobs. 4. Click Add to create and congure a rule to display certain sections. 5. Enter rule details such as the name and description. 6. You can select a legal employer and a recruiting type to base the visibility of the sections. 7. In the Show or Hide Regions section, indicate if the Supporting Documents and E-Signature sections are visible or not. 8. Click Active. 9. Click Save and Close.
Job Application Flow FAQs
What are the requirements for images in notications? When you insert an image in a notication, consider the following: • The image must not exceed 64 KB. • The image must be in RGB format. • The image must be one of these le formats: .png, .jpeg, .bmp, .gif.
What's the dierence between deleting and inactivating a job application ow? Delete a job application ow so it is no longer visible in the list of job application ows. The Delete action is only available for draft job application ows. Inactivate a job application ow to prevent recruiters from selecting that ow when creating a job requisition. When you use the Inactivate, the job application ow status changes to Inactive. The Inactivate action is only available for active job application ows.
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5 Candidate Selection Processes
Candidate Selection Process
The candidate selection process provides the framework to move candidates through the hiring process to evaluate and nd the best candidates for a job. When candidates apply for a job, the candidate selection process tracks and manages candidates from the time their job application is conrmed to the time that they're hired. An analogy can be drawn between the candidate selection process and moving candidate resumes from one pile to another as the selection progresses and the number of resumes retained is reduced. For example, a candidate job application is analyzed, the candidate is contacted, interviewed, then hired.
When recruiters create or edit a job requisition, they can select a candidate selection process that matches the job requisition context (locations, organization, job family, job function, recruiting type).
Candidate Selection Process Template
Two candidate selection processes are provided with the product: • Candidate Selection Process Template (CSP-TEMPLATE): This process cannot be made active and used to hire candidates. You can however duplicate it to create your own candidate selection process. This process contains pre-dened phases and states. • Default Candidate Selection Process (CSP-DEFAULT): This process is a copy of the candidate selection process template. It contains the same pre-dened phases and states. This process is provided so that there is an active process in new environments. You can't make many modications to this process because it is already active. You can use the process to hire candidates. You can also make it inactive if you want to use your own processes instead.
Candidate Selection Process Phases and States
A candidate selection process is made of multiple phases, and each phase is made of multiple states. The table lists the phases and states provided as part of the candidate selection process template.
Phase State
New To Be Reviewed
Reviewed
Under Consideration
Selected for Screening
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Phase State
Rejected by Employer
Withdrawn by Candidate
Screening To Be Reviewed
Reviewed
Phone Screen to Be Scheduled
Phone Screen Scheduled
Phone Screen Completed
Selected for Interview
Rejected by Employer
Withdrawn by Candidate
Interview and Selection Interview to Be Scheduled
Interview Scheduled
Interview Completed
Feedback Requested
Feedback Completed
Selected for Oer
Rejected by Employer
Withdrawn by Candidate
Oer To Be Created
Draft
Pending Approval
Approval Rejected
Approved
Extended
Accepted
Rejected by Employer
Withdrawn by Candidate
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Phase State
HR To Be Processed
Processing
Processed
Rejected by Employer
Withdrawn by Candidate
Create a Candidate Selection Process
The candidate selection process provides the framework to move candidates through the hiring process to evaluate and nd the best candidates for a job. You can create multiple active candidate selection processes to adapt the selection process to your business needs. For example, your organization may want to use a short and simple process but also use a lengthier process with multiple phases. You can also congure candidate selection processes for dierent contexts (locations, organizations, job families, job functions, recruiting types).
Perform these tasks:
1. Enter process properties. 2. Create phases and states. 3. Add actions to phases and states. 4. Add reasons for rejecting or withdrawing job applications. 5. Activate the process.
Enter Process Properties You start the creation process by entering process properties such as the process type, name, code, and description of the process.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. On the Candidate Selection Process Conguration page, click Create. 3. On the Create Process page, select the process type: ◦ Standard: Used for standard job requisitions. ◦ Pipeline: Used for pipeline job requisitions. Contrary to the standard candidate selection process, the Oer and HR phases are not included in a pipeline process because no hiring occurs. 4. Enter a name, code, and description. 5. Click Save and Continue.
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Once you have entered basic information, the details page of the candidate selection process is displayed. You can click the Edit Process Properties buon to modify the information you just entered or to dene the context when the process is used that is, the recruiting types, organizations, locations, job families, and job functions. If you set a recruiting type as the default, the selection process will be automatically selected for job requisitions created for this recruiting type.
Create Phases and States A candidate selection process is made of multiple phases, and each phase is made of multiple states.
The candidate selection process includes two mandatory phases: Oer and HR. These phases can't be removed and the states within these two phases can't be edited. You can add phases between the Oer phase and HR phase to allow users to temporarily put job applications that have an accepted oer but that aren't yet ready to be transferred to HR because tasks, such as background checks, are required. When you add a phase after the Oer phase, there is no automatic progression for job applications reaching the Oer - Accepted status. Users must manually progress job applications into the phase.
Note: The HR phase must be the last phase of the candidate selection process.
Each phase contains two mandatory states: Rejected by Employer and Withdrawn by Candidate. These states can't be removed and they must be the last two states of a phase.
1. Click Create to create a new phase. 2. Enter a name and description for the phase. 3. Click Create in the States section to add a state to the phase. 4. Enter a name for the state. When you type the name of the new state, a list of existing state names is suggested to facilitate the reuse of existing names across processes. You can set phases as being mandatory so that users are required to move job applications to mandatory phases before moving them further in the selection process. The Oer phase and HR phase are always mandatory. A privilege allows users to move job applications over mandatory phases: "Move Candidate Job Applications Skipping Mandatory Phases". This privilege is granted to recruiters by default.
You can set phases as being restricted to prevent users from viewing and managing job applications in some phases of the candidate selection process. If you do that, unconrmed job applications are considered restricted. If there's no restricted phase, unconrmed job applications are considered unrestricted. By default, all phases are set to unrestricted. You can only set a phase as being restricted if:
• It is the rst phase of the process. • It is a phase following a restricted phase.
The Oer phase, HR phase, and any phases between the Oer and HR phases can't be set as restricted. A privilege allows users to view job applications on restricted phases: "View Candidate Job Application on Restricted Phases". This privilege is granted to recruiters by default.
You can change the order of phases using the Move Right and Move Left buons in the process details page. You can also change the order of states within a phase using the up and down arrows.
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Add Actions to Phases and States You can add the following actions to phases and states.
• Send Notication: This action sends a notication to candidates and review notications to recruiters and hiring managers. This action is used for states. The candidate notications are created in the Recruiting Content Library. The review notication sent to recruiters and hiring managers is created in the Alerts Composer tool. • Initiate Background Check: This action initiates a background check on candidates when the screening service is congured on a job requisition. • Request Assessment: This action requests candidates to take assessments during the candidate selection process. • Request Information: This action sends a notication to candidates to obtain additional information. • Request Tax Credit Screening: This action sends a request to tax credit partners to invite candidates to complete forms to validate their tax credit eligibility. • Send Tax Credit Hiring Conrmation: This action sends a notication to tax credit partners to inform them that a candidate was hired. • Move: This action automatically moves job applications in the selection process. • Move to HR: This action automatically moves candidates to the HR phase.
For phases, you specify if the actions are automatically executed when a candidate job application is entering or leaving the phase. It's also possible to add the actions on other events (background check updated, assessment updated). For states, the actions are automatically executed when a candidate job application is moved to the state.
Add Reasons for Rejecting or Withdrawing Job Applications For the Rejected by Employer and Withdrawn by Candidate states, you can select a group of reasons that recruiters can use to explain why a job application was rejected or withdrawn for a job requisition.
Activate the Process Once the candidate selection process is ready, you can activate it so it can be used in job requisitions. Click the Edit Process Properties buon on the details page of the candidate selection process and set the status to Active. A candidate selection process can have one of the following statuses:
• Draft: The process can be edited and activated when ready. • Active: The process is available to be used in job requisitions. Once the process is active, some parts of the process, such as the list of phases and states, can no longer be changed. • Inactive: The process is not available to be used in job requisitions. Once a process is inactive, it is possible to set it to the active status again.
Automate the Candidate Selection Process
You can automate the candidate selection process to facilitate the selection of candidates by recruiters and hiring managers.
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You can: • Set up the candidate selection process to move job applications automatically. • Add conditional automated actions. • Add events to execute actions.
Move Job Applications Automatically When you congure a candidate selection process, use the Move action and congure the phase and state to which job applications are automatically moved. You can trigger the Move action from phases and states of a job application ow. Here are exceptions where you can't use the Move action: • The Rejected by Employer state of all phases. • The Withdrawn by Candidate state of all phases. • An event of the Oer phase or any state of the Oer phase, except the Oer Accepted state. • The HR phase. • All states of the HR phase.
When a candidate job application is automatically moved to a phase or state, the current phase and state where the action is triggered is considered as being visited and that information is displayed in the progress history. For example, if the Move action is congured on the New - Reviewed state to automatically move to the Screening - Phone Screen to Be Scheduled, the progress history indicates that the New - Reviewed state was visited and that the current state is now Screening - Phone Screen to Be Scheduled. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. On the Candidate Selection Process Conguration page, click Create. 3. On the Create Process page, enter process properties such as the process type, name, code, and description of the process. 4. Click Save and Continue. 5. On the candidate selection process page, click Create to create a new phase. 6. In the States section, click Create to add a state to the phase. When you type the name of the new state, a list of existing state names is suggested to facilitate the reuse of existing names across processes. Also, each phase contains two mandatory states, Rejected by Employer and Withdrawn by Candidate. These states cannot be removed and they must be the last two states of a phase. 7. Click Save and Close. 8. You can add the Move action when entering a phase, leaving a phase, or on a specic state. In the Actions menu, select Move then Add. 9. On the Actions: Move page, select a phase and state. 10. Click Continue.
Add Conditional Automated Actions Once you click the Continue buon, the Action: Move page is displayed. You can congure actions to be executed automatically as candidate job applications progress in the selection process, but only if specic conditions are met.
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You can dene multiple conditions for the same action, but all conditions must be met for the action to be executed. 1. On the Action: Move page, click Add. 2. Select one or several conditions. The following conditions are available: ◦ All requested interview feedback is received ◦ An initiated assessment is in error ◦ An initiated background check is in error ◦ Initiated assessments are complete ◦ Initiated assessments are complete, candidate failed some ◦ Initiated assessments are complete, candidate passed all ◦ Initiated background checks are complete ◦ The job application is external ◦ The job application is internal 3. Enter a name for the move action. 4. Click Save and Close.
Add Events to Execute Actions You can congure an action to be executed when a specic event occurred while the job application is in a specic phase. 1. On the candidate selection process page, select a phase. 2. In the Add Event eld, select an event. Events for which you can congure actions to be executed are: ◦ Assessment Updated: This event is triggered when an assessment is updated. ◦ Background Check Updated: This event is triggered when a background check is updated. ◦ Interview Feedback Received: This event is triggered every time an interview feedback is received. 3. Click Done.
Dene Conditions to Move Candidates
You can dene conditions that must be met for job applications to be allowed to leave a state in a candidate selection process. You can use predened conditions, fast formulas used as conditions, or a combination of both. You can dene a move condition regardless of the status of the candidate selection process that is draft, active, inactive. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. On the Candidate Selection Process Conguration page, create a selection process or select an existing one. 3. Click on a phase. 4. In the States for Phase section, expand the Move Condition menu and select Dene Condition.
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5. On the Move Conditions page, select conditions. ◦ Click Add Predened to select predened conditions. ◦ Click Add Fast Formulas to select fast formulas used as conditions. 6. Click Save and Close.
Create a Fast Formula Used as a Condition in a Candidate Selection Process
You can create fast formulas and use them as conditions in a candidate selection process. Conditions can be used to determine if an automated action must be executed or to prevent moving a job application. Fast formulas are generic expressions of calculations or comparisons that you can reuse with dierent input variables.
When you create your fast formula, you must use the following mandatory base formula content. If mandatory info isn't provided, the condition may not be evaluated properly, resulting in unexpected results. For the return statement, use the CONDITION_RESULT and CONDITION_MESSAGE variables:
• CONDITION_RESULT variable contains the result of the formula, which indicates if the condition is met or not. To indicate that the condition is met, the CONDITION_RESULT variable must contain one of the following values: y, yes, true, 1 (in upper or lowercase). Any other value will consider the condition as not being met. • CONDITION_MESSAGE is an optional part of the result, it doesn't have to be returned. The message is used for logging purposes only.
1. In the Setup and Maintenance work area, use the Fast Formulas task. 2. On the Fast Formulas page, select Create in the Actions menu. 3. On the Create Fast Formula page, enter a name for the formula. For the Type eld, select Recruiting Candidate Selection Process. Complete the other elds as needed. 4. Click Continue. 5. Enter formula details in the Formula Text section. 6. Click Compile. 7. Click Save. When the fast formula is created, you can use it as a condition to automated actions within a candidate selection process.
When you set up a fast formula to automatically move candidates to the next phase of a candidate selection workow, you need to run the Perform Recruiting Candidate Selection Process Actions scheduled process.
Move Candidates Automatically to HR Phase
After candidates accept their job oers, they can be progressed automatically into the nal HR phase of the hiring lifecycle with all their assignments and compensation lined up properly. When you congure a candidate selection process, you use the Move to HR action so that job applications are automatically moved to the HR phase once they reach a specic point in the candidate selection process and selected conditions are met. For instance, candidates could be automatically moved after the background check.
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The Move to HR action is available for these phases and states: • Oer - Accepted • Any custom phases between the Oer phase and the HR phase
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. On the Candidate Selection Process Conguration page, create a selection process and or select an existing draft process. 3. Add the Move to HR action to the Oer - Accepted state or to a custom phase between the Oer and HR phase. 4. Click the Oer phase. 5. For the Accepted state, add the Move to HR action. 6. On the Action: Move to HR page, select conditions. ◦ Click Add Predened to select predened conditions. ◦ Click Add Fast Formulas to select fast formulas used as conditions. 7. Click Save and Close. If an error occurs when a candidate is moved into the HR phase, either manually or automatically with the Move to HR action, recruiters by default receive a notication and are informed about what happened. It may make sense that you congure this notication to send it to the HR specialist who knows the most about resolving these unusual situations. The notication is available in Alerts Composer: • IRC_Move_To_HR_Error: Error During Move to HR
Trigger Automated Actions Based on Request for Information Status
Actions can be executed automatically on job applications based on the status of a request for information. This allows job applications to be automatically progressed forward in the candidate selection process once candidates have provided the requested information. Use these new database items to create fast formula conditions based on the request for information status: • IRC_CSP_REQUEST_INFO_APPFLOW_CODE: Application ow used for the request for information (Code). • IRC_CSP_REQUEST_INFO_APPFLOW_VERSION_NAME: Application ow used for the request for information (Version Name). • IRC_CSP_REQUEST_INFO_STATUS_CODE: Status of the request for information (Code).
These three statuses are available for requests for information: • ORA_TRIGGERED - Triggered: The request for information was sent and you're waiting for the candidate's response. • ORA_SUBMITTED - Submied: The candidate provided the requested information.
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• ORA_NOT_REQUIRED - Not Required: The request information action was triggered, but no additional information needs to be requested to the candidate. All the information in the request information ow was already provided by the candidate.
You can congure the candidate selection process to trigger automated actions based on the status of a previous Request Information action. Let's say that you want to add the Request Information action and use a fast formula as a condition for when a candidate provided the requested information. Once the condition is met (the candidate provided the required information), the candidate is automatically moved to the next phase and state.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. Create a new candidate selection process or update an existing one. 3. Click on a phase. 4. Add the event Request for Information Updated. 5. Select the phase and state where the candidate will be moved. 6. Click Continue. 7. Add the fast formula condition with the submied status which indicates that the candidate provided the requested information. 8. Click Save and Close.
Use the Background Check Action for Job Applications
Background checks are run on candidates as part of their candidate selection process to ensure their background is veried before hiring them. You can initiate the background check action when a job application is moved to a specic state within a phase. Prerequisite: The background check partner must be enabled.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. On the Candidate Selection Process Conguration page, click a process. 3. Click a phase. 4. Add the Initiate Background Check action at the state level. The action is triggered when job applications are moved to the specied state. 5. You can dene conditions for the action to be executed. You can use predened conditions, fast formulas used as conditions, or a combination of both. 6. Click Save and Close.
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Use the Request Assessment Action for Job Applications
Assessments are used to assess and measure the knowledge, skills, abilities, and aributes of candidates for a job. You can initiate the assessment action when a job application is moved to a specic state within a phase. Prerequisite: The assessment partner must be enabled.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. On the Candidate Selection Process Conguration page, click a process. 3. Click a phase. 4. Add the Request Assessment action at the state level. The action is triggered when job applications are moved to the specied state. 5. You can dene conditions for the action to be executed. You can use predened conditions, fast formulas used as conditions, or a combination of both. 6. Click Save and Close.
Use the Request Tax Credit Screening Action for Job Applications
Tax credit screenings are used to validate tax credit eligibility of candidates. Candidates can be eligible to various federal, state, and other tax credits. You can initiate the tax credit screening action when a job application enters or exits a phase, or is moved to a specic state within a phase. Prerequisite: The tax credit partner must be enabled.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. On the Candidate Selection Process Conguration page, click a process. 3. Click a phase. 4. Add the Request Tax Credit Screening action at the phase or state level. ◦ At the phase level, you can trigger the action when job applications enter or exit a phase. ◦ At the state level, you can trigger the action when job applications are moved to the specied state. 5. You can dene conditions for the action to be executed. You can use predened conditions, fast formulas used as conditions, or a combination of both. 6. Click Save and Close.
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Use the Send Notication Action for Job Applications
Notications can automatically be sent to candidates, recruiters, and hiring managers at specic points in the candidate selection process. Automated job application notications can be sent to candidates and a review notication can be sent to recruiters and hiring managers.
When you congure the candidate selection process, you can add an action to send a notication when a candidate job application reaches a specic state in the candidate selection process. Candidates receive emails and are kept informed of their progress. Recruiters and hiring managers can view notications that were sent and the content of those notications in the Interactions tab of the candidate job application.
Prerequisite: You must rst create automated job application notications in the Recruiting Content Library. The review notication is created in the Alerts Composer tool.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. On the Candidate Selection Process Conguration page, click a process. 3. Click a phase. 4. Add the Send Notication action at the state level. 5. On the Action: Send Notication page, you can:
a. Select the members of the hiring team who will receive the review notication. b. Select the notication that is sent to internal candidates and external candidates. c. Set a delay delivery so that the candidate notication is sent at a specied time after the job application is moved to the phase or state. 6. Click Save and Close.
Related Topics • Create a Recruiting Content Library Item
Reasons to Reject and Withdraw Job Applications
Reasons are used to gather meaningful information about why a job application was rejected or withdrawn for a job requisition. Your organization may want to know, for example, why candidates are declining job oers, why candidates are withdrawing their job application, or why candidates are being rejected from the hiring process. That information helps organizations improve their sourcing and hiring processes and also respond to audits about why a candidate was rejected. Those reasons are displayed to recruiters in the progress panel of job applications.
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Default reasons are available within the product. When job applications are automatically moved to the Rejected by Employer or Withdrawn by Candidate state of any phase of a candidate selection process, a reason is automatically selected. Here is the list of default reasons. You can change the name of these default reasons. • The job requisition was lled. • The job requisition was canceled. • The candidate was hired on another job requisition. • Candidate declined job oer. • Work relationship was canceled. • Candidate withdrew job application. • The job application was disqualied.
You can also create your own reasons to identify why a job application was rejected or withdrawn.
Create Reasons to Reject and Withdraw Job Applications
Reasons are used to gather meaningful information about why a job application was rejected or withdrawn for a job requisition. Default reasons are available within the product. But you can create your own reasons to identify why a job application was rejected or withdrawn. You can also dene reason groups that are assigned to various states of the selection process. For example, when a recruiter moves a job application to a state for which a reason group was selected, the recruiter can select a reason for which the move is taking place.
