R12 HRMS IRecruitment Fundamentals

R12 HRMS iRecruitment
Fundamentals
Student Guide
D47425GC10
Edition 1.0
April 2007
D49828
Copyright © Oracle Corporation, 2007. All rights reserved.
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Author
Gowri Arur, Mark Rowe
Technical Contributors and Reviewers
Andrew Gillibrand, Chris Simpson, David Millin, Elizabeth Brown, John Cafolla, Leanne
Wilborn, Martin Millmore, Margaret Wong, Teena Singh
This book was published using: oracletutor

Table of Contents
R 12 HRMS iRecruitment Fundamentals......................................................................................................1-1

R 12 HRMS iRecruitment Fundamentals ......................................................................................................1-2
Introduction ...................................................................................................................................................1-3
Objectives ......................................................................................................................................................1-4
Topics ............................................................................................................................................................1-5
Overview of Oracle iRecruitment Part 1 .......................................................................................................2-1
Objectives ......................................................................................................................................................2-3
Recruitment Cycle .........................................................................................................................................2-4
Recruit to Hire ...............................................................................................................................................2-5
Recruit to Hire: Using Oracle Applications...................................................................................................2-6
What Is Oracle iRecruitment? .......................................................................................................................2-7
Why Use iRecruitment?.................................................................................................................................2-8
iRecruitment Users ........................................................................................................................................2-9
Self-Service Recruiting Processes .................................................................................................................2-10
iRecruitment and HRMS: Sharing Common Information .............................................................................2-11
Introduction: iRecruitment Features ..............................................................................................................3-3
Job Seeker Features: Site Visitors .................................................................................................................3-4
Job Seeker Features: Registered Users ..........................................................................................................3-5
Managers and Recruiters Features.................................................................................................................3-6
Agency User Features....................................................................................................................................3-7
Analyze Recruitment Process ........................................................................................................................3-8
People in iRecruitment ..................................................................................................................................3-9
Manager or Recruiter Security in iRecruitment: Global Security Profile......................................................3-11
Manager or Recruiter Security in iRecruitment: Based on Supervisor..........................................................3-12
Approvals in iRecruitment.............................................................................................................................3-13
Approval Process...........................................................................................................................................3-14
Approval Options ..........................................................................................................................................3-15
iRecruitment High Availability Features.......................................................................................................3-16
Summary........................................................................................................................................................3-17
Implement Oracle iRecruitment Part 1 .........................................................................................................4-1
Implement Oracle iRecruitment Part 1 ..........................................................................................................4-2
Objective........................................................................................................................................................4-3
Implementation Cycle....................................................................................................................................4-4
Pre-Implementation Steps..............................................................................................................................4-5
Pre-Implementation Steps: Installation Requirements..................................................................................4-6
Pre-Implementation Steps: Set Up Oracle Text............................................................................................4-7
Implementation Steps ....................................................................................................................................4-8
Implementation Steps: Responsibilities.........................................................................................................4-9
Implementation Steps: iRecruitment Access to Site Visitors and Candidates ...............................................4-10
Implementation Steps: Review Security Profiles ..........................................................................................4-12
Implementation Steps: Business Group for Candidate Registration..............................................................4-13
Implementation Steps: Work Structures ........................................................................................................4-14
Implementation Steps: Default Job Postings .................................................................................................4-15
Implementation Steps: Applicant Assignment Statuses.................................................................................4-16
Implementation Steps: Defining Recruiting Sites Information......................................................................4-17
Implementation Steps: Set Profile Options to Identify Functions .................................................................4-18
Copyright © Oracle, 2007. All rights reserved.
R12 HRMS iRecruitment Fundamentals Table of Contents

i
Implementation Steps ....................................................................................................................................5-3
Implementation Steps: External Assignment Statuses...................................................................................5-4
Implementation Steps: Additional Information .............................................................................................5-5
Implementation Steps: Edit Existing Messages.............................................................................................5-6
Implementation Steps: Configure Approvals.................................................................................................5-7
Implementation Steps: Personalization..........................................................................................................5-8
Implementation Steps: Workflow Business Events .......................................................................................5-9
Implementation Steps: Set Up Searchable Flexfield......................................................................................5-10
Implementation Steps: Set Up Offers ............................................................................................................5-11
Implementation Steps: Set Up Assessments ..................................................................................................5-12
Administrative Steps......................................................................................................................................6-3
Administrative Steps: Background Checks ...................................................................................................6-5
Administrative Steps: Resume Parsing..........................................................................................................6-6
Administrative Steps: Display Notifications of Different Types...................................................................6-7
Administrative Steps: Define Additional Profile Options .............................................................................6-8
Administrative Steps: Set up Virus Scan.......................................................................................................6-10
Administrative Steps: Geospatial Data ..........................................................................................................6-11
Administrative Steps: E-Mail Notifications Concurrent Processes ...............................................................6-13
Administrative Steps: Index Synchronization Concurrent Process ...............................................................6-14
Administrative Steps: Proxy Server...............................................................................................................6-15
Administrative Steps: Manager Access .........................................................................................................6-16
Administrative Steps: Set Up Agencies.........................................................................................................6-17
Administrative Steps: External Users Access................................................................................................6-18
Administrative Steps: Setting Up iRecruitment High Availability................................................................6-19
Guided Demo - Implementation Steps for iRecruitment ...........................................................................6-20
Practice - Setup for iRecruitment...............................................................................................................6-30
Solution - Setup for iRecruitment..............................................................................................................6-33
Summary........................................................................................................................................................6-41
Configuring iRecruitment Pages ....................................................................................................................7-1
Configuring iRecruitment Pages....................................................................................................................7-2
Objectives ......................................................................................................................................................7-3
iRecruitment Page Components ....................................................................................................................7-4
Configuring iRecruitment Pages....................................................................................................................7-5
Personalization Framework ...........................................................................................................................7-7
Personalization Levels in iRecruitment .........................................................................................................7-8
Profile Options for Personalization Framework ............................................................................................7-9
Guided Demonstration - Overview of Configuring iRecruitment Pages ...................................................7-11
Practice - Enabling Profile Options for Personalization ............................................................................7-14
Solution - Enabling Profile Options for Personalization............................................................................7-15
Additional Options for Tabular Regions .......................................................................................................7-17
Adding or Editing User Instructions..............................................................................................................7-18
Practice - Changing and Displaying Fields in iRecruitment Pages............................................................7-19
Solution - Changing and Displaying Fields in iRecruitment Pages ...........................................................7-20
Guided Demonstration - Adding User Instructions ...................................................................................7-25
Practice - Modifying Existing Messages in iRecruitment..........................................................................7-27
Solution - Modifying Existing Messages in iRecruitment.........................................................................7-28
Display Flexfields..........................................................................................................................................7-32
Practice - Creating and Displaying Flexfield Segments ............................................................................7-33
Solution - Creating and Displaying Flexfield Segments............................................................................7-34
Practice - Configuring Searchable Flexfield..............................................................................................7-41
Solution - Configuring Searchable Flexfield .............................................................................................7-43
Summary........................................................................................................................................................7-55