To create a reason: 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Reasons 2. Click the Reasons tab. 3. Click Create. 4. Enter a name and a code. 5. Select the Active status. A reason must be active to be added to a group. 6. Click Save and Close. To create a group: 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Reasons 2. Click the Groups tab. 3. Click Create. 4. Enter a name and a code.
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5. Click Add to add the reason you just created. 6. Click Create to create a new reason. 7. Set the group status to Active 8. Click Save and Close.
Bypass Extending Oers to Candidates
You can congure the candidate selection process to bypass extending job oers to candidates. The path goes from Oer - Approved directly to Oer - Accepted. This means standard oer extended capabilities are skipped, such as notifying the candidate that an oer was extended, displaying the oer leer to the candidate, and capturing the candidate's oer acceptance and accompanying e-signature. Recruiters also don't need to select an oer leer template when they create a job oer for a candidate. The eld is no longer mandatory. If they do select an oer leer template, the oer leer becomes available when the candidate accepts the oer, and will be stored in their document records. When the job oer is in the Approved state, you can select the Accept Oer action instead of the Extend action, as long as there are still available openings on the job requisition and if any related position has sucient open headcount. The Resend Oer action isn't available when the Oer Extended state is skipped. Because the oer is never extended, no automated notication is sent to the candidate, inviting them to view and accept their oer. When the oer is accepted, no automated notication is sent to the candidate, but you can congure notications to inform others if desired.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. On the Candidate Selection Process Conguration page, create a process or open an existing one. 3. Click the Oer phase. 4. Click Edit next to Phase Details: Oer. 5. Select Yes for the option Skip Extend Oer Step. 6. Click Save. Because the oer is never extended, no automated notication is sent to candidates, inviting them to view and accept their oer. However, you can add an action to send a notication when the job oer is accepted.
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6 Recruiting Content Library and Notications
Recruiting Content Library
The Recruiting Content Library contains a variety of text-based content that can be used in various areas of Hiring such as job requisitions, job requisition templates, candidate job applications, job oers.
To access the Recruiting Content Library, in the Setup and Maintenance work area, go to:
• Oering: Recruiting and Candidate Experience • Functional Area: Recruiting and Candidate Experience Management • Task: Recruiting Content Library
You can create and manage the following content:
Note: Seeded notications should not be disabled for the intended functionality to work.
Category Description
Assessment Resend Notication Message sent to candidates who requested a link to take an assessment.
Automated Job Application Message automatically sent to candidates throughout the candidate selection process. You Notication can include tokens in the notication so that the message is specic to the candidate in the context of the job application. You can add logos and images to support your branding. You can translate notications so they are sent in the candidate's job application language. When you congure the candidate selection process, you can add an action to send a notication when a candidate job application enters or exists a phase or reaches a specic state in the candidate selection process.
Automated Job Application Request Message automatically sent to external candidates to ask them to provide more information Info Notication once they have applied to a job.
Campaign Opt In Statement Text describing the candidate's agreement to receive recruitment marketing communications. The opt in statement is displayed to candidates as part of the candidate's job application process. By default only candidates that have opted in are included in campaign audiences.
Candidate Conrmation Notication Message sent to candidates to verify their email address.
Candidate Email Update Conrmation Message sent to candidates to inform them that their email address was changed. Notication
Candidate Email Update Request Message sent to candidates to conrm their new email address. Notication
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Category Description
Candidate Job Application Message that can be sent in bulk in any candidate job application context. You can include Notication tokens in the notication so that the message is specic to the candidate in the context of the job application. You can add logos and images to support your branding. You can contextualize the message with job requisition aributes including recruiting type, organization, location, job family, and job function. You can translate notications so they are sent in the candidate's job application language. Recruiters can select these notications when using the Send Email action.
Candidate Pool Member Notication Message that can be sent in bulk in any candidate pool context. You can include tokens in the notication. You can add logos and images to support your branding. You can translate notications so they are sent in the candidate's preferred language. Recruiters can select these notications when using the Send Email action.
Candidate Prole Notication Message that can be sent in bulk in any candidate prole context. You can include tokens in the notication. You can add logos and images to support your branding. You can translate notications so they are sent in the candidate's preferred language. Recruiters can select these notications when using the Send Email action.
Candidate Verication Notication Message sent to candidates to conrm their identity using a code.
Email Conrmation Notication for Message sent to candidates to conrm their email address. Candidate Self Service
Email Conrmation Notication for Message sent to candidates to invite them to complete their job application. Job Application
Employer Description Text describing the company that is hiring. Recruiters and hiring managers select the employer description in the Job Formaing tab of job requisitions. The Recruiting Administrator also selects the employer description in the Job Formaing tab of job requisition templates. The employer description is displayed to candidates in job postings.
Interview Canceled Notication Message sent when a candidate interview is deleted. The message is sent to the candidate, the interviewers, the recruiter, and hiring manager.
Interview Reminder Notication Message automatically sent 24 hours before a scheduled interview. The message is sent to the candidate and the interviewers.
Interview Rescheduled Notication Message sent when a candidate interview is rescheduled. The message is sent to the candidate, the interviewers, the recruiter, and hiring manager.
Interview Scheduled Notication Message sent when a candidate interview is scheduled. The message is sent to the candidate, the interviewers, the recruiter, and hiring manager.
Interview Updated Notication Message sent when a candidate interview is modied. The message is sent to the candidate, the interviewers, the recruiter, and hiring manager.
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Category Description
Invite to Schedule Interview Message sent when a candidate is invited to schedule an interview. The message is sent to the Notication candidate, the interviewers, the recruiter, and hiring manager.
Job Alert Notication Message sent to candidates to inform them that there are new job opportunities that might interest them.
Job Application Conrmation Message sent to candidates to request them to conrm their email address so they're Notication considered for the job.
Job Application E-Signature Instructions displayed to candidates when they provide their electronic signature as part Statement of the candidate's application process. The E-Signature option is turned on or o by the Recruiting Administrator using the Job Application Flow Conguration task, in the Set Up and Maintenance work area.
Job Application Legal Disclaimer Text intended to specify or delimit the scope of rights and obligations that may be exercised between the hiring company and candidates. The Legal Disclaimer option is turned on or o by the Recruiting Administrator using the Job Application Flow Conguration task, in the Set Up and Maintenance work area. The legal disclaimer is displayed to candidates as part of the candidate's application process.
Job Apply Thank You Notication Message sent to candidates to thank them for their job application.
Job Oer Accepted Notication Message sent to candidates to thank them for accepting a job oer.
Job Oer Declined Notication Message sent to candidates to inform them that their declined job oer was received.
Job Oer E-Signature Statement Text displayed to candidates as they are about to accept job oers. The Recruiting Administrator can congure the content of the statement to target external candidates, current internal workers, or both. When a candidate accepts a job oer, the current job oer e-signature statement is shown to the candidate according to the candidate type (internal, external) and the candidate must provide their electronic signature. The Job Oer Team can't edit the text for each specic job oer.
Job Oer Expiration Notication Message sent to candidates to inform them that their job oer is expiring soon.
Job Oer Extended Notication Message sent to candidates to inform them that a job oer was extended to them and a response is needed.
Job Oer Extended Rejected Message sent to candidates to inform them that they're no longer considered for a job. Notication
Job Oer Leer Template Template to create a job oer leer. The leer contains details of the job oer such as the job title, starting date, salary, benets, compensations like car allowance.
Job Oer Re-extended Notication Message sent to candidates to inform them that a job oer was extended to them.
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Category Description
Job Oer Resend Notication Message sent to candidates after they requested a link to their job oer.
Job Referral Notication Message sent to candidates to inform them that they were referred for a job.
Posting Description Descriptions used by recruiters when they create job requisitions.
Prospect Candidate Notication Message that can be sent in bulk in any candidate prospect context. You can include tokens in the notication. You can add logos and images to support your branding. You can contextualize the message with job requisition aributes including recruiting type, organization, location, job family, and job function. You can translate notications so they are sent in the candidate's preferred language. Recruiters can select these notications when using the Send Email action.
Recruiting Organization Description Text describing the organization for which the candidate will be working. Recruiters and hiring managers select the recruiting organization description in the Job Formaing tab of job requisitions. The Recruiting Administrator also selects the recruiting organization description in the Job Formaing tab of job requisition templates. The recruiting organization description is displayed to candidates in job postings.
Referral Resend Notication Message sent to candidates after they requested a link to a job.
Saved Draft Application Notication Message sent to external candidates to inform them that their draft job application was saved and that they can complete and submit it.
Saved Draft Application Reminder Message sent to external candidates to remind them that their draft job application was saved and that they can complete and submit it.
Send Invite Notication Message sent to candidates to invite them to apply for a job.
Send Invite Resend Notication Message sent to candidates after they requested a link to a job.
Talent Community Conrmation Message sent to candidates to conrm their email address. Notication
For these content categories, you can have multiple active content items: • Automated Job Application Notication • Candidate Job Application Notication • Candidate Pool Member Notication • Candidate Prole Notication • Employer Description • Job Oer Leer Template
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• Prospect Candidate Notication • Recruiting Organization Description
For these content categories, you can have one active content item for internal postings, one active content item for external postings, or one content item covering both internal and external postings:
• Job Application E-Signature Statement • Job Oer E-Signature Statement
Create a Recruiting Content Library Item
The Recruiting Content Library contains a variety of text-based content that can be used in various areas of Hiring such as job requisitions, job requisition templates, candidate job applications, job oers. To create a library item, perform these steps:
1. Enter basic details about the content item. 2. Add content or a message text depending on the category of the content item. 3. Create a content item version. 4. Translate the content.
Enter Content Item Details The rst step is to enter basic info about the item such as the name, code, category, and visibility. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Recruiting Content Library 2. On the Recruiting Content Library page, click Create. 3. On the Create Content Item page, enter the following information: ◦ Name ◦ Code ◦ Category ◦ Visibility: A content item can be used for internal postings, external postings, or both. For automated job application notications, the visibility determines for which types of candidates the template is available for selection when using the Send Notication action in the candidate selection process. ◦ Start Date: Date and time when the item is available for use. You can select a time zone. ◦ Start on Activation: The content item becomes current as soon as it's made active.
Add Content or Message Text Depending on the category you selected for the content item, you may have to enter text-based content in the Content eld or Message Text eld.
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For content text, enter text specic to the content item you're creating. For example, if you're creating a campaign opt in statement, enter the text for the statement. You can enter a maximum of 50 000 characters. Rich text features are available to format the text.
For a message text, enter the subject and text for the message. You can enter a maximum of 50 000 characters. Rich text features are available to format the text. You can also enter SMS text.
Note: When copying and pasting text from Microsoft Word, the editor can't preserve the indentation of the text under the bullets.
For content items of type notication, you can:
• Include tokens so that the message is specic to the candidate. Only use job oer and assignment tokens in automated notications that are sent during the oer phase or later phases in the selection process. These tokens won't resolve if the job oer wasn't created. • Add logos and images to ensure the candidate experience aligns with your organization's corporate branding. • Translate notications so they're sent in the candidate's job application language or preferred language (depending on the context the notication is sent). When not translated, notications are sent in the source language of the notication. • For the Candidate Job Application Notication and Prospect Candidate Notication, contextualize the message with job requisition aributes including recruiting type, organization, location, job family, and job function.
When you're done entering the information, click Save and Activate to make the item available for use or Save as Draft to edit and activate the item at a later time.
Create a Content Item Version When you create a content item, you create the rst version of the item. A content item can have several versions. For example, you can create two versions of an employer description. 1. In the Additional Versions section, click Create. 2. Select a start date when the version will be available for use. You can also select Start on Activation if you want the version to become current as soon as it's made active. 3. Enter the text for the new version. 4. Click Save and Activate to make the version available for use or Save as Draft to edit and activate the version at a later time.
Translate the Content You can provide multilingual content for content library items without having to sign out and sign in in a dierent language. Use the Translation Editor tool, represented by the earth logo, to translate these multilingual values:
• Name of the content item • Content of the version
You can provide multilingual content for the name of the content item when the content item is Active, Current, Draft, Future. You can only edit the translation of the content when the content item is Draft or Future.
Note: Multilingual content for job oer leer templates is managed in the Recruiting Content Library and also in BI Publisher.
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Create a Version of a Content Library Item
When you create a content item in the Recruiting Content Library, you create the rst version of the item. A content item can have several versions. For example, you can create two versions of an employer description. Use these actions to create versions of a content item:
• Create Content Item From Version: Use this action to create a new content item using a version of another content item. • Copy to Create New Version: Use this action to create a new version of a content item by copying the content of an existing version of this item. • Create New Version: Use this action to create a new version of a content item. When you create a new version, the new version is prepopulated with the content of the latest version of this item (the version with the higher start date, which can be a future date). You can also create a new version using the Create buon in the version details page.
A content item version can have one of the following statuses:
• Active: The content item is available to be used in job requisitions, job requisition templates, candidate job applications, job oers. • Draft: The content item version can be edited and activated when ready. • Current: The content item version is being used. You can't modify its content. • Future: The content item version is scheduled to be used at a later time. You can modify its content. • Ended: The content item version was used in the past and has been replaced by another one. You can't modify its content.
Posting Descriptions for Job Requisitions
You can create posting descriptions in the Recruiting Content Library. These descriptions can be used by recruiters when they create job requisitions. A posting description contains a short description and a more detailed description. You can also associate these contexts to the description:
• Recruiting Type • Organization • Location • Job Family • Job Function
When you create a job requisition template of type standalone, you can select posting descriptions that match criteria and contexts of the requisition template.
Even though a job requisition's posting description is populated from the content library, recruiters can override the description and personalize it, as needed.
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Notications
Notications can be sent to candidates, recruiters, and hiring managers at specic points in the candidate selection process. There are dierent types of notications: • Automated job application notications • Ad hoc candidate notications • Notications to review job applications • Notications in Alert Composer
Note: Seeded notications should not be disabled for the for the intended functionality to work.
Automated Job Application Notications
Candidates can automatically receive notications throughout the candidate selection process to be kept informed of their progress. To enable these notications, you need to create notications in the Recruiting Content Library using the Automated Job Application Notication content item. You can create multiple notications for external and internal candidates. You can include tokens in the notications so that the message is specic to the candidate in the context of the job application. Notications support branding such as logos and images to ensure the candidate experience aligns with the organization's corporate branding. You can also translate notications so they are sent in the candidate's job application language.
Once notications are created, you add them to specic phases and states within the candidate selection process using the Send Notication action. When a job application enters or exits a phase or is moved to a specic state within a phase, a notication is automatically sent to the candidate. You can set a delay so that the notication is sent at a specied time after the job application has been moved.
Recruiters and hiring managers can view notications that were sent and the content of those notications in the Interactions tab of the candidate job application.
Ad Hoc Candidate Notications
You can create and manage a library of notications that can be sent in bulk in any candidate context. You create notication templates in the Recruiting Content Library using these content items: • Candidate Job Application Notication • Candidate Pool Member Notication • Candidate Prole Notication • Prospect Candidate Notication
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You can include tokens in the notications so that the message is specic to the candidate. Notications support branding such as logos and images to ensure the candidate experience aligns with the organization's corporate branding. You can translate notications so that they are sent in the candidate's job application language or candidate preferred language. Candidate job application and prospect candidate notications support contextualization on job requisition aributes including recruiting type, organization, location, job family, and job function. This ensures users are using the right templates for the requisition.
Recruiters and hiring managers use the Send Email action to send these notications. They can create an email from scratch or select a notication template. The list of notication templates available for selection depends on the context the Send Email action is initiated from. For example, if they use the Send Email action from the job application list, only candidate job application notications are available. In the requisition context, the list of templates available for selection may be further rened depending on the contextualization dened on the template. If users have the Update Email from Template privilege, they can edit the template. Once the email is sent, an interaction note of type email is automatically added in the Interactions tab where the action was launched (candidate prole, candidate job application, prospect, candidate pool).
Notications to Review Job Applications
Recruiters and hiring managers can receive a notication informing them that there are job applications to be reviewed. They can view notications that were sent and the content of those notications in the Interactions tab of the candidate job application. The review notication message is available in the Alerts Composer tool. Two versions are available, one for the hiring manager and one for the recruiter.
• IRC_JobApp_Review_HM • IRC_JobApp_Review_Recruiter
When you congure a candidate selection process, you select the Send Notication action at the phase level, when job applications enter or exit a phase, or at the state level, when job applications are moved to a specic state within a phase. You then specify if the review notication will be sent to the recruiter, the hiring manager, or both. The review notication is sent once per day if there are new job applications in the congured phase and state combination.
Notications in Alerts Composer
You use the Alerts Composer tool to set up notications to be sent to recruiters, hiring managers, collaborators, job oer team members for dierent events in the job application process, the hiring process, and when a job oer moves through its life cycle. Note: All notications sent to candidates are managed in the Recruiting Content Library.
To use the Alerts Composer tool, you require specic functional privileges. For more details, see the Alerts Composer chapter in the Implementing Global Human Resources guide.
With the Alerts Composer tool, you can:
• Set notications to be delivered to recipients by email and worklist (bell icon). By email, the notication is delivered by email. By worklist, the notication is delivered by both email and worklist. For internal recipients,
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both email and worklist notications are supported. For external recipients (candidates), only email is supported. • Add or remove recipients. • Change the content and formaing of messages. • Turn notications on or o. • Add and modify tokens in notications. You can only use tokens available for the context. For example, if you modify a notication sent to candidates, you can only use tokens for the candidate context.
For a list of tokens available for recruiting notications, see the article Tokens for Alert Notications (2513219.1) on My Oracle Support at hps://support.oracle.com.
Note: Don't use these feedback request tokens because they're returning null values: • FeedbackRequestQuestionnaireName • FeedbackRequestExpiryDate • FeedbackRequestCancelledDate • FeedbackRequestRequestedDate • FeedbackRequestRenewalDate • FeedbackRequestExpiredDate • FeedbackRequestSubmiedDate • FeedbackRequestNoteToRespondents
Notications are sent in the language understood by the recipients. The language varies whether the notication is sent to external candidates, internal candidates, or users interacting with job applications.
• When notications are sent to external candidates in the context of a job application, the candidate's job application language is used. • When notications are sent to internal candidates in the context of a job application, the language of the candidate job application is used. When notications are sent to internal candidates for a context outside of a job application, for example an invitation to apply for a job, the default language of the user is used (default language set in the user's preferences). • Notications and job requisition content included in notications are displayed in the preferred language of the user receiving the notication. • If a notication is sent to multiple users, each user receives the notication in their preferred language (could be dierent languages). If the user's preferred language is not an active language on the job requisition, the job requisition's default language is used when including job requisition content in the notication.
All recruiting notications start with the word IRC. For example, IRC_JobOer_Accepted_External.
Note: Do not modify or disable the IRC_External_Candidate_Prole_Notication alert. This is a system alert used only by Oracle.
Related Topics • Alerts Composer Functions and Groovy Expressions
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Create HTML Templates for Candidate Notications
You can create and manage HTML templates that can be used for specic career site notications, for communications with candidates using the Send Message feature, and campaigns. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: HTML Email Templates 2. On the Manage HTML Email Templates page, click Add. 3. Enter a name for the template. 4. Select a template type: ◦ Campaign user email template ◦ Candidate notication email template 5. If you selected Campaign user email template, you need to select a campaign purpose: ◦ Respond to Request ◦ Refer Job ◦ Apply to Job 6. If you selected Candidate notication email template, you need to select an email type: ◦ Internal Template ◦ CE Notication Template ◦ AdHoc Template ◦ Global Template 7. Select a template. 8. Click Save. An editor opens in a new browser tab where you can create the template.
Recruiting Content Library FAQs
What's the dierence between deleting and deactivating a version of a library content item? Delete a content item version to remove a version from the list of versions of a content item. The Delete action is only available for versions with the Draft or Future status to prevent deleting versions used in Hiring. If the version you delete is the only version on the content item, deleting the version also deletes the content item. Deactivate a content item to prevent the content item from being used in Hiring. When you deactivate a content item, its status changes to Inactive. The Deactivate Content Item action is only available for active items. When an item is
73 Oracle Recruiting Cloud Chapter 6 Implementing Hiring Recruiting Content Library and Notications deactivated, it remains in use where it was previously selected but it can no longer be selected. For example, you can deactivate an employer description and it's no longer available for selection in job requisitions.
What are the requirements for images in notications? When you insert an image in a notication, consider the following: • The image must not exceed 64 KB. • The image must be in RGB format. • The image must be one of these le formats: .png, .jpeg, .bmp, .gif.
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7 Job Requisitions and Job Requisition Templates
Congure Job Requisition Creation Options
You can congure which creation options are available to users creating job requisitions. When a user creates a job requisition, the Use selector only displays the creation options to which the user has access. The creation of job requisitions is controlled by these privileges:
• Initiate Job Requisition Using Template: This privilege allows users to create job requisitions based on a requisition template. • Initiate Job Requisition Using Blank Requisition: This privilege allows users to create job requisitions based on a blank job requisition (a requisition with no values). • Initiate Job Requisition Using Existing Requisition: This privilege allows users to create job requisitions based on an existing job requisition. • Initiate Job Requisition Using Job: This privilege allows users to create job requisitions based on a job. • Initiate Job Requisition Using Position: This privilege allows users to create job requisitions based on a position. • Initiate Job Requisition: This privilege allows users to create job requisitions from a requisition template, a blank requisition, or an existing requisition.
Note: To preserve backward compatibility, the Initiate Job Requisition privilege continues to allow users to create job requisitions from a requisition template, a blank requisition, or an existing requisition. You won't see any changes in the behavior.
Enable Full Job Requisition Creation by Hiring Managers
You can allow hiring managers to enter all the details when creating job requisitions, instead of only a small subset of the information. When initiating a job requisition, hiring managers go through the same guided process as the recruiters, where all sections and elds are available. 1. In the Setup and Maintenance work area, search for the task Manage Administrator Prole Values. 2. On the Manage Administrator Prole Values page, search for the prole option IRC_REQ_ALLOW_RULE_CONFIG_CUSTOMIZATION_ENABLED. 3. Update the prole value to Yes. 4. Click Save and Close. When the prole option is enabled, hiring managers can create standard job requisition, pipeline job requisitions, and position-based job requisitions.
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Set Up Pipeline Job Requisitions
Recruiters and hiring managers use pipeline job requisitions to gather candidates who have the skills, background, and experience your organization is looking for. These candidates can later be added to a standard job requisition for which they can eventually get hired. To set up pipeline job requisitions, you need to create a candidate selection process of type Pipeline.
Note: A standard requisition can be created from a template for which a candidate selection process of type pipeline is selected. In that situation, the candidate selection process selected on the template is ignored by the requisition (because it is an invalid value for a standard requisition).
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Candidate Selection Process Conguration 2. On the Candidate Selection Process Conguration page, click Create. 3. On the Create Process page, select the Pipeline process type. 4. Complete the elds as for any other process. 5. Click Save and Continue. Optionally, you can select the pipeline candidate selection process in a job requisition template.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Job Requisitions ◦ Task: Manage Job Requisition Template 2. On the Job Requisition Templates page, click Create. 3. In the Candidate Selection Process eld, select a pipeline process. 4. Complete the elds as for any other process. 5. Click Save. A privilege is required to create pipeline requisitions: Initiate Pipeline Job Requisition. By default, only the Recruiter role is granted this privilege.
Only users with the Add Candidate to Job Requisition privilege can add a job application from a pipeline requisition to a linked hiring requisition.
Related Topics • Create a Candidate Selection Process
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Create an Approval Rule Using Job Requisition Flexelds
You can create job requisition approval rules using job requisition exelds. To enable this feature, you rst need to create descriptive exelds and then use these exelds to create job requisition approval rules.
Create Descriptive Flexelds
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Job Requisitions ◦ Task: Job Requisition Descriptive Flexelds 2. On the Job Requisition Descriptive Flexelds page, click the Edit icon. 3. In the Global Segments section, click Create to create segments. 4. Click Save and Close. 5. On the Job Requisition Descriptive Flexelds page, click Deploy Flexeld to deploy the exeld in the environment.
Create Job Requisition Approval Rule
1. On your Home page, click the Notications icon. 2. On the Notications page, click Show All. 3. Click Worklist. 4. In the menu next to your name, select Administration. 5. Click the Task Conguration tab. 6. Search for the task RequisitionApprovalHumanTask. 7. When the task is displayed, click on the task name. 8. Click the Edit icon. A message indicates that a exeld was added. 9. Click Start Synchronization. 10. When the synchronization is complete, search for the RequisitionApprovalHumanTask task again. 11. Click the Assignees tab. 12. Click on the task to congure it. The exeld you created is available to create a rule.
Job Requisition Template
A job requisition template provides a way to facilitate the creation of job requisitions by defaulting values in several elds. Job requisition templates contain the same elds as job requisitions. If a job requisition is created from a requisition template, all elds for which a value is set in the template will be defaulted with the template's value. You can create three types of job requisition template: • Standalone
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• For Jobs • For Positions
When you view the list of job requisition templates, you can see the type of each requisition template. You can also lter the list based on the template type.
Standalone Template Template meant to be used by recruiters when they create a requisition based directly on a template.
Template for Jobs You can create a job requisition template for a specic job. You rst create a template for jobs which contains requisition values not available in a job. You then go to the Job Details work area where you can select the requisition template you just created. Note: The Requisition Template eld isn't displayed by default in the Job Details work area. It must be made visible using the HCM Experience Design Studio.
Job-based requisition templates don't include elds for which info is available from the job such as Job Family, Job Function, Regular or Temporary, Full Time or Part Time.
If the job has an active job prole associated with it, the following values are taken from the job prole and copied to the job requisition template: • Work Duration Years • Work Duration Months • Travel Required • International Travel Required
Template for Positions You can create a job requisition template for a specic position. You rst create a template for jobs which contains requisition values not available in a job. You then go to the Position Details work area where you can select the requisition template you just created. Note: The Requisition Template eld isn't displayed by default in the Position Details work area. It must be made visible using the HCM Experience Design Studio.
Position-based requisition templates don't include elds for which info is available from the job of the position such as Job Family, Job Function, Regular or Temporary, Full Time or Part Time. They also don't include elds for which info is available from the position such as Number of Openings, Department, Work Location.
Create a Job Requisition Template of Type Standalone
You create a job requisition template of type standalone if you want a template to be used by recruiters when they create a requisition based directly on a template. Here are the main steps you need to do: 1. Create the template and enter details about the job requisition template.
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2. Add questionnaires. 3. Add screening services. 4. Enter job formaing information. 5. Activate the job requisition template.
Create the Template and Enter Details About the Job Requisition Template You rst need to select the template type and enter detailed information. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Job Requisitions ◦ Task: Manage Job Requisition Templates 2. On the Job Requisition Templates page, click Create. 3. Select the Standalone type. 4. Enter detailed information to complete all the information required for the job requisition template such as the recruiting type, code, requisition title, requisition name, hiring team, posting structure, posting description, candidate selection process. The Organization, Legal Employer, Department, and Business Unit selectors only display items to which you have access according to your data role. When you select the Hiring Manager, you're asked if you want to use the business unit and department associated with the selected Hiring Manager. If you say yes, these elds are automatically lled. 5. Click Save. When you save the job requisition template, the status is set to Draft. You can still edit the content as required.
Add Questionnaires When you save the details about the job requisition template, the details page displays the questionnaire sections where you can select prescreening and interview questionnaires.
The Prescreening Questionnaires section contains two empty questionnaires: one for internal candidates, one for external candidates. You can open the questionnaire and create questions for the template or add existing questions from the question library.
When you create a job requisition template, you can add questions to the template. When you manually add a question, only questions matching the following criteria are available for selection: • Active questions. • Questions with the "Prescreening Question Added by User" classication. • Questions matching the context of the requisition template.
In the Resources section, you can add interview questionnaires and aachments that can be useful to the Hiring team.
Add Screening Services When you save the details of the job requisition template, the Screening Services tab becomes available and you can add screening services such as background checks, assessments, tax credits.
You can add one or more background check screening packages, usually it's a single package with multiple screenings. Once you have selected the desired background check partner and user account, go to the partner's site to add the
79 Oracle Recruiting Cloud Chapter 7 Implementing Hiring Job Requisitions and Job Requisition Templates background check screening packages to the job requisition. You can also specify the order in which the partner will run the screening packages.
You can add one or more assessments to a job requisition template. Select an assessment partner and user account. Specify if the assessment for the internal job application ow, the external ow, or both.
You can add one or more tax credit screening packages, usually it's a single package with multiple screenings. You then select the desired partner and user account, and also a location package, if needed. Indicate if the tax credit screening is triggered during the candidate application ow or the candidate selection process.
Enter Job Formaing Information On the Job Formaing tab, you can use the Employer Description and Recruiting Organization Description elds to select predened descriptions of the employer, organization, department, or team for which the candidate is hired. The description are created in the Recruiting Content Library. You can also select images and videos you want to show candidates. For example, images of the facilities, video of the corporate history of the organization, video of testimonials from current employees. When you add a URL for a video, by default the Thumbnail URL automatically points to a high-quality version of the video. For images and videos, you can specify which ones you want to show to candidates who will receive job oers. The recommended image ratio is 16:9.
You can also select for which languages each item is available, and translate the media title in the appropriate languages.
Activate Job Requisition Template When you're done lling out all the details about the job requisition template, select Activate Template in the Actions menu. The job requisition template status is set to Active and the template can be used by recruiters and hiring managers when they create job requisitions. A job requisition template can have one of the following statuses: • Draft: The job requisition template can be edited and activated when ready. • Active: The job requisition template is available to be used to create job requisitions. • Inactive: The job requisition template is not available to create job requisitions. Once a job requisition template is inactive, it is possible to set it to the active status again.
Preview a Job Requisition Template
You can use the Preview Template action to see how the information is shown to candidates in the career sites. 1. In the Setup and Maintenance work area, go to. ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Job Requisitions ◦ Task: Manage Job Requisition Templates 2. Click on a job requisition template. 3. In the Actions menu, select Preview Template. 4. In the Preview eld, indicate if you want to preview the template as an external candidate on a desktop computer or on a mobile device.
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5. Select the career site. Only active external career sites for which the requisition template context matches the lters of the site are available for selection. 6. In the Language eld, select the language to preview the template. You can preview the information in the dierent languages that are active for the template.
Actions to Perform on Job Requisition Templates
You can perform several actions on job requisition templates. The Actions menu lists actions that you can perform on job requisition templates. Actions that don't apply to the status of the job requisition template are disabled.
Duplicate Template Use the Duplicate Template action to create a job requisition template using the content of an existing one. Fields populate automatically with eld values from the source job requisition template.
Delete Template Use the Delete Template action to remove a job requisition template so that it no longer appears on the Job Requisition Templates page. This action is available for Draft job requisition templates.
Apply Job Use the Apply Job action when you want to apply the values of a job to a job requisition template. The content of the job overwrites the content of the job requisition template.
Job Requisition Template Multilingual Content
Oracle Recruiting Cloud is available in multiple optional languages to deliver a multilingual recruiting experience. When you sign in Oracle Applications, you can select your session language in your user preferences. American English is the default session language for the rst visit (the application remembers the last session language). The session language you select denes the language of every label in a product. The session language is used as the creation language. For example, Spanish is installed in the environment. If you sign in Spanish, you create job requisition templates in Spanish.
When you create a job requisition template, the current user's session language is automatically set as the default language. You can then translate the job requisition content in the selected languages. The default language cannot be deselected on a job requisition template.
You can provide translation for job requisition template multilingual content without having to sign out and sign in a dierent language. Use the Translation Editor tool, represented by the earth logo, to translate these multilingual values: • Requisition Title • Other Requisition Title • External Description • External Short Description
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• Internal Description • Internal Short Description • Questions created for a job requisition • Questions from the question library that can be added to job requisitions • Media title (in Job Formaing tab)
You can provide translation whether the job requisition template is Draft, Active, Inactive.
Job Requisition FAQs
What happens if I edit a job requisition template? Edits to a job requisition template only aect job requisitions created after the change was made. For example, if a job requisition template had interview questionnaires A and B when the recruiter created a job requisition from the template, the newly created job requisition would contain questionnaires A and B. If you then add interview questionnaire C to the job requisition template, interview questionnaire C is not automatically added to the job requisition previously created by the recruiter.
What's the dierence between deleting and inactivating a job requisition template? Delete a job requisition template so it can't become an active template. The Delete Template action is only available for draft job requisition templates. Inactivate a job requisition template to prevent recruiters from selecting that template when creating a job requisition.
How can a manager initiate a job requisition to direct reports? You need to set up the responsive layout for My Team page. 1. In the Setup and Maintenance work area, search for the task Manage Administrator Prole Values. 2. On the Manage Administrator Prole Values page, search for these prole options: HCM_RESPONSIVE_PAGES_ENABLED and PER_MY_TEAM_RESPONSIVE_ENABLED. 3. For each prole option, change the Site prole value to Yes. 4. Click Save and Close.
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8 Prescreening
Prescreening Questionnaire
Prescreening questionnaires contain questions specic to a job that candidates answer when they apply for a job. Prescreening questionnaires appear automatically in job requisitions. For each job requisition, there's an internal questionnaire for internal candidates and an external questionnaire for external candidates. Prescreening questionnaires contain two types of questions: • Disqualication question • Prescreening question
Disqualication Question Let's understand what's a disqualication question and look at an example. A disqualication question is a single- answer question that contains the minimum requirements for a candidate to be eligible for a job. For example, "Are you entitled to work in the United States?". When candidates apply for a job, it's mandatory to respond to the disqualication questions. Answers to the disqualication questions decide if candidates move forward in the selection process or are automatically disqualied.
It's the Recruiting Administrator who creates and manages the disqualication questions in the Questions Library and also denes the context when the question is used. An important point for you to remember is that when a recruiter creates a job requisition, disqualication questions are automatically added to the prescreening questionnaires of the job requisition based on these job requisition contexts: • Candidate Types (external and internal candidates) • Recruiting Organizations • Recruiting Locations • Job Functions • Job Families
The recruiter can't add, edit, or remove disqualication questions in a job requisition.
Note: Disqualication questions aren't added to prescreening questionnaires of job requisition templates.
Prescreening Question You use a prescreening question to ask candidates about their career goal, job preferences, knowledge, and more. For example you can ask "How good are your Java skills?" If the prescreening question is congured as mandatory, the candidate can't skip it while applying for the job.
Prescreening questions are created and managed by the Recruiting Administrator in the Questions Library. The Recruiting Administrator denes the classication and the context of questions. When a recruiter creates a job requisition, questions available for selection depend on the classication of the question and the context of the job requisition.
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These are the two classications for prescreening questions:
• Prescreening Question Added Automatically: These questions are automatically added to a job requisition based on the context of the job requisition. You can't add nor remove these questions in a job requisition. • Prescreening Question Added by User: You can manually add these questions to a job requisition or job requisition template. But the questions must match the context of the job requisition. Once there are job applications on the job requisition, you can no longer add or remove these questions.
These are the available contexts:
• Candidate Types (external and internal candidates) • Recruiting Organizations • Recruiting Locations • Job Functions • Job Families
Prescreening questions can also be manually added to job requisition templates by the Recruiting Administrator. When a recruiter creates a job requisition, prescreening questions are coming from the job requisition template, if any. The recruiter can add and remove questions.
Note: By default, hiring managers can't add, or remove questions because they don't have the Update Job Requisition privilege.
If you change the context of a job requisition, disqualication questions and prescreening questions (added automatically) are added or removed accordingly. This ensures that only questions matching the context of the requisition are included.
How Prescreening Questionnaires Are Used in the Job Application Process
Prescreening questionnaires contain questions specic to a job that candidates answer when they apply for that job. Here's the main workow to create and use prescreening questionnaires to hire candidates.
Create Questions The recruiting administrator creates questions in the questions library. The administrator can create disqualication questions and prescreening questions.
Create Job Requisition Template and Add Questions The recruiting administrator creates a job requisition template. By default, the template contains two empty prescreening questionnaires: one for internal candidates, one for external candidates. The administrator adds prescreening questions to the questionnaires.
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Create Job Requisition Using Job Requisition Template The recruiter or hiring manager creates a job requisition based on the job requisition template. Prescreening questions are automatically added to the job requisition. Disqualication questions and prescreening questions added automatically are automatically added on the job requisition based on the context.
Candidates Answer Questions Candidates visit career sites and search for jobs. While applying for a job, candidates answer disqualication questions and job application questions if the application ow contains the Questionnaire block.
View Candidate Answers in Questionnaires The recruiter or hiring manager looks at job applications for the job requisition, opens prescreening questionnaires, and see answers provided by candidates. Based on the answers provided, qualied candidates are moved forward manually in the selection process and disqualied candidates are automatically rejected. When a candidate is disqualied, the candidate state becomes Rejected by Employer and the disqualication icon is displayed on the candidate card. If the candidate is not disqualied, the candidate status becomes New - To be Reviewed and the candidate job application can manually be moved forward in the selection process.
Related Topics • Create a Job Requisition Template of Type Standalone
Create a Disqualication Question
Disqualication questions appear in prescreening questionnaires. They're used to know if candidates can be considered for the job. An example could be "Are you entitled to work in the United States?" When candidates apply for a job, they must provide a response to disqualication questions. Based on the answer provided, candidates can move forward in the selection process or are automatically disqualied. It's recommended to create folders to organize questions; one folder for disqualication questions and one folder for prescreening questions. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Question Library 2. In the Questions page, select Recruiting in the Subscriber eld. 3. Click Create. The Create Question page opens. 4. Enter question properties: ◦ Folder: Select the folder where you want to save the question. ◦ Privacy: Select Private if only you can edit the question. Select Public if anyone can edit the question.
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5. Enter the question in the Question Text eld. 6. Select the question type. For a disqualication question, you need to select Single Choice or Multiple Choice. 7. Select Score Question to set a score for each answer of the question. 8. Dene the context of the question: ◦ In the Question Classication eld, select Disqualication . ◦ In the Candidate Types, select the type of candidates who answer the question: internal candidates, external candidates, or both. ◦ Specify the context when the question is used: Recruiting Organizations, Recruiting Locations, Job Families, Job Functions. 9. Enter answer properties: ◦ Response Type: Select the display of the response. 10. Click Add to add the responses of the question. 11. Enter a score for each response. Use a negative score for answers that disqualify candidates. For details, see Guidelines for Scoring Questions. 12. If you want to tell the hiring manager and recruiter which question disqualied a job application, click Response Feedback next to the responses and enter a message. The feedback is not visible to candidates. 13. Click Preview to see how the question appears in job application questionnaires. 14. Set the question to Active if you want to make the question available for selection when creating job application questionnaires. 15. Click Save and Close. Once created, the question is displayed in the list under the selected folder. You can translate questions and the short description of the answers (text of the answers when the question oers predened answers) without having to sign out and sign in a dierent language. Use the Translation Editor tool, represented by the earth logo, to translate the question and short description.
When you change the context of a disqualication question, job requisitions using these questions are updated accordingly.
Note: The following features aren't supported in questions: You can't add images to a question and its answers. You can't allow aachments. You can't add HTML.
Create a Prescreening Question
You use a prescreening question to ask candidates about their career goal, job preferences, knowledge, and more. For example, you can ask "How good are your Java skills?" If the prescreening question is congured as mandatory, the candidate can't skip it while applying for the job. It's recommended to create folders to organize questions; one folder for disqualication questions and one folder for prescreening questions.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Question Library 2. In the Questions page, select Recruiting in the Subscriber eld. 3. Click Create.