ii
Managers and Recruiters: Assessments ........................................................................................................8-1
Managers and Recruiters: Assessments .........................................................................................................8-2
Objectives ......................................................................................................................................................8-3
Assessments - Overview................................................................................................................................8-4
Creating Assessments ....................................................................................................................................8-6
Creating Question Banks ...............................................................................................................................8-7
Creating Questions ........................................................................................................................................8-8
Creating Surveys and Tests ...........................................................................................................................8-9
Analyzing Test Results..................................................................................................................................8-10
Guided Demonstration - Overview of Assessments ..................................................................................8-11
Practice - Creating a Test...........................................................................................................................8-15
Solution - Creating a Test ..........................................................................................................................8-16
Summary........................................................................................................................................................8-24
Managers and Recruiters: Vacancies and Job Posting ................................................................................9-1
Managers and Recruiters: Vacancies and Job Posting...................................................................................9-2
Objectives ......................................................................................................................................................9-3
Manager and Recruiter Features: Vacancies..................................................................................................9-4
Creating a Vacancy........................................................................................................................................9-5
Providing Primary Details .............................................................................................................................9-6
Entering Skills and Qualifications .................................................................................................................9-7
Formatting Job Posting..................................................................................................................................9-8
Defining Vacancy Security............................................................................................................................9-9
Reviewing and Submitting a Vacancy...........................................................................................................9-12
Guided Demonstration - Defining Default Posting Values........................................................................9-13
Practice - Creating a Vacancy....................................................................................................................9-15
Solution - Creating a Vacancy ...................................................................................................................9-17
Practice - Approving a Vacancy ................................................................................................................9-24
Solution - Approving a Vacancy ...............................................................................................................9-25
Posting a Vacancy .........................................................................................................................................9-28
Searching for Approved Vacancies ...............................................................................................................9-29
Copying Vacancies ........................................................................................................................................9-30
Maintaining Vacancies ..................................................................................................................................9-31
Summary........................................................................................................................................................9-32
Job Seekers: Site Visitors and Registered Users...........................................................................................10-1
Job Seekers: Site Visitors and Registered Users............................................................................................10-2
Objectives ......................................................................................................................................................10-3
Site Visitors - Overview ................................................................................................................................10-4
Job Search......................................................................................................................................................10-5
Job Search: Based on Location......................................................................................................................10-6
Job Basket......................................................................................................................................................10-7
Refer Jobs ......................................................................................................................................................10-8
Register..........................................................................................................................................................10-9
Overview: Registered Users ..........................................................................................................................10-10
Creating My Account Details ........................................................................................................................10-11
Creating Personal Details ..............................................................................................................................10-12
Entering Skills and Qualifications .................................................................................................................10-13
Entering Work Preferences............................................................................................................................10-14
Specifying E-Mail Preferences ......................................................................................................................10-15
Defining Privacy for Your Account...............................................................................................................10-16
Practice - Registering and Creating an Account in iRecruitment ..............................................................10-17
Solution - Registering and Creating an Account in iRecruitment..............................................................10-19
Job Basket......................................................................................................................................................10-28
Applying for Jobs ..........................................................................................................................................10-29
Practice - Using Job Search Options..........................................................................................................10-30
Solution - Using Job Search Options.........................................................................................................10-31
Practice - Applying for a Job .....................................................................................................................10-35

iii
Solution - Applying for a Job ....................................................................................................................10-36
Managing Account ........................................................................................................................................10-41
Monitoring Job Applications .........................................................................................................................10-42
Summary........................................................................................................................................................10-43
Managers and Recruiters: Candidate Processing.........................................................................................11-1
Managers and Recruiters: Candidate Processing...........................................................................................11-2
Objectives ......................................................................................................................................................11-3
Candidate Processing in iRecruitment...........................................................................................................11-4
Manager Search .............................................................................................................................................11-5
Manager and Recruiter Features: Process Candidates ...................................................................................11-6
Search in iRecruitment ..................................................................................................................................11-7
Searching for Individuals...............................................................................................................................11-8
Searching the Prospect Pool ..........................................................................................................................11-9
Searching for Candidates Using Resumes .....................................................................................................11-10
Practice - Using Manager Searches ...........................................................................................................11-11
Solution - Using Manager Searches...........................................................................................................11-12
Matching Skills in iRecruitment: Finding Candidates..................................................................................11-16
Processing Candidates: Options ....................................................................................................................11-17
Practice - Processing a Candidate..............................................................................................................11-18
Solution - Processing a Candidate .............................................................................................................11-19
Summary........................................................................................................................................................11-22
Managers and Recruiters: Working with Applicants ..................................................................................12-1
Managers and Recruiters: Working with Applicants.....................................................................................12-2
Objectives ......................................................................................................................................................12-3
Manager and Recruiter Features: Progress Applicants ..................................................................................12-4
Working with Applicants...............................................................................................................................12-5
Updating the Status of an Application...........................................................................................................12-6
Ranking Applicants .......................................................................................................................................12-7
Adding Attachments ......................................................................................................................................12-8
Using the Mass Applicant Update Feature ....................................................................................................12-9
Practice - Progressing an Application........................................................................................................12-10
Solution - Progressing an Application .......................................................................................................12-11
Background Check ........................................................................................................................................12-15
Creating an Offer ...........................................................................................................................................12-16
Practice - Creating an Offer .......................................................................................................................12-17
Solution - Creating an Offer ......................................................................................................................12-18
Practice - Approving an Offer ...................................................................................................................12-23
Solution - Approving an Offer...................................................................................................................12-24
Practice - Accepting an Offer ....................................................................................................................12-29
Solution - Accepting an Offer....................................................................................................................12-30
Sending an Offer............................................................................................................................................12-34
Practice - Managing an Offer.....................................................................................................................12-35
Solution - Managing an Offer....................................................................................................................12-36
Hiring an Applicant .......................................................................................................................................12-43
Practice - Hiring an Applicant Using the People Management Template .................................................12-44
Solution - Hiring an Applicant Using the People Management Template.................................................12-45
Practice - Hiring an Applicant Using SSHR..............................................................................................12-48
Solution - Hiring an Applicant Using SSHR .............................................................................................12-49
Summary........................................................................................................................................................12-52
Agency Users - Working with iRecruitment .................................................................................................13-1
Agency Users - Working with iRecruitment .................................................................................................13-2
Objectives ......................................................................................................................................................13-3
Overview of Agency User Tasks...................................................................................................................13-4
Searching for Vacancies ................................................................................................................................13-5
Working with Candidates Search for Candidates ..........................................................................................13-6

iv
Creating Details of Candidates ......................................................................................................................13-7
Applying for Jobs ..........................................................................................................................................13-8
Searching for Applicants ...............................................................................................................................13-9
Progressing Applications ...............................................................................................................................13-10
Guided Demonstration - Overview of Agency User Tasks .......................................................................13-11
Summary........................................................................................................................................................13-14
Generate Letters, Reports, and Perform Purge ............................................................................................14-1
Generate Letters, Reports, and Perform Purge ..............................................................................................14-2
Objectives ......................................................................................................................................................14-3
Letter Generation...........................................................................................................................................14-4
Letters in Web ADI .......................................................................................................................................14-5
Letters in Oracle HRMS ................................................................................................................................14-6
Defining a Standard Letter.............................................................................................................................14-7
Requesting Letters Using Oracle HRMS and Web ADI................................................................................14-8
Guided Demonstration - Generating a Letter.............................................................................................14-9
Generating Reports ........................................................................................................................................14-16
Common Recruitment Questions...................................................................................................................14-17
Analyze Recruitment Process ........................................................................................................................14-18
iRecruitment Reports.....................................................................................................................................14-19
HRMSi Reports .............................................................................................................................................14-21
Practice - Generating Performance Management Reports .........................................................................14-22
Solution - Generating Performance Management Reports ........................................................................14-23
Maintaining Candidate Data in iRecruitment ................................................................................................14-27
Purge Old Data Process .................................................................................................................................14-28
Summary........................................................................................................................................................14-29
R 12 HRMS iRecruitment Fundamentals Conclusion..................................................................................15-1
R 12 HRMS iRecruitment Fundamentals Conclusion ...................................................................................15-2
Summary........................................................................................................................................................15-3

v
Preface
Profile
Before You Begin This Course
Before you begin this course, you should have the following qualifications:
• Thorough knowledge of navigating with Oracle Applications
• Working experience with Oracle HRMS Applications
Prerequisites
• R12 HRMS Total View Ed 1 RWC - D48180GC10
Suggested Preparation Courses
• R12 HRMS Work Structures Fundamentals Ed 1 - D48035GC10
• R 12 HRMS People Management Fundamentals - D48423GC10
How This Course Is Organized
R 12 HRMS iRecruitment Fundamentals is an instructor-led course featuring lecture and hands-

on exercises. Online demonstrations and written practice sessions reinforce the concepts and
skills introduced.

vii
Related Publications
Oracle Publications
Title Part Number
Oracle HRMS Enterprise and Workforce Management Guide B31615-03
Oracle HRMS Workforce Sourcing, Deployment, and Talent B31620-02
Management Guide
Oracle SSHR Deploy Self-Service Capability Guide B31648-03
Oracle iRecruitment Implementation and User Guide B31649-02
Additional Publications
• System release bulletins
• Installation and user’s guides
• read.me files
• Oracle Magazine

viii
Typographic Conventions
Typographic Conventions in Text
Convention Element Example
Bold italic Glossary term (if The algorithm inserts the new key.
there is a glossary)
Caps and Buttons, Click the Executable button.

lowercase check boxes, Select the Can’t Delete Card check box.
triggers, Assign a When-Validate-Item trigger to the ORD block.
windows Open the Master Schedule window.
Courier new, Code output, Code output: debug.set (‘I”, 300);

case sensitive directory names, Directory: bin (DOS), $FMHOME (UNIX)
(default is filenames, Filename: Locate the init.ora file.
lowercase) passwords, Password: User tiger as your password.
pathnames, Pathname: Open c:\my_docs\projects
URLs, URL: Go to http://www.oracle.com
user input,
User input: Enter 300
usernames
Username: Log on as scott
Initial cap Graphics labels Customer address (but Oracle Payables)

(unless the term is a
proper noun)
Italic Emphasized words Do not save changes to the database.

and phrases, For further information, see Oracle7 Server SQL Language
titles of books and Reference Manual.
courses, Enter user_id@us.oracle.com, where user_id is the
variables name of the user.
Quotation Interface elements Select “Include a reusable module component” and click Finish.
marks with long names
that have only This subject is covered in Unit II, Lesson 3, “Working with
initial caps; Objects.”
lesson and chapter
titles in cross-
references
Uppercase SQL column Use the SELECT command to view information stored in the
names, commands, LAST_NAME
functions, schemas, column of the EMP table.
table names
Arrow Menu paths Select File > Save.
Brackets Key names Press [Enter].
Commas Key sequences Press and release keys one at a time:
[Alternate], [F], [D]
Plus signs Key combinations Press and hold these keys simultaneously: [Ctrl]+[Alt]+[Del]

ix
Typographic Conventions in Code
Convention Element Example
Caps and Oracle Forms When-Validate-Item
lowercase triggers
Lowercase Column names, SELECT last_name
table names FROM s_emp;
Passwords DROP USER scott

IDENTIFIED BY tiger;
PL/SQL objects OG_ACTIVATE_LAYER
(OG_GET_LAYER (‘prod_pie_layer’))
Lowercase Syntax variables CREATE ROLE role

italic
Uppercase SQL commands and SELECT userid
functions FROM emp;
Typographic Conventions in Navigation Paths

Typographic Conventions in Navigation Paths
This course uses simplified navigation paths, such as the following example, to direct you
through Oracle Applications.
(N) People > Enter and Maintain > (M) Query-Find > (B) Assignment
This simplified path translates to the following:
1. (N) From the Navigator window, select People then Enter and Maintain.
2. (M) From the menu, select Query then Find “your employee”.
3. (B) Click the Assignment button.
Notations:
(N) = Navigator
(M) = Menu
(T) = Tab
(B) = Button
(I) = Icon
(H) = Hyperlink

x
Typographical Conventions in Help System Paths
This course uses a “navigation path” convention to represent actions you perform to find
pertinent information in the Oracle Applications Help System.
The following help navigation path, for example—
Oracle HRMS > Total Compensation Elements Setup > Elements > How To > Define an
Element
— represents the following sequence of actions:
1. In the navigation frame of the help system window, expand your local Oracle HRMS entry.
2. Under the Oracle HRMS entry, expand Total Compensation Elements Setup.
3. Under Total Compensation Elements Setup, expand Elements.
4. Under Elements, expand How To.
5. Under How To, select Define an Element.
This will display step-by-step instructions on how to complete the Element window.

xi

xii
R 12 HRMS iRecruitment
Fundamentals
Chapter 1
R 12 HRMS iRecruitment Fundamentals

Chapter 1 - Page 1

Chapter 1 - Page 2
Introduction

Chapter 1 - Page 3
Objectives

Chapter 1 - Page 4
Topics

Chapter 1 - Page 5

Chapter 1 - Page 6
Overview of Oracle
iRecruitment Part 1
Chapter 2
Overview of Oracle iRecruitment Part 1

Chapter 2 - Page 1

Chapter 2 - Page 2
Objectives

Chapter 2 - Page 3
Recruitment Cycle

Chapter 2 - Page 4
Recruit to Hire

Chapter 2 - Page 5
Recruit to Hire: Using Oracle Applications

Chapter 2 - Page 6
What Is Oracle iRecruitment?
What Is Oracle iRecruitment?

iRecruitment is a separately licensed module that forms part of the Oracle HRMS applications
suite of products. Oracle has agreements with the following partners:
• For electronic resume extraction:Resume Mirror
• For background check in the US: Hireright
The HR-XML Consortium a global, independent, non-profit organization dedicated to the
development and promotion of a standard suite of XML specifications has certified the
following business processes of iRecruitment:
• Background checking
• Resume parsing
• Job posting
Note: Check with your Oracle Account Manager for the latest information on partners.