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4. On the Create Question page, enter question properties: ◦ Folder: Select the folder where you want to save the question. ◦ Privacy: Select Private if only you can edit the question. Select Public if anyone can edit the question. 5. Enter the question in the Question Text eld. 6. Select the question type: ◦ Text ◦ Single Choice ◦ Multiple Choice ◦ No Response 7. If you selected Single Choice or Multiple Choice, you can select the Score Question option to set a score for each answer of the question. 8. In the Question Classication eld, select the type of prescreening question you want. Two options are available: ◦ Prescreening Question Added Automatically: These questions are automatically added to a job requisition based on the context of the job requisition. You can't add nor remove these questions in a job requisition. ◦ Prescreening Question Added by User: You can manually add these questions to a job requisition. The questions must match the context of the job requisition. You can remove these questions from the job requisition. Once there are job applications on the requisition, you can no longer add or remove questions. 9. Select the type of candidates who answer the question. 10. Select the context when the question is used: Recruiting Organizations, Recruiting Locations, Job Families, Job Functions. 11. In the Response section, select the presentation of the response. Available choices depend on the question type you selected. 12. Click Add to add the question responses. 13. Enter a score for each answer if you selected the Score Question option. 14. Click Preview to see how the question appears in job application questionnaires. 15. Set the question to Active if you want to make the question available for selection when creating job application questionnaires. 16. Click Save and Close. Once created, the question is displayed in the questions list under the selected folder. You can translate questions and the short description of the answers (text of the answers when the question oers predened answers) without having to sign out and sign in a dierent language. Use the Translation Editor tool, represented by the earth logo, to translate the question and short description.
When you create a prescreening question added automatically or when you change the context of a prescreening question added automatically, job requisitions using these questions are updated accordingly once the scheduled process has run.
Note: The following features aren't supported in questions: You can't add images to a question and its answers. You can't allow aachments. You can't add HTML.
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Guidelines for Scoring Questions
Consider the following guidelines when using the Score Question option for questions used in questionnaires.
Prescreening Questions When you create a prescreening question with a single choice or multiple choice answer, you can select the Score Question option and set a score to each answer of the question. The application automatically calculates the questionnaire overall score where such question is used. If you want to use the Score Question option in an existing prescreening question or modify the score of an existing question, consider the following:
• If you change the score of an existing question, be aware that it will impact future job applications only, while recalculating maximum possible score of existing questionnaires. This isn't recommended. • For questions added automatically, including disqualication questions, you should use new questions or new version of a question to avoid changing current values of existing and already in use questions. New versions will be applied, through the scheduled job, only to job requisitions without any job application. Jobs to which candidates applied will continue to use current questionnaires without score, so that all candidates are reviewed on the same basis.
Disqualication Questions Disqualication questions require a score so that candidates submiing a job application are entered in the selection process or are automatically disqualied. When you create a disqualication question, you need to select the Score Question option then dene a negative score for the response that disqualies candidates.
Let's say this disqualication question is added to a questionnaire and it's the only question in the questionnaire. If the candidate answers Yes, the candidate is automatically disqualied.
Question Answer Score
Do you have a criminal record? Yes -1
No 0
Let's say the same disqualication question is added to a questionnaire, but the questionnaire also contains two prescreening questions. To be disqualied, the overall score of the candidate must be negative.
Question Answer Score
Do you have a criminal record? Yes -5
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Question Answer Score
No 0
Do you know JavaScript? Yes 1
No 0
Are you willing to travel? Yes 1
No 0
Prescreening Questionnaire FAQs
How can I see what response disqualies a candidate? When you create a disqualication question in the Question Library, click the Response Feedback option next to the responses you are creating and enter a message explaining that the candidate is disqualied.
How can I edit a questionnaire if candidates applied for a job using that questionnaire? You can add or edit questions in a questionnaire as long as no candidate applied for a job using that questionnaire. As soon as there is one job application, the questionnaire is locked.
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90 Oracle Recruiting Cloud Chapter 9 Implementing Hiring Job Oers
9 Job Oers
Job Oer Leer Template
A job oer leer is a formal wrien document given by an employer to a candidate. The leer conrms details of the oer such as the job title, proposed starting date, work location, salary, or other compensation.
To create oer leers for candidates, there must be at least one job oer leer template upon which to base the oer leers. This template provides the formaing, branding, and most of the text that each candidate will see when they receive their oer leer. It also contains tokens that are replaced by specic values for each person's oer leer. When an individual oer leer gets created, this template becomes personalized by merging that candidate's specic job title, oer start date, location as replacements for its tokens.
A company that uses signicantly dierent text in their oers for dierent groups of candidates might consider having more than one job oer leer template. Each template could act as a base for each dierent population of hires. Having a targeted job oer leer template is useful, for example, for external candidates versus internal workers, for hourly versus salaried people, or for oers for dierent countries. Within each of job oer leer template, you can use conditions that show or hide various sentences or area depending on each candidate's values, giving you even more granular control of the content.
The steps to create a job oer leer template are: • Creating a job oer leer template • Uploading the job oer leer template and the sample le in the content library
Once the job oer leer template is available, oer teams can start selecting the job oer leer template for their candidates.
Create a Job Oer Leer Template
The Template Author creates the job oer leer template. The Template Author performs most of the work in Microsoft Word, but must have a reasonable understanding of BI Publisher. The steps to create a job oer leer template are: 1. Get the job oer leer template le. 2. Get the sample le. 3. Change text in the job oer leer template le. 4. Add tokens in the job oer leer template le. 5. Add conditions in the job oer leer template le. 6. Preview the job oer leer. 7. Prepare les to be uploaded in the Recruiting Content Library.
Get the Job Oer Leer Template File A job oer leer template is a rich text format (.rtf) le that contains formaing, images, text as well as tokens, conditions, or other code which show or hide certain parts of the leer.
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There are several ways to get a job oer leer template:
• Use the original sample provided by Oracle. Download it from BI Publisher (Shared Folders > Human Capital Management > Recruiting > Job Oer > Job Oer Leer). • If the Recruiting Content Library has content items of type Job Oer Leer Template, download one of the .zip les. The .zip le contains a job oer leer template (.rtf le). • Get an example from the Oracle community on Customer Connect (hps://cloudcustomerconnect.oracle.com).
You can also create a job oer leer template from scratch by creating a text document that can be very simple or highly formaed. Then, you can use the BI Publisher plugin for MS Oce Word to insert tokens and conditions to personalize the output for each candidate's job oer leer. The template must be saved in rich text (.rtf) format within Microsoft Word. When you view the le in Word, tokens, conditions, and other code are highlighted in gray. Any users can view these highlighted elements. However, you must have the BI Publisher plugin to modify the tokens.
Get the Sample File The sample le is an extensible markup language (.xml) le that contains all the tokens available for the job oer leer template. This le is necessary to author any new template because the tokens represent every eld that can exist in a candidate's oer leer.
The sample le also contains a set of sample values for these tokens, taken from an example job oer for an example candidate. These data values aect the preview that you can see of this job oer leer template, but they have no eect on the real oer leers that are generated for candidates. Previewing the oer leer shows how it looks with typical or unusual text, or tests how the conditions aect the display of various paragraphs.
There are several ways to get the sample le:
• Download the sample provided in the product, from BI Publisher:
a. Go to Shared Folders > Human Capital Management > Recruiting > Job Oer > Data Models. b. Click Edit. c. Click the sample.xml link in the Aachment section. d. Change the extension of the resulting le to .xml before using it. • Download your own sample le for your own typical job oer, from BI Publisher:
a. Determine the ID of an existing job oer that will be used. Note the Oer ID of that desired oer.
• In the application, nd the candidate's name and oer title. • In BI Publisher, create an auxiliary data model, for instance in your My Folders area. • In BI Publisher's Data Sets node, on the Diagram tab, create a new SQL Query data set, and enter a query to retrieve oer information. • In BI Publisher's Data tab, run that query and choose one of your existing oers from the results to become your sample. b. Generate the sample.xml le for that oer.
• Copy the data model JobOerLeerDM from BI Publisher's Shared Folders area, for instance into your My Folders area. • In BI Publisher's Data Sets node, on the Data tab, provide the desired Oer ID as the second parameter, and click View. • Click Export and provide a le name with the extension .xml.
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• If the Recruiting Content Library has content items of type Job Oer Leer Template, download one of the .zip les. If your recruiting administrator has uploaded both a job oer leer template (.rtf le) and a relevant sample le (.xml le) into the .zip le, then you can use this sample le. • Get an example from the Oracle community on Customer Connect (hps://cloudcustomerconnect.oracle.com).
The sample le can also contain example values that might exist in job oer elds. When you view the sample le in a simple editor such as Notepad, the sample.xml le contains the name of every token in brackets, and the example value for each eld if any. For example:
Change Text in the Job Oer Leer Template File You can make simple updates to an existing job oer leer template without having the BI Publisher plugin, without any connection to the live database, and without using the sample le. This le is in rich text (.rtf) format, so you can simply use Microsoft Word or any tool to change the existing text, formaing, images, and branding. Any tokens or conditions present in the template can be seen, and can be deleted if desired.
Add Tokens in the Job Oer Leer Template File To add, view, and update tokens in the job oer leer template, the BI Publisher plugin must be installed in Microsoft Word and the sample le must be loaded. Once the sample le is loaded, Word is aware of all available oer-related elds and how they can be formaed. This work is done within Microsoft Word, which does not have to connect to a live database.
First, open the job oer leer template le (.rtf le) in Microsoft Word. Then, to load the sample le in Microsoft Word: 1. On the BI Publisher tab, click Sample XML. 2. Select the sample.xml le. Once the le is loaded, the "Data loaded successfully" message is displayed. To add oer elds in the job oer leer template: 1. On the BI Publisher tab, click Field. A window appears listing all the oer-related elds. 2. Place the cursor in the document where you want to insert a eld. 3. Select the desired eld. 4. Click Insert. The eld appears in the template as a gray-highlighted token. To see token properties, double-click a token. The BI Publisher Properties window appears and displays which eld from the database will be shown in the oer leer. It also displays other properties which you can modify. For instance, when displaying elds of type date, a choice is oered among many dierent date formats.
Tokens that you can include in the job oer leer template are available in BI Publisher. 1. On the BI Publisher Home page, click the Catalog link. 2. In the Folders pane, navigate to Human Capital Management > Recruiting > Job Oer > Data Model. 3. Click Edit. 4. Select the data model named "JobOerLeerDM". 5. Click the Structure tab. You can view the list of tokens using the table view or the output view.
Add Conditions in the Job Oer Leer Template File To work with conditions in the job oer leer template, the BI Publisher plugin must be installed in Microsoft Word and the sample le must be loaded. You can add conditions in the job oer leer template to make specic regions of the template shown or hidden depending on a token's value in each job oer. For example, the same template can generate a job oer leer that shows a specic paragraph to candidates from a specic work location, while hiding it
93 Oracle Recruiting Cloud Chapter 9 Implementing Hiring Job Oers from candidates outside that location. Similarly, the job oer leer can be displayed in one language to candidates who applied to the job requisition in that language, while presenting a translation of every paragraph to candidates who applied in a dierent language. All of these variations can be contained within a single job oer leer template le.
To add conditions in the job oer leer template: 1. Highlight a paragraph that you want to show only in certain circumstances. 2. On the BI Publisher tab, click Conditional Region. 3. On the Properties tab, specify what condition must be true for this section to appear. 4. On the Advanced tab, you can enter code that denes the desired condition. For example, you can specify what tag to use so that people reviewing the job oer leer template know that this is the beginning and end of the conditional region. 5. Click OK.
Preview the Job Oer Leer You can generate a sample job oer leer to preview its content and see if the template is working as desired. The job oer leer template is merged with a set of sample job oer values. These values are contained in the sample le that was loaded into Microsoft Word. If you want dierent values, you can modify the sample le and reload it into Word. Then the preview replaces the tokens in the template with these sample data values, and conditional areas are displayed or hidden based on the values for that sample oer.
To generate a preview of the job oer leer: 1. On the BI Publisher tab, in the Preview section, click the icon for the desired format to output the oer leer. For example, PDF, RTF, HTML. To experiment with dierent variations of the job oer leer, you can modify the sample values in the sample.xml le. You can change and delete the example values for the example candidate's job oer. However, do not change the oer eld names within brackets. 1. Open the sample.xml le in a simple editor such as Notepad. 2. Overwrite the desired values. For example,
Prepare Files to be Uploaded in the Recruiting Content Library When you are satised with both the job oer leer template (.rtf le) and the sample le (.xml le), add them into a .zip le. This allows both les to be uploaded at once in the Recruiting Content Library. The .zip le must not exceed 100 Megabytes to successfully be uploaded in the library.
Related Topics • How to Download BI Publisher Plugin for MS Oce Word Document
Upload the Job Oer Leer Template in the Content Library
When Oracle Recruiting Cloud gets deployed, there are no content items of type Job Oer Leer Template in the Recruiting Content Library. The Recruiting Administrator must make job oer leer templates available to recruiters, hiring managers, and other Oer Team members.
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To upload a content item of type Job Oer Leer Template, in the Setup and Maintenance work area, use the following. • Oering: Recruiting and Candidate Experience • Functional Area: Recruiting and Candidate Experience Management • Task: Manage Recruiting Content Library
1. Click Create. 2. Enter the following information: ◦ Name ◦ Code ◦ In the Category, select Job Oer Leer Template. ◦ Visibility: A content item can be used for internal job oers only, external job oers only, or both. ◦ Start Date: Date and time when the item is available for use. You can select a time zone. ◦ Start on Activation: The content item becomes current as soon as it is made active. 3. Click Choose File to upload the .zip le containing the job oer leer template (.rtf le) and the sample le (.xml le). 4. Click Save and Activate to make the item available for use, or Save as Draft to edit and activate the item at a later time. As soon as the content item is active, Oer Team members can see it as an available choice while drafting candidate's job oers.
Note: Once the job oer leer template (.rtf le) is uploaded, it automatically appears in the BI Publisher's Shared Folders area for Job Oer Leers. Do not modify nor delete this le in BI Publisher.
Related Topics • Recruiting Content Library
Select a Job Oer Leer Template
When drafting a job oer for a candidate, the recruiter, hiring manager, or collaborator must select a job oer leer template. The list of templates displayed for each candidate's oer depends upon whether the candidate is an internal or external candidate, and which templates are currently active. When users look at an individual candidate's oer leer, they see the current values for that job oer. Tokens and references to sample data are hidden. There may be some blank spots where the job oer has null values. This can occur especially if the user does not have the privileges to view, for example, the salary or salary-related elds.
Congure Job Oers to Respect Headcount
As candidates move through the lifecycle, validations are done to check if the business still needs an additional worker or whether the opportunity is no longer available. This includes checking whether the requisition still has openings and, for position-based oers, whether the position still has sucient open headcounts and vacant FTE as of the oer's intended start date.
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You can congure the application to fully control how to manage requisitions and positions to ensure oers don't exceed various limits.
• Communicate Job Oers Ignoring Requisition Limits: This privilege allows Recruiting users to hire more candidates than the number of openings on the requisition. • Number of Incumbents Validation: This seing controls whether or not a position's headcount is enforced across your organization. When the seing is disabled, no verication is done to check if there are still open headcounts and vacant FTE in the position. • Allow Overlap: This option is available for each position to control whether or not extra people can be hired when the position's headcount limit has been reached.
When Are Verications Done Here's when validations are performed in the job application's lifecycle:
• Upon Submit: A job oer can be drafted for a candidate's job application regardless of any limits, but when the user is ready to submit it into the approval cycle, these validations occur. This saves the approvers' time, because the job oer can't be submied if the requisition doesn't have any remaining openings - unless the user has the privilege to ignore this limit. The draft oer also can't be submied if it has a position which doesn't have sucient open headcount or sucient vacant FTE (unless this system-wide validation is disabled). However, if the position is congured to allow overlap, the user is informed that this candidate will be overlling the position as of their oer start date, but they are given the choice of continuing anyway and submiing the draft oer for approval. • Upon Extend: When the user is ready to extend the job oer to the candidate, it's possible that the requisition or position has changed in the meantime, so that no room now remains for this candidate. The same validations are performed before the state can be moved to Oer - Extended checking whether the requisition has room and whether any position has headcount and FTE or allows overlap. • Never Upon Accept: As long as the job oer is in the state Extended, the candidate isn't prevented from accepting the oer, and even if the requisition or any position has changed in the meantime they're not informed of these limits. It will be the responsibility of the HR specialists to reconcile any problems after this point. • Upon Move to HR: When the candidate moves into the HR phase, no further validation is done for the requisition's limits. However, it's still important to not overll a position's headcount and FTE, so these validations do occur if the oer has a position. The move into the HR phase is always successful. However, because the recruiting user needs the HR specialist to reconcile any issues that arose from position changes in the meantime. If the position will already have sucient headcount or FTE as of the oer's start date, the candidate will be moved into the HR phase but in the state Error During Processing. If the position does allow overlap, the candidate will be moved into the HR phase without a problem, although the warning will be visible in the Errors section of the Oer page.
Provide Access to Job Oers to Users Not Part of the Oer Team
Users can view, update, communicate, move, and process the job oers of candidates based on users' privileges and data security. You can congure users' privileges so tightly that users can see or edit only certain parts of the oers for which they're specically included on the team. Conversely, you can also congure much wider visibility so a given user
96 Oracle Recruiting Cloud Chapter 9 Implementing Hiring Job Oers can oversee and manage everything about oers within a certain division or even across the entire enterprise based on person security prole. Users need specic duty roles and privileges to advance a candidate's job application through the rest of the selection process after it has been selected for a job oer.
• Create or redraft a job oer: Users need the Initiate Job Oer privilege. Note that this privilege doesn't allow completing all the required elds of the job oer. This privilege is granted to the Hiring Manager and Recruiter roles by default. • View details of a job oer: Users need the View Job Oer, View Job Oer Salary, and View Job Oer Other Compensation duty roles to view these respective sections. These duty roles are granted to the Hiring Manager and Recruiter roles by default. • Edit details of a job oer: Users need the Update Job Oer, Update Job Oer Salary, and Update Job Oer Other Compensation privileges to edit these respective sections. These privileges are granted to the Recruiter role by default. • Approve a job oer: No special privilege is required to approve a job oer. But users need the View Job Oer, View Job Oer Salary, View Job Oer Other Compensation duty roles to view these respective sections in the notication. They also need the View Job Requisition aggregate privilege. • Take actions to move a candidate's job application to a new state in the selection process such as Create Oer, Submit Oer, Accept Oer, and Move Candidate. Users need the Move Candidate Job Applications privilege. This privilege is granted to the Hiring Manager and Recruiter roles by default. • Take actions to trigger alerts or communications to a candidate such as extending the job oer, accepting the job oer on the candidate's behalf, rejecting the candidate after an oer is extended. Users need the Communicate Job Oer privilege. This privilege is granted to the Recruiter role by default. • Reach the list of job oers which were accepted and advanced to the HR Phase using the Manage Oers quick action under My Client Groups. Users need the Address Job Oers privilege. No other privileges are required to view specic sections of the oer. This privilege is granted to the Human Resource Specialist role by default.
Specic data security is also required to access a candidate's job oer.
• Access a job oer within a candidate's job application or from the list of oers (My Client Groups > Hiring > Job Oers or My Team > Hiring > Job Oers) if that user is part of the oer team members in that oer's list. The users can also access the job oer if its oer team includes any user who they supervise within their management hierarchy. All users with roles based upon the standard Hiring Manager and Recruiter roles can access these oers, regardless of their person security prole within their data roles. • Access a job oer within a candidate's job application or from the list of oers (My Client Groups > Hiring > Job Oers or My Team > Hiring > Job Oers) if that candidate is within that user's person security prole, without that user being named on the oer team or managing anyone on that team. This capability is available to all users with roles based on the duty role Manage Job Oer by Recruiting Manager. • An approver who is requested to approve or reject a candidate's job oer. The user doesn't need to be included in the oer team to see the details of this request. As long as the candidate is within the user's person security prole used with Manage Job Oer by Recruiting Manager, the candidate's oer values will be visible to the user (within the sections that are visible based on the privileges listed above). • An HR Specialist who accesses job oers using the quick action Manage Job Oers in My Client Groups, a candidate's job oer can be accessed if the candidate is within the data role's person security prole. It's not relevant to be included in the oer team during this HR Phase.
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Populate Job Oer's Salary from Grade Ladder
The value of a job oer's salary is populated based on the grade and grade ladder specied in the candidate's assignment. If the job or assignment section of the job oer denes a grade or a grade ladder with or without a step, then the associated salary will get pre-lled by default in the Salary section of the job oer.