Chapter 2 - Page 7
Why Use iRecruitment?
Why Use iRecruitment?

The prospect pool contains all people who have registered on your iRecruitment site and who
have given permission for their information to be published. Managers can search this prospect
pool and invite them to apply for particular vacancies.
The evaluation of the process is provided through a number of reports, for example Vacancy
Time to Fill, Vacancy Aging, Time from Fill to Start, Recruitment Efficiency.

Chapter 2 - Page 8
iRecruitment Users
iRecruitment Users
iRecruitment supports the following types of users:
• Site visitor: Any user who has accessed the external web site but is not registered.
• Registered user: A user who has registered on your web site and has provided at least a
minimal amount of personal information. That person might also have applied for a job.
• Employee: Your employees can access internal job postings. This means that you can
advertise jobs to your employees before releasing them on an external site.
• Manager or recruiter: Your managers and recruiters can access the functionality to:
- Post and manage vacant jobs
- Manage offers to applicants
• Agency user: An external person who belongs to a recruiting agency and accesses
iRecruitment to conduct recruiting activities such as creating candidates and applying on
behalf of candidates.

Chapter 2 - Page 9
Self-Service Recruiting Processes
Self-Service Recruiting Processes

iRecruitment provides different self-service home pages so that recruiters, managers,
employees, job seekers, and agency users have access to information and functionality that is
relevant to them.
The details of the tasks that each user can perform are covered later in this class.

Chapter 2 - Page 10
iRecruitment and HRMS: Sharing Common Information
iRecruitment and HRMS: Sharing Common Information

As Oracle HRMS and Oracle iRecruitment use a single data repository this enables you to
share and leverage common information such as work structures, competencies, and job
qualifications for recruitment purposes. Information of the candidates, such as personal
information, address, and contact details, are available for managers in Oracle HRMS to
generate recruitment letters, for example rejection or offer letters, and also to hire the
successful candidate.

Chapter 2 - Page 11

Chapter 2 - Page 12
Overview of Oracle
iRecruitment Part 2
Chapter 3

Chapter 3 - Page 1

Chapter 3 - Page 2
Introduction: iRecruitment Features
Introduction: iRecruitment Features

This class provides an introduction to the features in iRecruitment.

Chapter 3 - Page 3
Job Seeker Features: Site Visitors
Job Seeker Features: Site Visitors

A site visitor is any user who has accessed the external Web site but is not registered.

Chapter 3 - Page 4
Job Seeker Features: Registered Users

Chapter 3 - Page 5
Managers and Recruiters Features

Chapter 3 - Page 6
Agency User Features

Chapter 3 - Page 7
Analyze Recruitment Process

• iRecruitment provides you with business intelligence reports. These reports called the
iRecruitment Performance Management Viewer (PMV) reports help you to report on
various measures of the recruitment process; for example, you could measure the time
taken to to fill a vacancy or the effectiveness of a recruitment source. These are supplied
as standard with iRecruitment and need no further licenses.
• Customers also get a restricted license to HRMSi, and can view the Discoverer reports.
You need a full license to modify or create the reports.

Chapter 3 - Page 8
People in iRecruitment
If you are a global enterprise, Oracle HRMS provides you with the ability to support both your
local and corporate requirements The graphic in this slide shows the corporate level record at
the top which links the local level records together. This is important if you have international
employees who transfer between business groups to work temporarily in other countries.
Trading Community Architecture (TCA) is integrated with Oracle HRMS and enables you to
store person information at a corporate level so that it is available across applications.
For more information, see: People in a Global Enterprise in the online help.

Chapter 3 - Page 9
When a person applies for a job, Oracle HRMS creates an application record in whatever
business group the vacancy exists. If the person already has a person record in this business
group, then an application is attached to this existing person record.
The global person record that links all the records for the same person is created when the
candidate registers in iRecruitment, or if the person is an employee, when the employment
record was created.

Chapter 3 - Page 10
Manager or Recruiter Security in iRecruitment: Global Security
Profile
Manager or Recruiter Security in iRecruitment: Global Security Profile

If you set up a global security profile, you can create and manage vacancies in multiple
security profiles.
The use of global security profiles means that a single manager can maintain vacancies in
many countries. For example, if the Senior Marketing Manager of a global company is based in
the US, but wants to recruit local managers for the UK and France, this could be achieved by
using a global security profile.

Chapter 3 - Page 11
Manager or Recruiter Security in iRecruitment: Based on
Supervisor
Manager or Recruiter Security in iRecruitment: Based on Supervisor

iRecruitment uses security profiles to control a user’s access to information. By assigning the
appropriate security profile, you can determine the business group and organizations in which a
manager or recruiter can create vacancy or offer transactions. As per the business requirements
of your enterprise you can use the security profile based on:
• Organization
• Position
• Supervisor
Supervisor based security enables you to set up a single security profile and use it for multiple
users. When you set up supervisor hierarchy, you restrict access to information using reporting
structure of employees. Managers or recruiters can access only the transactions managed by
people with in their supervisor hierarchy. This graphic depicts the supervisor hierarchy of
Vincent Price. Vincent Price can view vacancies or offers that are managed by people in his
team. When supervisor security is used, managers can see their own vacancies or offers, as
well as the transactions that their subordinates create.

Chapter 3 - Page 12
Approvals in iRecruitment
Approvals in iRecruitment
Depending on the approval rules set in your company, iRecruitment routes a vacancy or an
offer through the approval process.
iRecruitment uses a supervisor based hierarchy for approvals.
You need to set the profile options for approvals. This is discussed in the topic on configuring
approval process in the Implementation class.

Chapter 3 - Page 13
Approval Process
Approval Process
This diagram explains the approval process in iRecruitment. When you submit a vacancy or an
offer for approval, iRecruitment sends notifications to approvers. Approvers can view
notifications on their home page.
The following slide explains in detail the options available to approvers.
iRecruitment also checks for the number of approval levels. This means that the transaction has
to be approved by all the people in the workflow. The application notifies the manager only
when the final approver has approved the transaction.
Note: Depending on the approvals set up in your enterprise, you can:
• Add approvers for your vacancy or offer.
• Select recipients of the vacancy or offer notification.

Chapter 3 - Page 14
Approval Options
Approval Options
As someone required to approve an action, you can choose one of the following:
Approve: If you approve an action, the application stores the changes in the database. The
person submitting the transaction gets an approval notification. If there are multiple levels of
supervisory approvals, then iRecruitment routes the approval to the next person in the
hierarchy.
Reject: If you are not happy with the details or the changes made, you can reject the
transaction. This ends the approval process. iRecruitment sends a notification of rejection to
the person who submitted the transaction.
Return for Correction: Select this option if you want any changes. You can provide a
description of the changes that you require. After the person makes the changes, they can
submit the transaction for approval again.
Request Information: If you want any additional information, then you can select this option.
Managers can complete the details and submit the transactions for approval again.