1. In the Setup and Maintenance work area, use the Progression Grade Ladders task. 2. When you create the progression grade ladder: ◦ Set Include Salary Updates to Yes ◦ Set Salary Calculation Method to Use grade step rate 3. This feature is relevant for any oers assigned to a salary basis with the salary basis type of Salary amount is determined by user. 4. Include the Salary section in your oer ow. This may require conguration using Transaction Design Studio in HCM Experience Design Studio. 5. Include the Grade Ladder, Grade, and Step aributes in the Assignment section of your oer ow. This will require conguration using Transaction Design Studio in HCM Experience Design Studio. ◦ Exception: If your grades don't have steps, then you won't need to include the Step aribute.
Congure Job Oer Flexelds to Get Default Values
You can congure any of the oer's exelds to be created with default values pulled from existing information about the candidate or about the requisition for which they're being recruited. When you enable this feature, recruiters create job oers with initial exeld values based upon values from the requisition or the candidate who is receiving the oer. This saves time and reduces errors made in manually entering the desired information. You need to congure which oer exelds will get default values. Two parameters are available to create SQL queries which aect these elds:
• SUBMISSION_ID, which refers to the job application and thus to the requisition • PERSON_ID, which refers to the candidate who will be the oer recipient
To congure the defaulting behavior from the requisition or candidate into a newly-created oer, the oer's exelds must be dened as the same data type and value set as the elds from which their values will come. Then custom SQL code can specify the initial default of any oer's exeld based on the desired requisition eld or person eld.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Job Oers ◦ Task: Job Oers Descriptive Flexelds 2. On the Job Oers Descriptive Flexelds page, select any existing exeld and click the Edit icon. 3. In the Edit Segment page, in the Initial Default section, select the value SQL in the eld Initial Default Type.
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4. In the Default Value area, you need to congure the source of this exeld's default value. These two parameters are available to create an SQL query or Parameter query: ◦ SUBMISSION_ID, which refers to the job application and thus to the requisition ◦ PERSON_ID, which refers to the candidate who will be the oer recipient 5. Click Save and Close. Here is an example of an SQL query which can be pasted into that Default Value area. The purpose of this example is to identify the oer's related requisition, and then to pull the current value from its exeld in Aribute Number 1 into the current oer exeld.
SELECT REQ.ATTRIBUTE_NUMBER1 FROM IRC_REQUISITIONS_B REQ, IRC_SUBMISSIONS SUB
WHERE REQ.REQUISITION_ID = SUB.REQUISITION_ID
AND SUB.SUBMISSION_ID = :{PARAMETER.SUBMISSION_ID}
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100 Oracle Recruiting Cloud Chapter 10 Implementing Hiring Interview Feedback Questionnaires
10 Interview Feedback Questionnaires
Interview Feedback Questionnaires
Interview feedback questionnaires contain questions used by recruiters and hiring managers to collect feedback on candidates during candidate interviews. Interview feedback questionnaires are aached to job requisitions and job requisition templates. They can be used at any time during the candidate selection process. They're not limited to the interview phase.
To create an interview feedback questionnaire, you perform the following tasks: 1. Create interview feedback questions. 2. Create an interview feedback questionnaire template. All questionnaires are based on templates, which promote consistency. 3. Create an interview feedback questionnaire.
Create an Interview Feedback Question
Interview feedback questions appear in interview feedback questionnaires. It's recommended to create a folder to organize interview feedback questions. You could for example name the folder Interview Feedback Questions. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Question Library 2. In the Manage Questions page, select Recruiting in the Subscriber eld. 3. Click Create. The Create Question page opens. 4. Enter the question. 5. Select the question type. Possible choices are Text, Single Choice, Multiple Choice, No Response. 6. In the Question Classication eld, select Interview Feedback. 7. In the Response section, specify the response type and presentation method. Values dier depending on the question type selected. For example, for single-choice questions, you can specify that the possible responses appear either in a list or as radio buons. 8. Specify if aachments can be provided as part of the response. 9. For single-choice and multiple-choice questions, click Add to add the question responses. 10. Click Preview to see how the question appears in interview questionnaires. 11. Click Save and Close. The question appears in the selected subscriber and folder. You can translate questions without having to sign out and sign in a dierent language. Use the Translation Editor tool, represented by the earth logo, to translate the question text.
Note: A question must be saved as Active to be available for selection when creating interview questionnaires.
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Create an Interview Feedback Questionnaire Template
Interview feedback questionnaire templates are required to create interview feedback questionnaires. All questionnaires are based on templates, which promote consistency. Depending on the desired level of control over interview feedback questionnaires, you can create a generic, mostly blank template to give users the ability to fully control the questionnaire properties and contents when creating the questionnaire. If more control is desired, you can create templates with limited conguration options available at the questionnaire level.
It's recommended to create a template for the dierent types of feedback your organization collects: phone screens, recruiter interviews, hiring manager interviews, panel or hiring team interviews. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Questionnaire Templates 2. In the Manage Questionnaire Templates page, select Recruiting in the Subscriber eld. 3. Click Search to see existing interview questionnaire templates for Recruiting. You can copy the template and edit its content. 4. Click Create to create a new interview questionnaire template. The Create Questionnaire Template page opens. 5. Enter the template name and description. 6. Enter instruction text and help materials (aachments) if desired. 7. Select the option Allow changes to instructions if you want to allow the person who requested the feedback to provide additional instructions or notes to respondents. These will appear on the questionnaire. When creating a request for feedback the user also has the chance to add notes to respondents, which appear in the header area of the questionnaire along with the candidate and requisition details. 8. Click Next. 9. Dene the questionnaire properties. ◦ Section Order: Select Sequential to display the sections in the order you specied. Select Random to change the section order whenever the questionnaire is accessed. ◦ Section Presentation: This option controls how the questionnaire uses sections. Select No Sections to display all questions within one required section. Select Stack Regions to include all sections on one page. ◦ Page Layout: Select if the questionnaire is displayed on one or two columns. ◦ Maximum Number of Questions per Page: Enter the maximum number of questions that appear on a page. ◦ Allowed Response Types: This option identies the response types that can appear in questionnaires created from the template. Only questions with the selected response types can appear in the questionnaire. 10. Congure the sections. ◦ Allow Additional Questions: This option controls whether authorized users can add questions when creating a questionnaire from the template. ◦ Question Order: This option controls the default order of questions in a section. Select Vertical for questions to appear in the specied order. Select Random for question order to change randomly when a user accesses the questionnaire.
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◦ Response Order: This option controls the default order of responses in a section. Select Vertical for responses to appear in the specied order. Select Random for response order to change randomly when a user accesses the questionnaire. ◦ Required: Select this option if you want respondents to answer all questions in the section. ◦ New Page: Select this option if you want to start the section on a new page. A section may ll more than one page, depending on the number of questions specied in the Maximum Number of Questions per Page eld. 11. Add questions from the question library or create new questions. Question properties can be modied from the template creation page. Changing the response type or making a question required/not required only applies to the template being created. If you want to modify other question properties (like the question text or responses), you can create a new version of the question or edit the existing version. 12. Click Next to review the template properties and contents. 13. Click Preview to see how the questionnaire is presented to respondents. 14. Click Save and Close. The questionnaire template appears in the template list, in the selected subscriber. You can provide translation for the name and description of questionnaire templates without having to sign out and sign in a dierent language. Use the Translation Editor tool, represented by the earth logo, to translate the values.
Note: A questionnaire template must be saved as Active to be available for selection when creating questionnaires.
Create an Interview Feedback Questionnaire
Interview feedback questionnaires contain questions used by recruiters and hiring managers to collect feedback on candidates during candidate interviews. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Job Applications ◦ Task: Questionnaire Templates 2. In the Manage Questionnaires page, select Recruiting in the Subscriber eld. 3. Select the Interview Feedback folder to save the new questionnaire in that folder. 4. Click Search to see existing interview questionnaire for Recruiting. You can copy a questionnaire and edit its content. 5. Click Create to create a new interview questionnaire. The Create Questionnaire page opens. 6. Enter the questionnaire template ID or name then click Search. 7. Select the questionnaire template from the search results list. 8. Enter the questionnaire name and ll in other basic information elds. Several elds are already lled from the template, but you can modify them for the questionnaire. 9. Enter instruction text and help materials (aachments) if desired. 10. Click Next. 11. Dene the questionnaire properties. ◦ Section Order: Select Sequential to display the sections in the order you specied. Select Random to change the section order whenever the questionnaire is accessed. ◦ Section Presentation: This option controls how the questionnaire uses sections. Select No Sections to display all questions within one required section. Select Stack Regions to include all sections on one page.
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◦ Page Layout: Select if the questionnaire is displayed on one or two columns. ◦ Maximum Number of Questions per Page: Enter the maximum number of questions that appear on a page. ◦ Allowed Response Types: This option identies the response types that can appear in questionnaires created from the template. Only questions with the selected response types can appear in the questionnaire. 12. Congure the sections. ◦ Question Order: This option controls the default order of questions in a section. Select Vertical for questions to appear in the specied order. Select Random for question order to change randomly when a user accesses the questionnaire. ◦ Response Order: This option controls the default order of responses in a section. Select Vertical for responses to appear in the specied order. Select Random for response order to change randomly when a user accesses the questionnaire. ◦ Required: Select this option if you want respondents to answer all questions in the section. ◦ New Page: Select this option if you want to start the section on a new page. A section may ll more than one page, depending on the number of questions specied in the Maximum Number of Questions per Page eld. 13. Add questions from the question library or create new questions. Question properties can be modied from the template creation page. Changing the response type or making a question required/not required only applies to the template being created. If you want to modify other question properties (like the question text or responses), you can create a new version of the question or edit the existing version. 14. Click Next to review the questionnaire properties and contents. 15. Click Preview to see how the questionnaire is presented to respondents. 16. Click Save and Close. The questionnaire appears in the questionnaire list, in the selected subscriber. You can provide translation for the name and description of questionnaires without having to sign out and sign in a dierent language. Use the Translation Editor tool, represented by the earth logo, to translate the values.
Note: The questionnaire must be saved as Active to be available for selection when creating questionnaires.
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11 Candidate Interviews
Create a Candidate Interview Schedule Template
Create interview schedule templates to help recruiters and hiring managers save time when they create interview schedules for job requisitions. For example, you can specify a commonly-used conference room or location or the URL and dial-in information. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Job Requisitions ◦ Task: Manage Interview Schedule Template 2. On the Interview Schedule Templates page, click Add. 3. Enter a schedule title and code. The title could be First Round Phone Interview. 4. Specify the schedule type either managed by the hiring team or the candidate. 5. Select the format of the interview that is In Person, Phone, or Web Conference then enter location details for the selected format. 6. Select seings related to actions candidates can perform on their interviews. 7. Enter pre-schedule and post-schedule details. ◦ Pre-schedule details are instructions for candidates before scheduling their interview. ◦ Post-schedule details are instructions for the interview such as directions to the interview location, instructions on how to join a web conference. 8. Include interviewer documents. Documents are aached to the notication sent to interviewers. You can include a link to the job posting so that the interviewers can refer to the job description, qualications, or other details. You can include a link to the resume. You can include a .ics aachment so that candidates and interviewers can add the interview to their calendar. 9. Select notication templates to send candidates. Templates provided with the application are selected by default. 10. Click Save and Close. The template appears on the Interview Schedule Templates page. 11. Select the Activate Template action to make the template available for selection on job requisitions.
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Interview Schedule Seings
This table shows seings that you can use to congure interview schedules.
Seings for Hiring Team Managed Seings for Candidate Managed Interview Schedule Interview Schedule
Candidates can cancel Candidates can reschedule
• Candidates can cancel their • Candidates can reschedule their interviews on external and internal career sites when interviews on external and the schedule permits it. When candidates view a scheduled interview, they can use the internal career sites. When Reschedule Interview action. candidates view a scheduled interview, they can use the Cancel Interview action.
Candidates can't make last-minute Candidates can cancel changes - Hours Before Interview • Candidates can cancel their interviews on external and internal career sites. When • Select the number of hours candidates view a scheduled interview, they can use the Cancel Interview action. before an interview when candidates can no longer make changes.
Candidates can schedule on same day
• Same day scheduling means candidates can schedule an interview on the same day they are viewing the interviews on the interview scheduling page. For example, if a candidate gets an interview invitation today, the candidate can see interviews available today.
Candidates can see future interviews - Interview Visibility
• Select the number of weeks or months of the interview schedule to which candidates have access to when scheduling an interview.
Candidate limit on rescheduling - Reschedule Limit
• Indicate the number of time the candidate can reschedule an interview.
Candidates can't make last-minute changes - Hours Before Interview
• Select the number of hours before an interview when candidates can no longer make changes.
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Candidate Interview Notication Templates
Notications are sent during the candidate interview process. The following notication templates are available in the Recruiting Library. You can use them as is, congure them, or create new ones. • Interview Canceled Notication • Interview Reminder Notication • Interview Scheduled Notication • Interview Updated Notication • Schedule Interview Notication • Interview Reschedule Notication • Invite to Schedule Interview Notication
Enable Interview Scheduling Integration with Microsoft 365
Interview Scheduling Integration with Microsoft 365 is delivered disabled. When you enable it, here's how recruiters can use interview scheduling: • They can view the interviewer availability when scheduling interviews on behalf of candidates and when creating interview slots for candidates to self-schedule. • When editing scheduled interviews or interview slots, they can also view interviewer availability to ensure they're rescheduling when the interviewer is free. • Interviewers and interview coordinators will receive interview events in Microsoft 365 that they can easily add to their calendar. As those events are modied in Oracle Recruiting Cloud, the event in Microsoft 365 is updated automatically.
To use the interviewer availability viewer, the Recruiter and Hiring Manager roles need to have the Manage Job Requisition Interview Schedule privilege.
To activate the Microsoft 365 calendar integration: 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Enterprise Recruiting and Candidate Experience Information 2. In the Microsoft Calendar Integration, select Active. 3. Complete these elds: ◦ Application ID ◦ Application Password
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◦ Tenant ID ◦ Default User Identier: The fallback user ID that can be used to write and delete the interview events. This user is used when the original user can't write the event. ◦ Calendar Name: In most Microsoft 365 instances the default calendar name is Calendar. ◦ The Validate Integration action should be used to ensure integration is congured correctly. Here are some details to be aware of when implementing the Microsoft 365 integration with interview scheduling:
• Interviewers will continue to receive the Oracle Recruiting Cloud interview notications, in addition to the Microsoft 365 interview event invite. • Interview events in Microsoft 365 allow for interviewers to accept, decline, request a reschedule. However this response isn't integrated with Oracle Recruiting Cloud and is only available in the interview event in Microsoft 365. Interviewers and interview coordinators should be made aware that their event response isn't reected in Oracle Recruiting Cloud. • While internal candidates are likely Microsoft 365 users, their availability isn't displayed in the availability viewer in Oracle Recruiting Cloud. They're also not sent interview events in Microsoft 365, they will receive the existing Recruiting interview notications.
Note: For more information on how Oracle Recruiting Cloud integrates with Microsoft 365, see Interview Scheduling Calendar Integration white paper (2664168.1) on My Oracle Support at hps://support.oracle.com.
108 Oracle Recruiting Cloud Chapter 12 Implementing Hiring Recruiting Campaigns
12 Recruiting Campaigns
Set Up a Recruiting Campaign
Use email recruiting campaigns to advertise job requisitions to candidates to generate job applications and referrals. You can also use them to promote recruiting events and activities to invite candidates to respond to a request, such as RSVP for an upcoming recruiting event or learn more about the company's benets and corporate culture. To set up a recruiting campaign, you perform these tasks: 1. Create campaign opt in statement. 2. Add campaign opt in in the job application ow. 3. Dene email limits. 4. Control the campaign audience. 5. Run scheduled processes for campaign emails.
Create Campaign Opt In Statement The Campaign Opt In Statement is a text displayed to candidates describing the candidate's agreement to receive recruitment marketing communications.
To create a campaign opt in statement: 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Manage Recruiting Content Library 2. On the Recruiting Content Library page, click Create. 3. On the Create Content Item page, select Campaign Opt In Statement in the Category eld. 4. Enter the text for the statement. 5. Complete the other elds.
Add Campaign Opt In in the Job Application Flow You then add the Campaign Opt In option in the job application ow. In the Setup and Maintenance work area, go to: • Oering: Recruiting and Candidate Experience • Functional Area: Candidate Experience • Task: Job Application Flow Conguration
When you create a job application ow, select the Campaign Opt In option to ask candidates if they agree to receive recruitment marketing communications. Candidates don't have to agree to proceed with their job application. The opt in option appears with this short sentence "I agree to receiving future recruitment marketing communications." If an active version of the campaign opt-in statement is available in the content library, the sentence is displayed as a link that the candidate can click to read the full statement.
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Dene Email Limits You dene the maximum email batch size and the maximum number of retries for emails that failed to be sent. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Manage Enterprise Recruiting and Candidate Experience Information 2. In the Campaign Management section, congure these options: ◦ Email Batch Limit: Default value is 5000. ◦ Email Maximum Retry Count: Default value is 3.
Control the Campaign Audience You can set an option to automatically exclude candidates from campaigns who are not recommended to rehire. You can also exclude candidates from campaigns who have received a certain number of emails within a specic time period. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Manage Enterprise Recruiting and Candidate Experience Information 2. In the Campaign Management section, congure these options: ◦ Do not send emails to candidates agged as do not hire ◦ Enable Do Not Send Rule ◦ Do not send emails to audience members who already received emails in the last: Specify the time frame, that is 1 week, 2 weeks, 1 month.
Run Scheduled Processes for Campaign Emails These scheduled processes are used for campaigns. It is recommended to schedule these processes every 30 minutes. • Prepare Campaign Email • Send Campaign Email • Track Campaign Email Delivery
Related Topics • Create a Job Application Flow • Recruiting Content Library
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Create Recruiting Campaign Email Templates
Provide recruiters a selection of email templates so they can create visually engaging emails for their recruiting campaigns. Recruiters can use the email as is, or they can use the design editor to personalize the content.Templates are available for each campaign type, that is Respond to Request, Refer Job, Apply to Job. When you create a campaign, the email template appropriate for your campaign type is available for selection. Recruiters can use the email as is, or they can use the design editor to personalize the content. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Source Candidates ◦ Task: Manage Recruiting Campaign Email Templates 2. On the Campaign Email Templates page, click Add. 3. Enter a name for the email template. 4. Select a template. Possible options are: Basic, Multi-Column, Blank. 5. Select a campaign purpose, that is Respond to Request, Refer Job, Apply to Job. 6. Click Save. 7. In the Templates page, locate your template. 8. In the Actions menu, select Design. 9. Use the email designer to create the email.
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112 Oracle Recruiting Cloud Chapter 13 Implementing Hiring Candidate Pools
13 Candidate Pools
Set Up a Candidate Pool
Recruiters and hiring managers use candidate pools to group candidates and manage sourcing activities for either a current job position or a future job position that you will potentially ll. To set up candidate pools, you need a candidate pool process which provides the framework to progress candidates through the sourcing lifecycle. This ensures candidates are engaged with the organization even if they aren't actively involved in a hiring eort. You can create candidate pool processes to match your internal business processes. This includes adding, removing, renaming, and reordering the various phases and states that the pool members will go through. You can create multiple candidate pool processes but only one candidate pool process can be active at any given time.
Two candidate pool processes are provided with the product: • Candidate Pool Process Template (CPP-TEMPLATE): This process cannot be made active. You can however duplicate the process to create your own candidate pool process. This process contains pre-dened phases and states. • Default Candidate Pool Process (CPP-DEFAULT): This process is a copy of the candidate pool process template. It contains the same pre-dened phases and states. This process is provided so that there is an active process in new environments. You can't make many modications to this process because it is already active. You can use the process for your candidate pools. You can also make it inactive if you want to use your own processes instead.
To set up a candidate pool, you rst dene the candidate pool process properties. Then, you create phases and states for the process. Finally, you activate the candidate pool process.
Dene Process Properties When you create a candidate pool process, the rst step is to dene process properties.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Candidate Pool Management Process Conguration 2. On the Candidate Pool Management Process Conguration page, click Create. 3. On the Create Process page, enter process properties such as the process type, name, code, and description of the process. 4. Click Save and Continue.