Chapter 3 - Page 15
iRecruitment High Availability Features
iRecruitment High Availability Features

When you shut down the iRecruitment instance to carry out maintenance tasks, your job site is
not available for candidates to search and apply for jobs. iRecruitment provides the high
availability (HA) functionality to set up an alternate or high availability instance to make the
basic candidate job site available. This functionality enables you to switch between the two
instances in order to continuously support the candidate job site.
Using the high availability candidate job site, job seekers can:
• Access the iRecruitment website, even if the primary instance that hosts the site is down
for maintenance.
• Search for jobs using search criteria such as date posted and location.
• View details of vacancies like organization, location and vacancy requirements.
• Job seekers can apply for jobs by entering basic information.
Note: The iRecruitment high availability solution supports only the iRecruitment candidate
functionality. Managers and other users must not use the high availability system since any
data that they process will not be synchronized with the primary instance.

Chapter 3 - Page 16
Summary

Chapter 3 - Page 17

Chapter 3 - Page 18
Implement Oracle
iRecruitment Part 1
Chapter 4
Implement Oracle iRecruitment Part 1

Chapter 4 - Page 1

Chapter 4 - Page 2
Objective

Chapter 4 - Page 3
Implementation Cycle
Implementation Cycle
The implementation cycle for iRecruitment is discussed in more detail in the following slides.

Chapter 4 - Page 4
Pre-Implementation Steps
Pre-Implementation Steps
This is an overview slide. The pre-implementation steps are aimed at technical consultant.
The pre-implementation steps for iRecruitment are discussed in detail in the subsequent slides.

Chapter 4 - Page 5
Pre-Implementation Steps: Installation Requirements
Pre-Implementation Steps: Installation Requirements

The minimum technical requirements for Oracle iRecruitment are included in the Release 12
Rapid Install.
The ircdtd.zip is situated in your html directory. Extract the ircdtd file to your html
directory. If you do not extract the dtd file you encounter problems when parsing resumes or
initiating background checks.

Chapter 4 - Page 6
Pre-Implementation Steps: Set Up Oracle Text
Pre-Implementation Steps: Set Up Oracle Text

Oracle Text enables content-based queries, (for example, find text and documents which
contain this word) using familiar, standard SQL. Using Oracle Text, you can upload documents
(such as resumes, interview notes, covering letters), search on the content of these documents,
and parse resumes.
You must ensure that Oracle Text is set up correctly.
Common problems that occur are:
• Oracle Text is not at the correct level: If, for example, the database has been upgraded,
then Oracle Text needs upgrading separately.
• Listener not set up correctly: To access Oracle Text, the NET8 listener must have the
Oracle Text libraries in the TNS entry.
• Primary Keys Installed: Oracle Text gives Invalid Primary Key errors if a table has an
unexpected primary key in it.
Note: This information is aimed at a technical user.

Chapter 4 - Page 7
Implementation Steps
This is an overview slide. The implementation steps are aimed at the functional consultant. The
implementation steps include working primarily with Oracle HRMS and Oracle iRecruitment
HRMS Manager. The full implementation steps include working with Oracle Applications
Developer, Oracle Work Builder, and Oracle Approvals Management.
The implementation steps for iRecruitment are discussed in detail in the subsequent slides.
Note: These implementation steps need not necessarily be completed in the sequence as shown
in the diagram.

Chapter 4 - Page 8
Implementation Steps: Responsibilities
Implementation Steps: Responsibilities

iRecruitment delivers the following responsibilities. You can use these as a basis for creating
the responsibilities that you need:
• iRecruitment Manager: Assign this responsibility to your managers or recruiters to
complete recruitment tasks.
• iRecruitment HRMS Manager: This is the professional user interface supplied to the
customers who do not have the complete Oracle HRMS application.
• iRecruitment Agency: Assign this responsibility to agency users to use iRecruitment.
• iRecruitment Recruiter: In addition to the manager functions, users of this responsibility
can place offers on hold, track offer details, create template associations for offers, and
search offers using the Offers Workbench feature. Only users with the iRecruitment
Recruiter responsibility can create default job postings and recruiting sites information.
iRecruitment supports a single responsibility for both site visitors and candidate users. The
responsibilities are:
• iRecruitment External Candidate for external site visitors and external candidates.
• iRecruitment Employee Candidate for employee site visitors and employee candidates.

Chapter 4 - Page 9
Implementation Steps: iRecruitment Access to Site Visitors and
Candidates
Implementation Steps: iRecruitment Access to Site Visitors and Candidates

You must complete a series of steps to enable site visitors and candidates access iRecruitment.

Chapter 4 - Page 10
Implementation Steps: iRecruitment Access to Site Visitors and
Candidates
Implementation Steps: iRecruitment Access to Site Visitors and Candidates

iRecruitment uses the grants model to control the functions that users can access. Users can
access a function only if they have a grant to a permission set (menu) with that function.
• When a site visitor registers, iRecruitment automatically grants the
IRC_EXT_CANDIDATE_PSET permission set for candidates.
• When a employee site visitors log in, iRecruitment uses the
IRC_EMP_CANDIDATE_PSET permission set for the employees.
You create grants using the Functional Administrator responsibility. This step is covered in the
Creating Grants practice.
For more information, see: Implementation Steps in iRecruitment in the online help.

Chapter 4 - Page 11
Implementation Steps: Review Security Profiles
Implementation Steps: Review Security Profiles

The Candidate Security feature of Oracle HRMS enables all users to access iRecruitment
candidates by default. When you install iRecruitment, you must review your security profiles
and consider whether all managers can access candidates. For example, you may not want
users other than the iRecruitment managers to access candidates’ profiles.

Chapter 4 - Page 12
Implementation Steps: Business Group for Candidate Registration
Implementation Steps: Business Group for Candidate Registration

Define the business group for candidate registration. When a candidate registers, Oracle
HRMS creates a person record in the specified business group and you can view the details of
candidates. Complete the IRC: Registration Business Group to define the business group.
If you host multiple recruiting sites and have multiple Java Server Pages (jsp) for visitor login,
you can use this profile option to register candidates in different business groups.

Chapter 4 - Page 13
Implementation Steps: Work Structures
Implementation Steps: Work Structures

Work Structures include the jobs, positions, grades, and pay scales used in your enterprise.
You can define work structures using Oracle HRMS or iRecruitment HRMS Manager.
Enter recruitment information at the business group level to define various default values for
iRecruitment. Set up default recruitment values for your business group using the Recruitment
organization information type.
Note: You set the applicant numbering at the business group level. Make sure that applicant
numbering is set to Automatic for your business groups.
The values that you define at the business group level will default to the Primary Details page
when you create a vacancy in iRecruitment. For example, if you select vacancy code allocation
method as automatic, the application assigns a number to the vacancy automatically.
For more information about entering recruitment information, see: Implementation Steps for
iRecruitment in the online help.

Chapter 4 - Page 14
Implementation Steps: Default Job Postings
Implementation Steps: Default Job Postings

Use default job postings to enter common information for many vacancies, for example:
• Standard descriptions
• Job requirements
• How to apply
Default job postings enable you to enter a set of values that the managers or recruiters can use
as a default whenever they select a particular business group, organization, job, or position for
a vacancy.
You can use text editor to format the content and use formatting options such as italics or bold
to highlight information.
You can also create the default posting values in a hierarchy. You can enter specific values for
each level so that when you select a position while creating vacancy details, the values get built
from the levels that you had created. Business Group is the highest level and the values that
you set at the lower levels override the values set at the higher levels.
For more information, see: Creating and Maintaining Default Job Postings in the online help.

Chapter 4 - Page 15
Implementation Steps: Applicant Assignment Statuses
Implementation Steps: Applicant Assignment Statuses

Oracle HRMS delivers a set of applicant assignment statuses that you can use through each
step of the recruitment process. You can set up user statuses for each of the delivered system
statuses to represent each stage in an applicant’s progression.
The significant statuses are:
• Active Application: The default status for an application.
• Offer: Indicates that the job has been offered to the applicant.
• Accepted: Indicates that the applicant has accepted the job. Applications must have this
status before you can hire applicants using Oracle HRMS or the SSHR New Hire process.
• Terminate Application: Ends the application because either you have rejected the
applicant or the applicant has withdrawn.
For more information, see: Applicant Assignment Statuses in the online help.

Chapter 4 - Page 16
Implementation Steps: Defining Recruiting Sites Information
Implementation Steps: Defining Recruiting Sites Information

If your enterprise has an agreement to post your job advertisements with external job boards,
use the Recruiting Sites function to record information about these sites.
By default, the vacancy is sent in the HR_XML JobPositionPosting format, using the
JobPositionPosting.xsl.stylesheet from the OA_HTML directory. You can create your own style
sheet, and enter this in the Recruiting Sites table.
Note: To send a posting in a format other than the default HR-XML JobPositionPosting
format,, users can create their own style sheet using any text editor. They can use the DTD of
the supplied style sheet as an example. They must ensure that the style sheet format is correct,
and store the style sheet in the OA_HTML directory.
Use your iRecruitment Recruiter responsibility to define recruiting site information.
For more information about entering recruiting sites, see: Creating and Maintaining Recruiting
Sites Details in the online help.

Chapter 4 - Page 17
Implementation Steps: Set Profile Options to Identify Functions
Implementation Steps: Set Profile Options to Identify Functions

These profiles provide access for registered users to see suitable vacancies, and also for
managers to see suitable candidates:
• IRC: Job Notification Function: You must set this profile option to use the function
IRC_VIS_VAC_DISPLAY. This profile is used to show advertisements to candidates
when they click a link in a notification.
• IRC: Suitable Seekers Function: The default value for this profile option is
IRC_CM_CAND_DETAILS. This profile is used to show suitable candidates to managers.
These profiles can be set at site level only.
For more information, see: Profile Options for iRecruitment in the online help.

Chapter 4 - Page 18
Implement Oracle
iRecruitment Part 2
Chapter 5

Chapter 5 - Page 1

Chapter 5 - Page 2

Chapter 5 - Page 3
Implementation Steps: External Assignment Statuses
Implementation Steps: External Assignment Statuses

The ability to assign an external assignment status means that you can advance a person’s
application without displaying the statuses to the applicant that you may not want them to see.
For example, for the status of Active Assignment you could define many different user statuses
such as, Short Listed, Invite for Interview, Performing Background Check, but it is unlikely
that you would want the applicant to see these. To avoid this you can define an external
assignment status for each of them (Active Application), and this is what all the applicants get
to see.
You will also use the status when you define standard letter in the Letter window for your
recruitment activities. In Oracle HRMS, you can link one or more applicant assignment
statuses with each recruitment letter. A request for the letter is then created automatically when
an applicant is given an associated assignment status.

Chapter 5 - Page 4
Implementation Steps: Additional Information
Implementation Steps: Additional Information

You set up compensation values for the job posting for information purposes. Use the
IRC_VARIABLE_COMP_ELEMENT lookup type to define the compensation values.
Note: The values do not define the compensation elements that are included in the employment
assignment after a candidate has been hired.
If you are using the candidate matching functionality, then you must set up the qualifications
that are available, and rank them in order of importance depending on your company needs.
Candidates use competencies to describe the skills that they have in iRecruitment. Managers
can then search the prospect pool using skills as criteria. To use competencies in iRecruitment,
you must set them up as global competencies, so that they are available across business groups.
It is advisable to keep your list of competencies for iRecruitment reasonably short and as
general as possible. This will make candidate search much easier. If you specify too many
detailed competencies on which to search, you might miss suitable candidates. For example, if
you are looking for someone with word processing skills, your searches are much simpler if
you just have one high-level competence called Word Processing, rather than lots of more
detailed competencies such as Microsoft Word, Corel WordPerfect, and so on.

Chapter 5 - Page 5
Implementation Steps: Edit Existing Messages
Implementation Steps: Edit Existing Messages

A number of predefined notifications are supplied with iRecruitment.
For example:
• Candidates can receive notifications about matching jobs and new vacancies.
• Managers can receive notification about the status of the offer that they have created. For
example, they get an offer approval notification if the offer is approved.
For a list of messages that you can configure, see: Predefined Notifications in the online help.
To edit the contents of the notification messages, log on to the application using the
Application Developer responsibility and use the Messages window. The prefix for
iRecruitment messages is IRC.
For more information, see: Messages Window in the Oracle Applications Developer’s Guide.

Chapter 5 - Page 6
Implementation Steps: Configure Approvals
Implementation Steps: Configure Approvals

The default behavior of Oracle iRecruitment is to use a supervisor-based approvals hierarchy,
which is delivered using Oracle Approvals Management (AME) rules. iRecruitment provides
predefined transaction types to manage vacancies and offers. You can configure the transaction
types according to your business needs.
• Vacancy Approval Transaction Type: You can add new rules to the predefined vacancy
approval transaction type instead of creating a new transaction type.
• Offer Approval Transaction Type: You must create your own offer transaction type
based on the supplied offer approval transaction type. You can add rules, conditions, and
attributes to the customized transaction type. You must not edit the supplied offer
transaction type.
You must set the following profiles for approvals to work:
• Vacancies: IRC: Vacancy Approval Transaction Type
• Offers: IRC: Offer Details Approval Transaction Type and IRC: Extend Offer Duration
Transaction Type
See: Profile Options in iRecruitment in the online help.

Chapter 5 - Page 7
Implementation Steps: Personalization
Implementation Steps: Personalization

As iRecruitment uses the standard Oracle Applications Framework, you can use all of the
personalization options that are available in self-service applications. See Implementing Oracle
Self-Service Human Resources for more information about personalizing your application.
Use the Personalize Self-Service Defn profile option to personalize pages.
Note: Take care when you use the personalization options, because any error in the
personalization may render the wrong screens or the wrong fields.
Personalization options are discussed in detail in the Configuring iRecruitment Pages topic.