Create Phases and States Once you have entered process property information, the details page of the candidate pool process is displayed. This is where you add phases and states for the candidate pool process.
All phases include the terminal states Rejected by Employer and Withdraw by Candidate.
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1. In the Phases section, click Create. 2. Enter a name and a description for the phase. 3. In the States section, click Create to add a state to the phase. When you type the name of the new state, a list of existing state names is suggested to facilitate the reuse of existing names across processes. 4. You can change the order of states using the up and down arrows. 5. Click Save and Close. Repeat the above process to create more phases and states. When you have multiple phases, you can change the order of phases using the Move Right and Move Left arrows.
Activate the Process Once the candidate pool process is ready, you can activate it so it can be used by recruiters when they create candidate pools. 1. On the Candidate Pool Management Process Conguration page, click the candidate pool process. 2. Click Edit Process Properties. 3. In the Status eld, select Active.
Candidate Pool Process Phases and States
The candidate pool management process provides the framework to progress pool members through the sourcing lifecycle to ensure they're engaged with the organization even if they aren't actively involved in a hiring eort. The candidate pool process consists of a series of phases and states. Recruiters move pool members from one phase to another. The process isn't sequential, pool members can go back and forth between phases and states. The table lists the phases and states provided as part of the default candidate pool process.
Phase State
Not Contacted New
Needs Aention
Rejected by Employer
Withdrawn by Candidate
Reviewed Needs Aention
Meets Qualications
Rejected by Employer
Withdrawn by Candidate
Engaged Needs Aention
Contacted
Interested
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Phase State
Not Interested
Rejected by Employer
Withdrawn by Candidate
Nurture Needs Aention
Ready to Be Placed Now
Ready in 6 Months
Ready in 12 Months
Rejected by Employer
Withdrawn by Candidate
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116 Oracle Recruiting Cloud Chapter 14 Implementing Hiring Talent Community
14 Talent Community
Set Up a Talent Community
When external candidates don't nd jobs matching their interests, they can join a talent community to show their interests in an organization. They can create their prole, indicate their preferred location and job family, import their prole from a third party such as LinkedIn and Indeed, or upload a resume. Candidates also have the option to receive news about new job opportunities and marketing communications. To set up a talent community, you rst need to enable the Talent Community feature. Then, you congure the career site to provide the Talent Community sign up option to candidates. You also need to create a job application ow of type Talent Community.
Enable Talent Community 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Enterprise Recruiting and Candidate Experience Information 2. In the Talent Community section, select Active.
Add the Talent Community Option to the Career Site To provide the Talent Community sign up option to candidates: 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Candidate Experience ◦ Task: Career Sites Conguration 2. Select a career site and click Edit. 3. In the Talent Community Sign Up section, specify the following: ◦ Display of a sign up buon in the job list. ◦ Display of a sign up buon when no jobs are found. ◦ Title and description for the talent community. ◦ Label on the buon allowing candidates to sign up.
Create a Talent Community Job Application Flow To create a job application ow of type Talent Community: 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience
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◦ Functional Area: Candidate Experience ◦ Task: Job Application Flow Conguration 2. Click Create. 3. In the Application Flow Type eld, select Talent Community. 4. Congure the ow as any other ow. Note: The active Talent Community Flow will determine what data can be edited by external candidates in the Edit Personal Information section of a Prole Management page.
Related Topics • Create a Job Application Flow
118 Oracle Recruiting Cloud Chapter 15 Implementing Hiring Agency Hiring
15 Agency Hiring
Agency Hiring
An hiring agency is an outside rm who will help organizations nd candidates for a job. Here's how agency hiring works:
• The administrator creates a hiring agency and associates one or more agents to it. • The recruiter can view the list of agents for an agency and invites agents to submit candidates for a job requisition. These agents are sent an invitation by email. • Agents have access to an agency portal where they can perform several tasks such as view talent, submit candidates for requisitions that they were invited to, create candidate proles, view referrals they made, view job applications of candidates the agency represents. • When a candidate is referred by an agent, the information is tracked in the candidate le Source Information section. You can see the source medium Agency Referral and the source which is the name of the agency that submied the candidate.
Agency Portal Stang agents have access to an agency portal which provides a common area to manage their interactions with job requisitions.
The agency portal is organized into four areas:
• Invitations: Agents can view job requisitions for which they're invited to submit candidates. Agents can click the Submit Candidate buon to submit a candidate for a requisition. The list of candidates available for selection are candidates not already submied for the requisition and candidates who were sourced by the agency for a specic period of time. Candidates are added to the requisition as prospects. • Talent: Agents can view the list of candidates sourced by the agency. Agents can click the Add buon to create a candidate prole. Note that if the option Display Candidate Data is set to No, only the name and email address is available in the candidate prole. When saving the information entered about the candidate, a check is done to verify if the candidate already exists in the agency database. If no duplicate is found, the agent can continue the creation process. An email is sent to the candidate to inform them that a prole was created. The candidate accesses the candidate self service area of the career site to review their prole and make changes, if any. • Referrals: Agents can view candidates they referred and their status. • Job Applications: Agents can view job applications for talent sourced by their agency.
Create a Hiring Agency
You can create an agency as an approved third-party entity and associate one or more agents to it so that recruiters can invite agents to submit candidates to agency-enabled requisitions. To create an agency, you rst create an agency, then you add agents to the agency.
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Create an Agency
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Source Candidates ◦ Task: Recruiting Agencies 2. On the Manage Agencies page, click Add. 3. On the Details page, enter the following info: ◦ Agency Name ◦ Main Contact ◦ Agency Email ◦ Referral Type: Person Specic means the agency gets a commission for any job a person gets hired for whether the person was submied or not. Job Specic means the agency gets a commission only for jobs for which they submied a candidate. ◦ Contract Type: This eld is used when the agency has an exclusive representation of a candidate. Possible values are: Transactional, Contingent, Retainer. ◦ Exclusivity Length: This eld is used when the agency has an exclusive representation of a candidate. 4. Click Save and Close.
Add Agents to the Agency You can add new agents to the agency.
1. On the Manage Agencies page, click the agency you just created. 2. In the Agents section, click Add. 3. On the Details page, enter the following info: ◦ First Name, last name, and email of the agent. ◦ Job Family: You can assign specic job families to help recruiters nd agents based on the requisition's context. ◦ Responsible Location: You can assign specic locations to help recruiters nd agents based on the requisition's context. 4. Click Save and Close. The agent will receive an email with a password link. The agent needs to change the password to have access to the agency portal.
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16 Referrals
Collect Additional Candidate Referral Information Using Flexelds
You can create exelds to allow recruiters, agency users, and employees to enter additional information while referring a candidate to a job. When exelds are congured:
• Recruiters can view the exelds in prospect records and job applications in a section called Referral Additional Info. Recruiters can update referral additional information of a prospect or job application if they have the Update Referral Additional Information privilege. The Edit icon is available next to the Referral Additional Info section. • In the agency portal, when agents select the action Submit with Additional Info, they can see the exelds in the Referral Info section and provide info in these elds. • Employees who refer employees or candidates for a job can view the exelds in the Referral Info section (Me > Current Jobs > Referrals).
To enable this feature, you rst need to create referral exelds and then use these exelds to create rules.
Create Referral Flexelds
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Source Candidates ◦ Task: Referral Descriptive Flexelds 2. In the Referral Descriptive Flexelds page, click the Edit icon.
Note: When you're in the Referral Descriptive Flexelds page, the display type is set to Hidden. It's recommended not to change it.
3. Click Manage Contexts. 4. In the Manage Contexts page, enter %REFERRAL in the Context Code eld and click Search. 5. In the Search Results section, you will see the two seeded contexts: Agency Referral and Employee Referral. 6. Select a seeded context and click the Edit icon. 7. In the Edit Context page, create context sensitive segments. 8. Click Save and Close.
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Create Rules By default, exelds are hidden. To display them, you need to go in HCM Experience Design Studio and create a rule for these actions:
• Refer an Employee • Refer a Candidate • View and Edit Job Oer • Referred Candidates by Agency • Submit Candidates by Agency
Here's how to create a rule for the Refer an Employee action.
Prerequisites
• You need to activate a sandbox and page editing at the Site layer. (Seings and Actions Menu > Edit Pages > Activate a sandbox)
1. On your Home page, go to My Client Groups > Quick Actions > Show More > Employment > HCM Experience Design Studio. 2. Click the Transaction Design Studio tab. 3. Select the action Refer an Employee. 4. Click Add to create and congure a rule to display certain elds. 5. In the Basic Details section, enter the name, description, legal employer, and recruiting type. 6. In the Page Aributes section, set the Referral Descriptive Flexeld to visible. 7. Click the Edit icon if you want to further congure the exeld. 8. Click Save and Close.
Related Topics • Create a Rule to Congure a Page
122 Oracle Recruiting Cloud Chapter 17 Implementing Hiring Intelligent Matching and Candidate Recommendations
17 Intelligent Matching and Candidate Recommendations
Congure Recommendations
Recruiters can review the recommended best candidates for open job requisitions, which are sorted in order of recommendations, and lter the list of recommended candidates to decide who to invite to apply. The Recommendation feature improves recruiters productivity, helps reduce the time in the overall candidate selection process, and improves the quality of selected candidates. The Recommendation feature uses articial intelligence and machine-learning algorithms to suggest best candidates for a job.
To congure recommendations, in the Setup and Maintenance work area, use the following: • Oering: Recruiting and Candidate Experience • Functional Area: Recruiting and Candidate Experience Management • Task: Manage Enterprise Recruiting and Candidate Experience Information
Enter values in the Recommendation and Data Synchronization sections: • Service URL • Access Token URL • Client ID • Client Secret
Select Active to enable the feature. There is a scheduled process for recommendations: Synchronize Recruiting Data for Candidate Recommendations.
Integration with Oracle Adaptive Intelligent Apps
To integrate the Hiring product with the Recommendation feature, you must set up connections in Oracle Adaptive Intelligent Apps. Fields to congure are named dierently: • Service URL > Scope • Access Token URL > Authentication URL • Client ID > Application ID • Client Secret > Application Secret
Scheduled Process There is a scheduled process for recommendations: Synchronize Recruiting Data for Candidate Recommendations
Related Topics • Scheduled Processes in Oracle Recruiting Cloud
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• Seing Up Connections
124 Oracle Recruiting Cloud Chapter 18 Implementing Hiring Geography Hierarchy
18 Geography Hierarchy
Using Geography Hierarchies and Geography Hierarchy Structure
A geography hierarchy is a business object that denes a limited universe of geographies, organized in parent-child relationships.
Oracle Recruiting Cloud uses geographies managed in HCM, which typically exist in large numbers. To simplify the use of geographies, two additional congurations related to geographies are available:
• Geography Hierarchy Structure • Geography Hierarchies
Geography Hierarchy Structure
The geography hierarchy structure denes the structure of geography levels from which a geography hierarchy can be built. It also denes the geography levels to be used when searching using locations in areas such as job search and candidate search. To congure the geography hierarchy structure, in the Setup and Maintenance work area, use the following:
• Oering: Recruiting and Candidate Experience • Functional Area: Recruiting and Candidate Experience Management • Task: Manage Geography Hierarchy Structure
The Manage Geography Hierarchy Structure page lists the current structure for all countries available within TCA geographies. If a new country is added in TCA geographies, it is automatically displayed in the Manage Geography Hierarchy Structure page.
A geography hierarchy structure can have a maximum of three levels. The topmost level represents the country. For each country, a maximum of two geography sublevels can be dened:
• Level 1 • Level 2
It is not necessary to dene sublevels for a country. You can dene one sublevel, two sublevels, or none. If a hierarchy structure is not dened for a country, the list of locations presented to candidates when they search for a job in the career site only includes the country with no sublevels. Also, it is not possible to add geographies other than the country in a geography hierarchy.
The table presents the default geography hierarchy structure for the United States and Canada. Customers must dene the structure for all other countries.
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Country Level 1 Level 2
United States State City
Canada Province City
The geography hierarchy structure is used in the following Hiring features: • Geography hierarchies: Within a country, only geographies corresponding to one of the geography hierarchy structure levels for this country can be added to the hierarchy. • Job search: When candidates are searching for a job and selecting a location, only locations corresponding to one of the geography hierarchy structure levels can be selected. • Candidate search: When recruiters are searching for candidates and selecting a location, only locations corresponding to one of the geography hierarchy structure levels can be selected.
Edit a Geography Hierarchy Structure
You edit the geography hierarchy structure using the Manage Geography Hierarchy Structure task in the Setup and Maintenance work area. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Manage Geography Hierarchy Structure 2. On the Manage Geography Hierarchy Structure page, click on a country name. The Geography Hierarchy Structure window opens. The currently selected levels are displayed, if any. 3. Select the desired value for Level 1 and Level 2. 4. Click OK. For some countries, the value Not Available can appear for Level 1 and Level 2. This means that the structure for this country was not dened within TCA geographies. It is also possible that a value appears for Level 1, but Level 2 displays the value Not Available. This means that the structure for this country only includes one level within the TCA geographies.
Geography Hierarchy
A geography hierarchy represents a universe of locations. Recruiters typically hire candidates in the same areas and therefore post job requisitions in the same set of locations. To facilitate the selection of the appropriate locations when recruiters create job requisitions, the Recruiting Administrator can dene a geography hierarchy.
To create a geography hierarchy, in the Setup and Maintenance work area, go to: • Oering: Recruiting and Candidate Experience
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• Functional Area: Recruiting and Candidate Experience Management • Task: Geography Hierarchies
The Manage Geography Hierarchies page lists the geography hierarchies that were created. The geography names are displayed in the user's session language. For example, Spanish is installed in the environment. If you sign in Spanish, you can view geographies in Spanish. Several geography hierarchies can be created but only one geography hierarchy can be current at any given time. The Recruiting Administrator can create, duplicate, edit, and delete geography hierarchies.
A geography hierarchy is composed of a list of countries where geographies are added, following the geography hierarchy structure dened for each country. For example, if for United States, the structure is United States > State > City, the geography hierarchy could contain: • United States > California • United States > California > San Francisco • United States > Florida • United States > Florida > Miami
A geography hierarchy can have one of the following statuses: • Draft: The geography hierarchy can be edited and activated when ready. • Current: The geography hierarchy is being used and cannot be edited. Only one geography hierarchy can be current at any given time. • Future: The geography hierarchy is scheduled to be used at a later time. It can be edited. • Ended: The geography hierarchy was used in the past and has been replaced by another one. It cannot be edited.
Geography hierarchies are used in the following Hiring functionality: • Job requisition and job requisition template: When recruiters are selecting the Primary Location and Other Locations of a job requisition or job requisition template, only values from the currently active geography hierarchy can be selected.
Create a Geography Hierarchy
To create a geography hierarchy: 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Geography Hierarchies 2. On the Manage Geography Hierarchies page, click the Create icon. . 3. Provide a name for the geography hierarchy. 4. Enter the start date when the geography hierarchy becomes current. If you select the option Start on Activation, the geography hierarchy becomes current as soon as it is made active. 5. If you want to add a country to the geography hierarchy, click the plus buon. In the Add Country window, search for the country you want to add. Once you have found the desired country, add it to the list using the arrow. Click OK when you are done. You can select multiple countries at once by clicking a country name and holding the Shift or Ctrl key.
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6. If you want to add geographies for a country, select a country and click the Add Sublevels buon. In the Add Sublevels window, search for the geography you want to add. Once you have found the desired geography, add it to the list using the arrow. Click OK when you are done. You can select multiple geographies at once by clicking the geography name and holding the Shift or Ctrl key. Use the Show lter if you want to lter down the list of geographies to only show Level 1 or Level 2 geographies. 7. Click Save as Draft or Save and Activate.
Geography Hierarchy Management FAQs
How can I view the details of a geography hierarchy? In the Setup and Maintenance work area, use the task Manage Geography Hierarchies and click the name of a geography hierarchy. In the Search Results section, click the arrow next to a country's name to view the geographies included underneath.
128 Oracle Recruiting Cloud Chapter 19 Implementing Hiring Sources
19 Sources
Congure Candidate Sources
Source tracking helps you identify from what source candidates originated. The information is displayed in the Source Info section in the candidate job applications, candidate proles, and prospect records. To congure candidate sources, in the Setup and Maintenance work area, go to: • Oering: Recruiting and Candidate Experience • Functional Area: Recruiting and Candidate Experience Management • Task: Candidate Dimension Source Names
The Candidate Source Names page lists sources available by default with the application. These default source names can later be used by recruiters when a candidate is created manually. Default sources are: • LinkedIn • Facebook • Email • Phone • Resume Handed in Person
You can edit the name and description of the default sources. You can also order their display sequence. You can remove default sources but at least one default source must remain on the list.
You can translate the name of the sources so that recruiters can see the name of sources in the language they used to sign in the application.
You can add new sources. This way, when candidates are created manually by recruiters the proper source can be assigned.
The source mediums and sources listed in this table are provided with the product. For some source mediums using UTM codes, the list of source names is extensible. You can decide on the actual source name that will be captured. Here are the source mediums having extensible list of source names: • Shared for posting • Job board • Job aggregator • Third party
Source Medium Source Description UTM Code
Campaign Email The candidate applied from a utm_ source= email& campaign email or from social utmmedium campaign LinkedIn media channels. utm_ source= linkedin& Facebook utmmedium campaign
Twier
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Source Medium Source Description UTM Code
utm_ source= facebook& utmmedium campaign
utm_ source= twier& utmmedium campaign
Candidate added to job Job Requisition utm_ source= job requisition The recruiter uses the Add to +requisition& utmmedium Candidate Prole Job Requisition action to add a manual+add candidate to a job requisition Candidate Search from another requisition, utm_ source= candidate from a candidate prole, or +prole& utmmedium manual Candidate Pool after performing a candidate +add search. utm_ source= candidate Example: +search& utmmedium manual +add • Source Medium: Candidate added to job utm_ source= candidate requisition +pool& utmmedium manual +add • Source: Job Requisition
• Job Requisition: Java Developer • Added By: John Smith
Candidate added to pool Job Requisition none The recruiter adds a candidate Candidate Prole to a job requisition from another pool, from a Candidate Search candidate prole, from a requisition, or after Candidate Pool performing a candidate search. Talent Community The application automatically adds a candidate to a talent community pool by matching candidate preferences to the pool context.
Example:
• Source Medium: Candidate added to pool • Source: Candidate Prole • Added By: John Smith
Candidate created manually LinkedIn The recruiter creates a none candidate manually using Email the Create Candidate action. For example, a recruiter was Phone actively searching for new candidates on LinkedIn, or a Resume handed in person candidate handed a resume in a restaurant. Facebook
130 Oracle Recruiting Cloud Chapter 19 Implementing Hiring Sources
Source Medium Source Description UTM Code
The task to add more source Agency names to the list is Manage Candidate Dimension Source Names.
Career site External Career Site utm_ source= job+alert& The candidate applied from utmmedium career+site Internal Career Site an external career site or an internal career site, or Talent Community a candidate received a job alert and applied using an Job Alert external career site. It doesn't include referred candidates who applied using an external or internal career sites.
Example:
• Source Medium: Career site • Source: External Career Site • Career Site: ABC Career Site - 001
Intelligent matching Job requisition none The candidate is selected by the intelligent matching feature.
Example:
• Source Medium: Intelligent Matching • Source: Job Requisition • Job Requisition: Java Developer • Added By: John Smith
Job aggregator Name of job aggregator utm_ source= indeed& The candidate found a link utmmedium job+aggregator to a job requisition on a job aggregator.
Example:
• Source Medium: Job Aggregator • Source: Indeed • Career Site: ABC Career Site - 001
Job board Name of job board The candidate applied on a job utm_ medium= jobboard& from a job board. utmsource ziprecruiter
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Source Medium Source Description UTM Code
Referral External Referral utm_ source= external The user or agent is referring +referral& utmmedium= Internal Referral a person outside of the referral company (external candidate) Agency Referral or an employee (internal utm_ source= agency candidate). +referral& utmmedium referral Example:
• Source Medium: Referral • Source: External Referral • Referred by: John Smith • Career Site: ABC Career Site - 001
Referral website none The candidate originated from any other referral website.