Chapter 5 - Page 8
Implementation Steps: Workflow Business Events
Implementation Steps: Workflow Business Events

Workflow business events are trigger points that drive custom code, for example, workflow
notifications, and other workflow processes.
You can use business events to extend the iRecruitment functionality by initiating a workflow
process whenever a particular transaction takes place. Business event calls have been added to
every transaction in iRecruitment.
Using business events you can:
• Send a notification to the manager of a vacancy whenever someone applies to it
• Send e-mails to candidates when they register
• Ask candidates to confirm whether they have given a valid e-mail address, and delete their
data if they do not respond in a certain time
Note: It is recommended that you use the delivered business events to create your own
workflow processes to suit the particular requirement of your enterprise.
For more information about the workflow business events, see: Workflow Business Events in
the online help.

Chapter 5 - Page 9
Implementation Steps: Set Up Searchable Flexfield
Implementation Steps: Set Up Searchable Flexfield

Oracle iRecruitment enables you to set up a flexfield to capture additional candidate and
vacancy information that can then be used by managers looking for a suitable candidate and by
candidates searching for a job. For example, to record additional information such as work
preferences and relocation information you can set up the Additional Search Criteria Details
flexfield to define what information you want to capture and then add these additional fields to
the Create Vacancy and the candidate’s Work Preference pages. You can then include these
same fields in your candidate and vacancy search pages so that the information is available to
candidates or managers performing searches.
Set the profile option IRC: Search Criteria Segment Matching in the System Values Profiles
window. This profile option determines the segments that are matched when the concurrent
processes to notify managers of suitable candidates or to notify candidates of suitable jobs are
run, or when your managers perform candidate matching for a vacancy. For example: if you
want to match segments 2 (Willing to Relocate) and 5 (Citzienship Status), then set the value
as 2|5|. If you do not set any value for this profile option, then the application matches all the
active segments when you run the concurrent processes.
For more information about setting up searchable flexfield, see: Setting Up a Searchable
Flexfield in the online help.

Chapter 5 - Page 10
Implementation Steps: Set Up Offers
Implementation Steps: Set Up Offers

To enable managers and recruiters to create and progress offers for applicants, set up the offers
functionality.
Review the default menus that iRecruitment supplies to use the offers functionality. Assign the
menus to appropriate managers and recruiters in your enterprise.
Your benefits manager can set up compensation plans so that hiring managers can assign
benefits to applicants, when they create or update offers.
Note: iRecruitment supplies predefined templates to generate offer letters. To customize the
offer letter details, you can create your own templates using Oracle XML Publisher.
For more information, see: Setting Up Offers in the online help.

Chapter 5 - Page 11
Implementation Steps: Set Up Assessments
Implementation Steps: Set Up Assessments

Set up the assessments functionality to evaluate candidates and applicants during the
recruitment process. You can create assessments using the iRecruitment Recruiter
responsibility as iRecruitment delivers the predefined OTA Assessment Top Menu with the
iRecruitment Recruiter responsibility. To enable users of other responsibilities to create and
manage assessments:
• Add the OTA Assessment Top Menu to their corresponding menus.
• Grant the IRC Assessment Administration Permission Set to those responsibilities using
the Functional Administrator responsibility.
After you set up the assessments functionality, your recruiters or managers can create surveys
and tests to use during the recruitment process.
• To make a survey or test available to candidates during the registration process, set the
IRC: Registration Test profile option.
• Managers can select a test when they create vacancy details. iRecruitment presents the test
when candidates apply for the vacancy.
For more information, see: Setting Up Assessments in the online help.

Chapter 5 - Page 12
Implement Oracle
iRecruitment Part 3
Chapter 6

Chapter 6 - Page 1

Chapter 6 - Page 2
Administrative Steps
This is an overview slide. The administrative steps are aimed at the technical or functional
consultant.
The administrative steps for iRecruitment are discussed in detail in the subsequent slides.

Chapter 6 - Page 3
This is an overview slide. The administrative steps are aimed at the technical or functional
consultant.
The administrative steps for iRecruitment are discussed in detail in the subsequent slides.

Chapter 6 - Page 4
Administrative Steps: Background Checks
Administrative Steps: Background Checks

Currently, Oracle has a partnership agreement with HireRight for background checking in the
U.S. You need to register with HireRight to use this functionality and enter the details that they
provide in the profiles. Check with your Oracle Account Manager for the latest information on
partners.
When a manager requests a background check the candidate’s information is passed to the
partner. The background check provider completes the background check and e-mails the
information back to the manager, or the manager can retrieve the results from the provider’s
Web site.
If you do not want to use this functionality, do not complete these profiles, and hide the
Background Check button in your interface, so that users cannot access it. The following
describes the levels at which each profile can be set:
- IRC: Background Checking Vendor URL profile – site
- IRC: Background Check Sender Credential profile – site and user

Chapter 6 - Page 5
Administrative Steps: Resume Parsing
Administrative Steps: Resume Parsing

Oracle has signed agreements with the Mohomine and Magnaware for resume parsing.
Mohomine offers only an installed solution, while Magnaware offers an installed or hosted
solution. You must register with them to use this functionality and enter the details that they
provide in the profiles. Check with your Oracle Account Manager for the latest information on
partners.
The following describes the levels at which each profile can be set:
- IRC: Resume Parsing Vendor URL – site
- IRC: Resume Parsing Sender ID – site and user
- IRC: Resume Parsing Sender Credential – site and user
- IRC: Default Country – site and responsibility

Chapter 6 - Page 6
Administrative Steps: Display Notifications of Different Types
Administrative Steps: Display Notifications of Different Types

In addition to the standard notifications that are supplied with iRecruitment you may want to
notify your managers or candidates about other events. For example, you could set up a
business event that sends a notification to a candidate when they submit an application. Use the
profile option IRC: Notification List Item Types to define which workflow notifications are
displayed on the home pages of managers and candidates.

Chapter 6 - Page 7
Administrative Steps: Define Additional Profile Options

Indicate resumes as mandatory for job applications
If your enterprise requires applicants to attach a resume with their job application, then set the
IRC: Resume Required profile option to enforce the business requirement. Managers can get
the required professional details of the applicants for further processing.
Limit the number of document uploads
To limit the number of documents that candidates can upload to the iRecruitment database, set
the profile options: IRC: Document Upload Count Limit and IRC: Monthly Document Upload
Count Limit at the site and responsibility levels.

Chapter 6 - Page 8

Define the number of days for internal job postings
To make job details available to your employees first, set the IRC: Internal Posting Days
profile option. Specify the number of days that the application posts an advertisement
internally before posting the advertisement on the external site. Set the profile option at the site
and the responsibility levels.
Specify the type of phone numbers for candidates to record
To enable candidates to add additional types of phone numbers, set the IRC: Phone Types
profile option.