Example:
• Source Medium: Referral Website • Source: Referral website domain • Career Site: ABC Career Site - 001
Search engine Google none The candidate searched for Yahoo a company career site or job requisition using a search Bing engine such as Google, Yahoo, Bing.
Example:
• Source Medium: Search Engine • Source: Google • Career Site: ABC Career Site - 001
Shared job posting none utm_ source= facebook& The job shared by AddThis or utmmedium jobshare using the copy link on a career site.
Example:
• Source Medium: Share Job Posting • Source: Social Media ABC
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Source Medium Source Description UTM Code
• Career Site: ABC Career Site - 001
Social media Facebook none The candidate found a link to Twier a career site or job requisition on Facebook or Twier.
Example:
• Source Medium: Social • Source: Twier • Career Site: ABC Career Site - 001
Third Party Third Party Name utm_ source= ITJobs& The recruiter manually adds utmmedium third+party codes to the job url link.
Example:
• Source Medium: Third Party • Source: IT Jobs • Career Site: ABC Career Site - 001
URL Code to Capture a Source For source mediums that use UTM parameters in the URL, the utm_medium and utm_source parameters must be added to the URL to capture the source. In some cases, the UTM code is added automatically. In other cases, you must add it.
Use the following schema:
Example: hps://eifv.fa.us643.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX/job/75/? utm_medium=jobboard&utm_source=indeed
Only source mediums that use URL parameters can be hand coded.
These source mediums have nonextensible list of source names. You must use the URM code in the above table.
• Candidate added to job requisition • Career site, job alert • Referral • Campaign
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These source mediums have extensible list of source names. You can decide on the actual source name that will be captured.
• Shared for posting • Job board • Job aggregator • Third party
134 Oracle Recruiting Cloud Chapter 20 Implementing Hiring Data Archiving and Disposal
20 Data Archiving and Disposal
Archive Candidate Search
You use candidate search archiving to track candidate searches ran by recruiters. Search result archiving supports requirements from the Oce of Federal Contract Compliance Programs (OFCCP). To enable candidate search archiving, in the Setup and Maintenance work area, use the following: • Oering: Recruiting and Candidate Experience • Functional Area: Recruiting and Candidate Experience Management • Task: Manage Enterprise Recruiting and Candidate Experience Information
In the Candidate Search Archiving section, select Active. Data is available in Oracle Transactional Business Intelligence reporting solution in the Recruiting - Recruiting Real Time subject area, Candidate Search dimension.
When candidate search archiving is enabled, customers can track and record the following information: • User who ran the candidate search • Criteria used for the search. • Date and time when the candidate search was run • Candidates returned in search results
Candidate search queries are saved for a period of two years. A search query can contain a maximum of 500 candidates. Search queries returning no candidate are also archived.
Candidate Data Disposal
You can manage the disposal of candidate data to meet data protection requirements of individuals and organizations. Candidate details are masked in several areas such as emails, phone numbers, candidate job applications, aachments, interactions. Here is how values are masked: • NUMBER columns = 0000 • VACHAR columns = OBF_ZZZ • CHAR columns = 0 • DATE columns = 1900-01-01 • TIMESTAMP columns = 1900-01-01 00:00:00
To enable this feature, you need to congure person information removal policies to obfuscate or purge data of candidates marked for deletion and you also need to submit a process to remove such data as needed.
These privileges are required to perform the below conguration: • Congure Person Information Removal Policies
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• Remove Person Information
Congure Person Removal Policy
1. From the Navigator menu, go to My Client Groups. 2. Click Data Exchange. 3. In the Remove Person Information section, click Congure Person Information Removal Policies. 4. Click Create to create a template. 5. Enter a name, code, and description for the template. 6. In the Category eld, select Candidate. 7. Click OK. 8. On the Components page, under Business Objects, select the Candidate option. 9. Click Save. 10. On the Components page, under Components, select all the components. 11. Click Save. 12. Click the Rules tab. 13. Click Enable Template.
Submit the Process
1. Go to My Client Groups. 2. Click Data Exchange. 3. In the Remove Person Information section, click Remove Person Information. 4. Locate the rule you created. 5. Click Submit Process. 6. On the Submit Process page, enter the process name, select the template you just created, enter candidate numbers, and select the Remove process mode. 7. Click Submit. The process appears on the Remove Personal Information page. Once it's completed, the status will change to Success.
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21 Third Party Integration
Integrating Third Party Services
Your organization may decide to integrate and use third party services based on their business needs and business processes.
Third party services available are:
• assessment • background check • job distribution • prole import • tax credits
Assessment Assessments are used to assess and measure the knowledge, skills, abilities, and aributes of candidates for a job. Assessments are conducted using Oracle's assessment partner services. When an assessment partner service is enabled, the Recruiting Administrator can congure at which state and phase of the candidate selection process the assessment is initiated.
Background Check Background checks are run on candidates as part of their candidate selection process to ensure their background is veried before hiring them. Background checks are conducted using Oracle's background check partner services. When a background check partner service is enabled, the Recruiting Administrator can congure at which state and phase of the candidate selection process the background check needs to be automatically triggered.
Job Distribution Job requisitions can be posted on job boards using job distribution partner services.
Prole Import When a prole import partner service is enabled, the Prole Import block becomes available in the job application ow. When candidates apply for a job, they can upload their resume. A call is made to the partner's web service and the data returned by the partner is used to populate the candidates' job application.
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Tax Credits Tax credit screenings are used to validate tax credit eligibility of candidates. Candidates can be eligible to various federal, state, and other tax credits. Tax credit screenings are conducted using Oracle's partner services. When a tax credit partner service is enabled, the Recruiting Administrator can congure at which state and phase of the candidate selection process the tax credit screening is triggered.
Set Up Partner Enablement
Partner enablement consists in contacting the partner to obtain the implementation project .zip le and to import it in Oracle HCM Cloud. A user with the Application Implementation Administrator role (ORA_ASM_APPLICATION_IMPLEMENTATION_ADMIN_ABSTRACT) and Recruiting Administrator role (ORA_PER_RECRUITING_ADMINISTRATOR_JOB) performs the following steps. 1. In the Setup and Maintenance work area, click the Tasks icon and select the Manage Conguration Packages task. 2. On the Manage Conguration Packages page, in the Search Results section, click Upload. 3. Select the implementation project .zip le provided by the partner. 4. Click Get Details to verify that the selected le is correct. If needed, click Update to select a dierent le. 5. Click Submit. 6. When the warning message appears, click Yes. The upload process starts. Once the upload is done, the status changes to Completed successfully. Note: Click the Refresh icon to update the status.
Once the upload is done, you must import setup data. 1. Select the row where Upload - Completed Successfully appears and click the Import Setup Data buon. 2. If needed, click the Refresh icon to update the status. 3. Once the import is done, the status changes to Completed successfully. The partner is now provisioned. If you go to the Recruiting Category Enablement task and Recruiting Category Provisioning and Conguration task, you can see that the status of the partner is set to Provisioned.
Set Up Partner Integration Provisioning
To use a partner's service, the Recruiting Administrator must provision and activate a supported integration. The list of supported integrations is published on Oracle's Cloud Marketplace. The following steps are required to provision the integration: 1. Congure the integration. 2. Provide user account credentials to the partner. 3. Export and import the integration provisioning le. 4. Enter the reference key. 5. Activate the integration.
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6. Enter a user account for the partner.
Congure the Integration The Administrator congures the integration in a testing environment.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Recruiting Category Provisioning and Conguration 2. On the Partner Integration Provisioning page, locate the partner and click the Edit icon. 3. Complete the elds. 4. Click Save.
Assessment Field Description
Share Results Across Job Applications When this option is selected, the partner does not perform a new assessment for a candidate if results exist from a prior screening done during the validity period.
Validity Period in Days Period for which the results can be shared. Screening results can be reused if they are not older than the value entered.
Reference Key This key is separate for each instance. The partner provides a separate reference key for the customer's test instance and for the production instance.
Client ID Client ID provided by the partner. Used with the Client Secret to get the OAuth token.
Client Secret Client Secret provided by the partner. Used with Client ID to get the OAuth token.
Background Check Field Description
Share Results Across Job Applications When this option is selected, the partner does not perform a new background check for a candidate if results exist from a prior screening.
Validity Period in Days Period for which the results can be shared. Screening results can be reused if they are not older than the value entered.
Reference Key This key is separate for each instance. The partner provides a separate reference key for the customer's test instance and for the production instance.
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Tax Credit Field Description
Share Results Across Job Applications When this option is selected, the partner does not perform a new tax credit screening for a candidate if results exist from a prior screening.
Validity Period in Days Period for which the results can be shared. Screening results can be reused if they are not older than the value entered.
Reference Key This key is separate for each instance. The partner provides a separate reference key for the customer's test instance and for the production instance.
Client ID Client ID provided by the partner. Used with the Client Secret to get the OAuth token.
Client Secret Client Secret provided by the partner. Used with Client ID to get the OAuth token.
Job Distribution Field Description
Reference Key Reference key provided by the partner.
Prole Import Field - Resume Description Parsing
Reference Key Reference key provided by the partner.
Client ID Client ID provided by the partner.
Client Secret Client Secret
Language List of supported languages.
Prole Import Field - Social Media Description
Client ID Client ID obtained from Indeed or LinkedIn.
Client Secret Client Secret obtained from Indeed or LinkedIn.
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Provide User Account Credentials The Administrator provides the user account credentials to the partner for data synchronization. The partner uses this user account for authentication with HCM when updating the data.
This is done in a testing environment. A separate account is required for the testing environment and the production environment.
The user must have the following privileges.
For assessment: • Use REST Service - Candidate Assessments
For background check: • Manage Job Requisition Screening • View Employment Screening Results • Use REST Service - Candidate Background Checks • Choose Application Reference Territory Data
For job distribution: • Post Job Requisition to Job Distributor's Portal
Export and Import the Integration Provisioning File Once the Administrator has tested the integration on a testing environment, a user with the Application Implementation Administrator role (ORA_ASM_APPLICATION_IMPLEMENTATION_ADMIN_ABSTRACT) and Recruiting Administrator role (ORA_PER_RECRUITING_ADMINISTRATOR_JOB) performs the following steps.
To export the le, you rst create an implementation project: 1. In the Setup and Maintenance work area, click the Tasks icon and select the Manage Implementation Projects task. 2. In the Implementation Projects page, click the Plus icon to create an implementation project. 3. In the Create Implementation Project page, provide the following information: ◦ Name: Enter a unique name. ◦ Code: Enter a unique code. ◦ Description: Provide a brief description, if desired. ◦ Assigned To: Assign the project to a user, if desired. ◦ Start Date: Enter the date when the project will start. ◦ Finish Date: Enter the date when the project will nish. 4. Click Save and Open Project. 5. In the newly created implementation project page, click the Plus icon. 6. In the Task Lists and Tasks page, search for the task Recruiting Category Provisioning and Conguration. 7. Select the Recruiting Category Provisioning and Conguration task, click Apply, then click Done. 8. Exit the Implementation Projects page. You then create a conguration package: 1. In the Manage Conguration Packages page, click the Plus icon to create a conguration package.
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2. In the Create Conguration Package page, provide the following information: ◦ Name: Select the implementation project you just created. ◦ Export: Select the option Setup task list and setup data.
Note: Fields in the Conguration Package Details section are automatically populated with data from the implementation project. 3. Click Next. 4. In the Create Conguration Package: Select Objects to Export page, keep the Export option selected for the Partner Service Provisioning. 5. In the Partner Service Provisioning: Scope section, click the Plus icon. 6. In the Partner Integration Provisioning page, select the partner service you want to add, click Apply, then click Save and Close. 7. In the Create Conguration Package: Select Objects to Export page, click Submit. 8. When the warning message appears, click Yes. The export process starts. Once the export is done, the status changes to Completed successfully.
Note: Click the Refresh icon to update the status.
9. Once the export is successfully completed, click the Download icon and select Download Conguration Package. An implementation project .zip le is created. To import the le: 1. In the Setup and Maintenance work area, click the Tasks icon then click the Manage Conguration Packages task. 2. In the Manage Conguration Packages page, in the Search Results section, click Upload. 3. Choose the implementation project .zip le. 4. Click Get Details to verify that the selected le is correct. If needed, click Update to select a dierent le. 5. Click Submit. 6. When the warning message appears, click Yes. The upload process starts. Once the upload is done, the status changes to Completed successfully.
Note: Click the Refresh icon to update the status.
Enter the Reference Key The Administrator enters the reference key in the provisioning screen in the production environment. The key is provided by the partner.
Activate the Integration The Administrator activates the integration in the production environment. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management
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◦ Task: Recruiting Category Provisioning and Conguration 2. On the Partner Integration Provisioning page, locate the partner and click the Edit icon. 3. Click Activate. Once the integration is active, the status changes from Provisioned to Active.
Enter a User Account for the Partner The Administrator enters a new user account for the partner on the production environment.
1. In the Setup and Maintenance work area, go to the following: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Recruiting Category Provisioning and Conguration 2. On the Partner Integration Provisioning page, click the Edit icon for a partner. 3. Click Assign User Account . 4. Enter a user name and description. The description is useful, for example, for recruiters posting a job requisition to partners or selecting a package for background check. 5. Click OK.
LinkedIn Recruiter System Connect Integration
Your organization may decide to integrate with Recruiter System Connect for sharing transactional recruiting data between Oracle Recruiting Cloud and LinkedIn Recruiter. In LinkedIn Recruiter, recruiters can:
• See if LinkedIn members have a candidate prole in Oracle Recruiting Cloud. • See if LinkedIn members have already applied to jobs. • View job applications of those members and their progression within the selection process. • Use the Send InMail feature to interact with prospects. These emails also appear in Oracle Recruiting Cloud. • Use the Notes feature to enter comments. These notes also appear in Oracle Recruiting Cloud. • View interview status and dates, recommendations, and reason for rejection using the In-ATS indicator. • Export LinkedIn member proles to Oracle Recruiting Cloud and aach them to specic requisitions as prospect.
In Oracle Recruiting Cloud, recruiters can:
• View the LinkedIn prole of candidates. • Create candidates using basic prole data from InMails. • Access InMails and Notes sent to candidates from LinkedIn Recruiter.
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Integrate with LinkedIn Recruiter System Connect
You can integrate with Recruiter System Connect for sharing transactional recruiting data between Oracle Recruiting Cloud and LinkedIn Recruiter. When you want to enable LinkedIn integrations, you need to have your own LinkedIn application (client_id) for each environment you need to test. This ensures that the data isn't corrupted across the environments (staging, test, production). 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Recruiting Category Provisioning and Conguration 2. On the Partner Integration Provisioning page, click Edit next to Prole Import Partners. 3. On the Prole Import Partners page, go to the Social Media section and review the details in the LinkedIn section. 4. If a customer application wasn't created, select the Create LinkedIn Customer Application option. Enter the application name, whitelisted URLs, and other necessary conguration. 5. If LinkedIn Recruiter System Connect is not activated, click Request Integration to get a dialog from LinkedIn. Select the appropriate contract this user is on and click Continue. 6. Select Recruiter System Connect under the product activation and click Request to request the integration. A message window may be temporarily displayed while LinkedIn processes the request. No action from you is required. 7. When the request is completed, Partner ready is displayed. Partner Ready is also displayed in the LinkedIn Recruiter System Connect section in Oracle Recruiting Cloud. You now need to congure LinkedIn Admin seings. 1. Go to hp://www.linkedin.com and navigate to LinkedIn Recruiter > Prole Picture > Admin seings > ATS tab. 2. Locate the partner service you just created. 3. Ensure that the ATS client name on the screen is identical to the Application Name created in Oracle Recruiting Cloud. 4. Ensure that the following seings are activated. The LinkedIn Recruiter System Connect partner service in Oracle Recruiting Cloud can't be activated without these two seings enabled. ◦ Contract Level access (for every seat on this contract). ◦ Company Level access (for every contract in your company). 5. When LinkedIn Recruiter is successfully activated, the integration status in Oracle Recruiting Cloud displays Enabled. You must map at least one LinkedIn Recruiter to a Recruiting user to enable and start the one-time full synchronization process. 1. Go to LinkedIn Recruiter System Connect Contracts and click Map Seats. 2. Click Request Recruiter Seats to fetch all the recruiter seats. 3. Assign LinkedIn recruiter seats to Oracle Recruiting Cloud users and click Save. 4. When users are mapped, activate the contract and accept the terms and conditions. 5. Enable the LinkedIn Prole Import and LinkedIn Recruiter System Connect at the same time. LinkedIn Prole Import or LinkedIn Recruiter System Connect can't be activated alone.
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6. Save the conguration to active the integration. This will automatically start the full synchronization of data between Oracle Recruiting Cloud and LinkedIn Recruiter. Based on the volume of the data, the synchronization will take between 6 hours to a few days. When the full synchronization is complete, users can start using the integration features both in LinkedIn RSC and Oracle Recruiting Cloud. By default, all jobs are sent as private and are only visible in your LinkedIn products. The seing Send Job Requisitions as Private controls this behavior. If you want jobs to be set as public and appear to job seekers on LinkedIn.com, you need to disable the seing. 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Recruiting Category Provisioning and Conguration 2. On the Partner Integration Provisioning page, click Edit next to Prole Import Partners. 3. On the Prole Import Partners page, go to the LinkedIn Recruiter System Connect under Social Media, and click Synchronization Seings. 4. To have jobs appear on LinkedIn, deselect the seing Send Job Requisition as Private. Note: LinkedIn doesn't have a staging / testing environment. All the testing of the Recruiter System Connect functionality is done in LinkedIn production, which means jobs synchronized as public will be available on LinkedIn.com, all Recruiter System Connect features enabled on a particular contract will be visible to all users on that contract. Recruiter System Connect is an out of the box activation. If you want to test the Recruiter System Connect functionality, you need to reach out to your LinkedIn CSM.
It's possible to delete the LinkedIn application and reset the seings using the Delete Application prole option. This isn't intended for regular use and must be used only in the case of data corruption (for example due to Production-to- Test - P2T). As a general practice, you should have a separate LinkedIn application key across the environments. By default, the Delete Application prole option isn't visible in the LinkedIn Application area. To use it, you need to create a prole option and enable it.
1. Go to the Setup and Maintenance work area. 2. Search for the Manage Administrator Prole Values task. 3. Open the task. 4. Search for the prole option code IRC_RSC_ALLOW_DELETE. 5. When it appears in the Search Results section, select it. 6. Click the New icon to add a new prole value. 7. Select the Site prole level. 8. Enter Y in the Prole Value eld. 9. Click Save and Close.
Enable Apply with LinkedIn
Apply with LinkedIn is a plugin that customers can install on their external career site to allow candidates to apply with their LinkedIn proles. Application data from these candidates is then available in both the customer's ATS and Recruiter. Here are some of the key benets of the integration: • Apply with LinkedIn drives increased conversions from the company career site and provides visibility into Apply Starters (hps://business.linkedin.com/talent-solutions/product-update/jobs/apply-starters).
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• Apply with LinkedIn increases your conversion rate. Improve applicant conversion by making it possible for candidates to automatically complete a job application using their LinkedIn prole data. • Apply with LinkedIn improves InMail response rates by identifying warm leads. Anyone who begins the application process using Apply with LinkedIn will be surfaced as Apply Starters in both Recruiter and a weekly digest.
To enable the Apply with LinkedIn integration:
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Recruiting Category Provisioning and Conguration 2. On the Partner Integration Provisioning page, click Edit next to Prole Import Partners. 3. On the Prole Import Partners page, in the LinkedIn section, add whitelisted zones. These are the URLs of career sites that will be oering the Apply with LinkedIn feature. The URLs must be in the format hps://
Enable Apply with Indeed
You can implement Indeed on your external career site to allow candidates to apply with their Indeed proles. To implement Indeed, you rst need to get Indeed API keys. Then, you need to add the API keys in the Indeed prole import
Get Indeed API Keys 1. Go to hps://secure.indeed.com/account/apikeys. 2. Perform the following steps if you don't have an Indeed account. 3. Click the Create an account free link. 4. Enter an email address and password. Providing a shared email address or an email address that will remain valid in spite of personnel changes is strongly recommended. 5. Click Register. 6. Enter the name of your application. For example, ABC Recruiting Application. 7. Click Add API Key. 8. Note the application name, "token" and "secret".
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Add Indeed API Keys in the Prole Import 1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Recruiting Category Provisioning and Conguration 2. On the Partner Integration Provisioning page, click Edit next to Prole Import Partners. 3. On the Prole Import Partners page, go to the Indeed section. 4. Enter the Client ID and Client Secret key for Indeed. 5. Click Save. 6. Click the Active check box to complete the activation. The Apply with Indeed option is now available to candidates.
Prole Import: Fields Imported from LinkedIn and Indeed
The table lists elds imported from LinkedIn and Indeed when you use the Prole Import feature. Fields are imported for the blocks enabled in the job application ow. For example, if the Education block is not part of the application ow, the education content won't be imported.
Section Field
Personal Information First Name
Last Name
Phone Number (Indeed only)
Military Rank (Indeed only)
Address Country City (Indeed only)
Postal Code (Indeed only)
Address (Indeed only)
Region (Indeed only)
Education School Name
School Location (Indeed only)
Degree
Field of Study/Major
Start Date
End Date
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Section Field
Experience Company Name
Company Type
Job Title
Start Date
End Date
Current Indicator
Summary/ Description
Licenses and Certications Name
Description (Indeed only)
Issuing Authority (LinkedIn only)
Number (LinkedIn only)
Start Date
End Date
Languages Language Name
Language Prociency
Enable Chatbot
Chatbot allows external candidates to chat about current job opportunities and to check their job applications status using Facebook Messenger. Prerequisites: • The Intelligent Bot Cloud Service (IBCS) is provisioned and the customer is emailed the service URL and credentials. • The manual setup tasks are done: Mobile Cloud Service (MCS) setup, Intelligent Bot Cloud Service (IBCS) setup, Facebook Messenger setup. • The customer downloaded the custom component services package (MCS package) and the Oracle Recruiting Cloud package.
1. In the Setup and Maintenance work area, go to: ◦ Oering: Recruiting and Candidate Experience ◦ Functional Area: Recruiting and Candidate Experience Management ◦ Task: Enterprise Recruiting and Candidate Experience Information
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2. In the Chatbot Integration section, congure the seings.
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22 Scheduled Processes
Scheduled Processes in Oracle Recruiting Cloud
Scheduled processes are available for specic business needs in Oracle Recruiting Cloud. You run scheduled processes in the Scheduled Processes work area.
Name Description Recommended Frequency
Load Workers into the Candidate Table Creates candidate records for workers. One time when Oracle Recruiting Cloud is being setup. Copies employees, contingent workers, former employees, and former contingent workers into the Candidates table. Creates prole usage entries. Creates candidate proles for former employees and former contingent workers.
Load and Index TCA Geographies Rebuilds search index for TCA One time when Oracle Recruiting Cloud is geographies. being setup.
Load and Index Candidates Rebuilds search index for candidates. One time when Oracle Recruiting Cloud is being setup.
Load and Index Job Requisitions Rebuilds search index for job requisitions. One time when Oracle Recruiting Cloud is being setup, or if there is a data load to add more job requisitions using HDL, or if there is something wrong with searching job requisitions.
Publish Job Requisitions Publishes or removes job requisitions Every 15 minutes based on a start date and end date.
Send Job Application Review Notication Sends job application notications Daily to candidates, recruiters, and hiring managers when job applications are in a specied phase and state in the selection process.
Complete the Recruiting Process Performs automatic closeout activities Daily when a person is hired for a job or an assignment or when a person is You must run the Load Workers into the terminated from employment. Candidate Table job before running this job.
That job inserts a row in the IRC_ CAND_ CLOSEOUT_ SCANS table. The row is used by the closeout job.
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Name Description Recommended Frequency
Manage Expired Interview Feedback Updates the interview feedback request Daily Requests status to expired when the expiry date is past the current date.
Send Interview Feedback Respondent Sends reminder notication when Daily Request Expiring Notication interview feedback request is about to expire.
Update Job Application Questionnaire Updates job application questionnaire for Daily open job requisitions when context such as organization, location, job function, job family are changed in the question library.
Maintain Candidates and Job Requisitions Incrementally updates search index for job Every 15 minutes for Search requisitions and candidates.
Prepare Campaign Email Populates the campaign audience list and Every 30 minutes the campaign's email subject, body text, and tokens for each recipient.
Send Campaign Email Sends the campaign emails to the Every 30 minutes campaign audience.
Track Campaign Email Delivery Tracks the delivery status of campaign Every 30 minutes emails.
Recruiting Job Oer Expiration Date Alert Sends alerts about recruiting job oer's Daily expiration date.
Restore Recruiting Job Oer Leer Imports recruiting job oer leer layouts On demand. After HDL import of Job Oer Layouts into BI Publisher from the Job Oer Leer Leer Templates, or after the environment Templates in the Recruiting Content was updated, or after templates were Library, after importing by HDL, or if any manually removed by mistake directly were mistakenly deleted. from BI Publisher.
Generate Recruiting Job Oer Leers Aempts to regenerate recruiting job On demand. The job is started oer leers if BI Publisher was unable programmatically when the job oer leer to generate them when a job oer was generation fails. In rare cases, it can be accepted by the candidate. started manually for a specic job oer.
Synchronize Recruiting Data for Candidate Synchronizes recruiting data for candidate Daily Recommendations recommendations.
Send Candidate Screening Requests Sends requested candidate screenings to Every 10 minutes to Partners (previously called Send selected partners.
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Name Description Recommended Frequency
Candidate Assessment Requests to Partners)
Perform Recruiting Candidate Selection Performs pending actions set to Every 5 minutes Process Actions automatically be executed in recruiting candidate selection processes.
Update Date When Last Retrieved Updates the date when candidates were Daily last retrieved in a candidate search.
Delete Archived Candidate Searches Deletes entries in the candidate search On demand. When customer business archive table that are older than the requires to x data for OFCCP. specied number of years.
Convert Candidate Search Logs for Converts candidate search logs into On demand. When customer business Reporting Purposes readable columns for reporting purposes. requires to generate OFCCP reports.
Scheduled Interview Reminder Send reminder to the candidate and hiring Daily manager that a scheduled interview will occurs in the next 24 hours.
Perform Batch Recruiting Actions Performs actions on a large number of On Demand objects selected by a recruiting user.
Synchronize LinkedIn Recruiter System Synchronize recruiting entities between Every hour Connect Oracle Recruiting Cloud and LinkedIn for cross system awareness.
Classify Contingent Workers in Recruiting Classies contingent workers as external candidates or internal candidates in the recruiting process.
Send Notications to Draft Applications Send notications to recently saved draft Every 5 minutes job applications.
Complete the Candidate Move to HR Performs automatic closeout and HR- On Demand related activities when a candidate job application is automatically moved to HR.
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23 Security
Security in Oracle Recruiting Cloud
The security of Oracle Recruiting Cloud is consistent with the other Oracle Application Cloud oerings. Specic roles are predened and it's highly recommended that you use them as a starting point to create your own versions of roles.
Data roles are mandatory to perform all recruiting activities. Without data roles, visibility of main objects will be limited to ownership, while various list of values will be empty, preventing the creation of various entities. Properly understanding and managing data roles is a crucial step of implementing Recruiting.
Recruiting Roles
The main recruiting roles used in Oracle Recruiting Cloud are described below. For more details about each of these roles, refer to the Security Reference for HCM guide available on docs.oracle.com.
Role Description
Hiring Manager Has access to a limited set of recruiting features to initiate the recruiting process.
Usually has limited visibility on objects based on ownership.
Recruiter Has a broader access to recruiting features, which includes all recruiting tasks.
Has limited visibility on objects but can get broader security proles as dened by the security administrator.
Recruiting Manager Can perform all recruiting tasks.
Inherits all capabilities of the Recruiter role.
Has a few additional capabilities such as:
• Accesses a broader set of job oers. • Views sensitive information. • Adjusts oer leers beyond templates.
Recruiting Administrator Performs functional congurations in the Setup and Maintenance work area. This includes questions and requisition templates management
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Role Description
Data security requirements are increasing each release.
• List of Values are moving toward REST services that are secured.
Recruiting Agent Has access to the Agency Portal.
Creates candidate ows.
None of these roles provide access to internal career sites. That access is assigned to the Employee and Contingent Worker roles. Users who only have recruiting roles can't access internal career sites and therefore can't perform actions such as apply to jobs, refer candidates, answer interview requests, access a page to approve job oers, and preview oer leers without direct access to Recruiting.
Security Proles Used in Recruiting Roles
The table describes the security proles used for each recruiting role. For more details about security proles, refer to the Securing HCM guide available on docs.oracle.com.
Security Prole Used by Role
Hiring Manager Organization Security Prole Recruiter • To select the recruiting organization. Recruiting Manager • To select job requisition templates if they have Recruiting Administrator recruiting organizations. • To select the business unit, legal employer, and department in list of values in various places, including lters.
Hiring Manager Position Security Prole Recruiter • To select position within job requisition. Recruiting Manager • To select position within job oer.
Hiring Manager Country Security Prole Recruiter • To select country while entering the candidate Recruiting Manager address. Recruiting Agent
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Security Prole Used by Role
Recruiting Manager Person Security Prole • To view job oers. • To edit job oers.
Hiring Manager Public Person Security Prole Recruiter • To select users in hiring team. • To select users in oer team. Recruiting Manager • To select users in lters. Recruiting Administrator
Hiring Manager Job Requisition Security Prole Recruiter • To view job requisitions. Recruiting Manager
Recruiter Job Requisition Security Prole Recruiting Manager • To update job requisitions.
Recruiter Payroll Security Prole Recruiting Manager • To select payroll in job oers
Job Requisition Security Details
The View Job Requisition aggregate privilege is assigned by default to the Hiring Manager, Recruiter, and Recruiting Manager roles. The ability to view job requisitions is also governed by data security policies. There are two main dimensions to understand:
• The job requisition's hiring team ◦ If you're a direct member, sometimes called "ownership of the requisition". ◦ If one of your subordinate is part of the hiring team. • The job requisition's security prole ◦ This is an empty set by default, until a data role is created. This means that by default the Hiring Manager role can only view job requisitions they own and job requisitions of their subordinates. This also applies to the Recruiter role, although that role should have a data role with a properly dened job requisition security prole, so additional requisitions should be visible through it.
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Security proles are dened dierently depending on the business object. For job requisitions, the security prole is dened using these dimensions:
• Recruiting Organization • Recruiting Location • Job Family • Job Function • Recruiting Type
Those dimensions are dened at the requisition security prole level, and the values they cover are dened for each recruiter within their recruiting area of responsibility. The data covered by the dimensions selected in the security prole is redirected to each user with this data role and relies on the user's areas of responsibility.
The same data security applies to the Update Job Requisition aggregate privilege. This aggregate privilege is assigned to the Recruiter role by default. It's not assigned to the Hiring Manager role. A data role that has both the View Job Requisition and Update Job Requisition aggregate privileges will view the same set of job requisitions.
TIP: You can dene two data roles for a single user, one data role to view and one to edit, and have the view data role based on a broader security prole. This would allow seeing many items and updating only a subset of them. This can be done for all view and update data privileges.
Job Requisition Template Security Details
There is no data security policy to view or update job requisition templates. Requisition templates are managed in the Setup and Maintenance work area using the Job Requisition Templates task, and all templates are visible to users who can access this task. The task is secured by the Manage Recruiting Administration privilege, granted to the Recruiting Administrator role by default. . To select a recruiting organization while creating a job requisition template, the user must be assigned a role with an organization security prole
Job Application Security Details
The ability to view job applications is tied to both the job requisition visibility and the job oer visibility. In general, the job requisition visibility is broader than the job oer visibility. Because the job requisition's hiring team may be dierent from the job oer team, a user who can view a job oer might not have access to the original job requisition where the job application was created. However, the user will be able to view the job application. A user with access to a set of job requisitions might not have access to any job applications. By default, the Hiring Manager role has the View Candidate Job Application aggregate privilege and can view job applications. Whereas the Recruiter role has the View Non-Restricted Candidate Job Application aggregate privilege. The dierence is that if restricted phases are dened in the candidate selection process, the Hiring Manager role won't see job applications until they're moved out of these phases.
There is no need to dene data security policies to view job applications from the Requisitions list. Only the concept of restricted phases applies.
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Job Oer Security Details
The View Job Oer aggregate privilege is assigned by default to the Hiring Manager, Recruiter, and Recruiting Manager roles. As of release 20C, the Hiring Manager and Recruiter roles only have access to job oers for which they or their subordinates are part of the job oer team. To view job oers for which they're not part of the oer team, a duty role is required: Manage Job Oer by Recruiting Manager. By default, this duty role is assigned to the Recruiting Manager role.
Here's a summary of the job oer's aggregate privileges delivered by default to recruiting roles.
Aggregate Privilege Role Data Security Policy
View Job Oer Hiring Manager User
Recruiter Subordinates
Recruiting Manager
View Job Oer Salary Hiring Manager User
Recruiter Subordinates
Recruiting Manager
View Job Oer Other Compensation Hiring Manager User
Recruiter Subordinates
Recruiting Manager
Update Job Oer Recruiter User
Recruiting Manager Subordinates
Update Job Oer Other Compensation Recruiter User
Recruiting Manager Subordinates
Update Job Oer Salary Recruiter User
Recruiting Manager Subordinates
Manage Job Oer by Recruiting Manager Recruiting Manager User
Subordinates
Based on the Person Security Prole (includes viewing and updating the entire
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Aggregate Privilege Role Data Security Policy
job oer and job oer's salary and other compensation sections.)
To view the content of job oers while approving them, the view conditions must be assigned to users. While the Hiring Manager role can typically view at least the oers that their subordinates can access, users outside of the hierarchy might not have access to any oers that they are asked to approve. If that's the case, you can assign the Manage Job Oer by Recruiting Manager duty role or create your own duty role, to enable viewing oers for approval throughout the user's person security prole.
Here are the steps to create your own duty role: 1. Go to the Security Console (Navigator > Tools). 2. Click the Roles tab. 3. Search for the duty role Manage Job Oer by Recruiting Manager. 4. Click the Actions menu and select Copy Role. 5. Select Copy top role. 6. Click Copy Role. 7. Remove the update data security policies. 8. Assign this new duty role to approvers who aren't hiring managers so they can view the job oer content if they're requested to approve it. This view capability for users outside the oer team is important if: • They need to review the job oer content before approving it, which is desirable. • They need to click the link in the approval notication to view the candidate's oer leer.
These privileges and data access are required: • View Job Oer, to see the recruiting and assignment content of the job oer. • View Job Oer Salary, for the salary related info of the oer. • View Job Oer Other Compensation, for any compensation plans and options of the oer. • View Job Requisition, for any job requisition content that might be included in the notication. • Internal career site access, so there is a landing page if there's a link to the job oer leer within the notication.
Candidate Security Details
There is no data security related to accessing candidates. Consider the following: • Candidates are always visible. ◦ Users without access to the candidate search can only view candidates and candidate job applications in their folders. • Personal email, home phone, National ID, date of birth, and address are visible only for external candidates. ◦ For internal candidates, the work email, phone, and email are displayed
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◦ This is also true in reporting.
Candidate Pool Security Details
Candidate pool security is based on ownership. When you create a candidate pool, the pool is set to Private by default. But the pool owner can grant other users access to the pool content. Those users will have access to the pool and all its candidates, provided they have the Manage Candidate Pool function privilege. This privilege is assigned to the Hiring Manager, Recruiter, and Recruiting Manager roles by default.
Campaign Security Details
Campaigns are similar to candidate pools. There is no data security. Only the campaign owner can see the content of the campaign. By default, the Recruiter and the Recruiting Manager roles have these two privileges:
• Manage Recruitment Campaign • View Recruitment Campaign
Approval Security Details
Approvals have the same data security constraints as viewing content. Users can approve job requisitions and oers without seeing their content, which might not be desirable. If you want a role to approve job requisitions and oers while seeing their content, you need to assign the right aggregate privileges and duty roles:
• View Job Oer • View Job Oer Salary • View Job Oer Other Compensation • View Job Requisition
Reporting Security Details
Reporting security is aligned with the product security most of the time. There are a few variations, but data access is managed by reporting data privileges, not product data privileges. For example, instead of the View Job Oer Data privilege, the role will need the Report Job Oer Data privilege. Note: The Report Job Oer Salary Data privilege covers data about Other Compensation as well.
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Oracle BI Publisher Security Details
In general, BI Publisher reports are secured using the product security, not the reporting security. This is the case for delivered data models. As an example, the approval notication and the job oer leers are generated using BI Publisher through secured data models. BI Publisher report writers can create custom data models, secured or not, depending on the content. Standard BI Publisher reports are secured based on the product and user access. If report writers create custom reports, you need to check within them if the reports are secured or not and which objects are used when they're secured. Recruiting and general HCM security will dier in some cases, mainly with Personal Identiable Information. Personal email, phone, and address are secured but unlocked for external candidates in Recruiting (that info is required in the recruiting process), while it's highly protected in HCM. Make sure you know which data model is used and how it's secured.
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24 Personalization Using HCM Experience Design Studio
Page Conguration Using HCM Experience Design Studio
Use HCM Experience Design Studio to create rules to congure pages and include sections and elds applicable to your business. When you create a rule, you perform these main steps: • Select the page (action) you want to personalize. • Specify basic details such as the name, description, recruiting type, country, role, legal employer. The elds vary according to the action selected. ◦ When you select a recruiting type, the rule applies only to job requisitions, job applications, or job oers with the same recruiting type. ◦ When you select a country, the rule applies only to job requisitions for which one of the location is part of this country. The Primary Location or one of the Other Locations must be part of the selected country. For example, you select the country "United States". A requisition's location is Pleasanton, California, US. The rule applies to this requisition. In the case of job oers, when a rule is created for a specic country, it applies to job oers for which the legal employer is part of the selected country. ◦ When you select a role, the rule applies to the selected role. If you don't select a role, the rule applies to all roles. • Decide which sections, elds, and exelds to display in the page. • Specify the status of elds as required or optional. • Make the rule active or inactive. You can have only one active rule for any action at any time.
You can create rules for these actions:
Context Action
Job Requisitions
Create Job Requisition
View and Edit Job Requisition
Dene Job Requisition Details for Agencies
Dene Job Requisition Details for External Candidates
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Context Action
Dene Job Requisition Details for Internal Candidates
Job Oers
Create and Edit Job Oer
View Job Oer in Job Application
View and Manage Job Oer
Job Application
Candidate Application Diversity and Disability
Referral
Refer a Candidate
Refer an Employee
Candidate Experience
Dene Career Site Search Filters
Agencies
Submit Candidates by Agency
Referred Candidates by Agency
Create a Rule to Congure a Page
You can create rules to congure pages and include sections and elds applicable to your business. You do this using HCM Experience Design Studio Here's an example of how to create a rule for the Create Job Requisition action.
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Prerequisites
• You need to activate a sandbox and page editing at the Site layer. (Seings and Actions Menu > Edit Pages > Activate a sandbox)
1. On your Home page, go to My Client Groups > Quick Actions > Show More > Employment > HCM Experience Design Studio. 2. Click the Transaction Design Studio tab. 3. Select the action Create Job Requisition. 4. Click Add to create a rule to display and congure certain sections and elds. 5. Enter details such as the name and description. 6. You can select a role, one or more recruiting types, and one or more countries for which the rule applies. ◦ If you don't select a role, the rule applies to all roles. ◦ When you select a recruiting type, the rule applies only to job requisitions with the same recruiting type. ◦ When you select a country, the rule applies only to job requisitions for which one of the location is part of this country. The Primary Location or one of the Other Locations must be part of the selected country. For example, you select the country "United States". A requisition's location is Pleasanton, California, US. The rule applies to this requisition. 7. In the Show or Hide Regions section, select which sections you want to make visible. 8. In the Page Aributes section, select a region. Then select which elds are visible and which ones are required to be lled. 9. Click Save and Close.
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