Chapter 6 - Page 9
Administrative Steps: Set up Virus Scan
Administrative Steps: Set up Virus Scan

Oracle iRecruitment is integrated with the Symantec AntiVirus engine that enables you to
perform virus checks on any documents uploaded to your system. This feature helps you to
detect infected files and protect your systems from possible virus attack when you download
documents for recruitment purposes.
Note: To make use of this functionality, you must have a licensed copy of the Symantec
AntiVirus Scan engine.
Complete the following steps to setup virus scan:
• Set the IRC: Anti Virus Server profile option at site level to specify the server name on
which the Symantec AntiVirus Scan engine is running
• Test integration of iRecruitment with Symantec AntiVirus Scan server
• Check existing documents in the database
For more information about setting up virus scan, see: Setting Up Virus Scan in the online help.

Chapter 6 - Page 10
Administrative Steps: Geospatial Data

You can use Oracle’s eLocation - a geospatial data service with iRecruitment. It enables you to
use distance searching in your applications. For example, job seekers can enter a city name or a
zip code and specify a distance from that location. If vacancies are available within the search
area, then iRecruitment lists them. Managers can use location search to find candidates within
a certain distance of a specific location. To make use of Oracle’s geospatial data service set the
IRC: Geocode Host profile option at site level.
Contact your Oracle Account Manager for further details.
For more information on geocode, see: Implementation Steps for iRecruitment in the online
help.

Chapter 6 - Page 11

For more information about running these scripts, see: Implementation Steps for iRecruitment
in the online help.

Chapter 6 - Page 12
Administrative Steps: E-Mail Notifications Concurrent Processes
Administrative Steps: E-Mail Notifications Concurrent Processes

E-mail notifications require the following to be set up:
• The workflow e-mail engine must be running.
• The iRecruitment Email Vacancies to Job Seekers concurrent process must be scheduled
to run every night.
• The iRecruitment Email Job Seekers Details to Vacancy Owner concurrent process must
be scheduled to run as often as you want managers to receive e-mails.
These processes ensure that users get their e-mail notifications of suitable jobs, and the
managers get notified of suitable candidates. It also processes any other e-mails, for example, if
a user has requested a new password.

Chapter 6 - Page 13
Administrative Steps: Index Synchronization Concurrent Process
Administrative Steps: Index Synchronization Concurrent Process

To keep the text indexes up to date for iRecruitment documents and job postings schedule the
iRecruitment Index Synchronization process to run regularly. You must synchronize the index
at a regular interval to keep the user searches accurate.
The two modes for the index synchronization process are:
• Online: Adds new entries to the index, enabling simultaneous searches. Typically you
schedule to run the Online index rebuild once every five minutes.
• Full: Defragments the index, reducing its size, and optimizing the performance. It is
recommended that you run the Full index rebuild once a night.
For more information about setting up the Index Synchronization process, see: Implementation
Steps for iRecruitment in the online help.

Chapter 6 - Page 14
Administrative Steps: Proxy Server
Administrative Steps: Proxy Server

You only need to set up these profiles if you use proxy server. Use your System Administrator
responsibility to set the profile options. The following describes the levels at which each
profile can be set:
- Applications server side proxy host and domain – site
- Applications proxy bypass domain – site
- IRC: Proxy authorization password – site, application, responsibility, and user
- IRC: Proxy authorization user name – site, application, responsibility, and user
Note: The proxy authorization profile options do not apply to most proxy servers. Only those
that require a log in need them.

Chapter 6 - Page 15
Administrative Steps: Manager Access
Administrative Steps: Manager Access

There is no .jsp that you can use for managerial access. This has to be set up by using self-
service.

Chapter 6 - Page 16
Administrative Steps: Set Up Agencies
Administrative Steps: Set Up Agencies

If you work with recruiting agencies, then you can manage a range of activities using the
Agency functionality.
• Record the information about agencies that your enterprise works with in the Suppliers
window of Oracle Services Procurement. If you do not use Oracle Services Procurement,
add the Customer and Supplier Setup menu or individual functions from the menu to an
existing menu that users access through their standard responsibilities.
• Create a person record for an agency or agency user using the People window in Oracle
HRMS. This record need not represent an actual person. You can set up one person record
for all users at an agency to allow them to use iRecruitment.
• Create a user record for an agency user to access iRecruitment. Define the user and assign
the iRecruitment Agency responsibility to the user in the Users window of the System
Administrator responsibility. In the Person field, select the person record that you defined
above.
• Configure the profile options for agencies.
• Configure the agency menu (if required).
• Setup the login URL for agency users.

Chapter 6 - Page 17
Administrative Steps: External Users Access

Chapter 6 - Page 18
Administrative Steps: Setting Up iRecruitment High Availability
Administrative Steps: Setting Up iRecruitment High Availability

Follow these steps to set up high availability:
• Set the IRC: Availability Mode profile option. This defines the mode in which the
primary and the high availability instances are run. You must set this profile option on the
primary and the high availability instances to transition between the two instances to
support the candidate job site.
• Set up the High Availability Instance. To do this you can either make a full copy of the
primary instance or install a clean instance and create all the data required for the external
candidate functionality applicable to the High Availability pages.
• Setup the other high availability profile options.
These steps are technical in nature and for detailed list of setup instructions, refer to the Oracle
iRecruitment Implementation and User guide.
Note: Ensure that the latest applicant and vacancy data is available on both the primary and
HA instance. Oracle provides sample scripts to help you transfer the data. You must also
keep the tables in synchronization between the primary and the HA instances.
For more information, see: High Availability Streams Processes, white paper available on
Oracle Metalink, note ID: 299180.1

Chapter 6 - Page 19
Guided Demo - Implementation Steps for iRecruitment
This demonstration shows the implementation steps required to run iRecruitment.
Responsibility: System Administrator
Note: Complete the pre-implementation steps such as Installation Requirements and setting
up Oracle Text. Refer to Oracle iRecruitment Implementation and User Guide for the pre-
implementation steps.
1. Navigate to the Responsibilities window using your System Administrator responsibility:
• (N) Responsibility > Define
2. Define your iRecruitment responsibilities.
The supplied responsibilities for iRecruitment are:

− iRecruitment Manager
− iRecruitment Agency
− iRecruitment Recruiter
− iRecruitment HRMS Manager: Supplied to the customers who do not have a fully
installed Oracle HRMS application
iRecruitment supports a single responsibility for both site visitors and candidate users. The
responsibilities are:
− iRecruitment External Candidate for external site visitors and external candidates.
− iRecruitment Employee Candidate for employee site visitors and employee
candidates.
When you define your self-service responsibilities, make sure that they are available from
Oracle Self- Service Web Applications.
3. Navigate to the System Profiles Values window:
• (N) Profile > System
4. Define the site-level profile options for iRecruitment. You must set up several profile
options to enable iRecruitment.
5. If you have licensed iRecruitment, set the IRC:Installed profile option to Yes.
Note: For more information about profile options, refer to Oracle iRecruitment
Implementation and User Guide.
6. Navigate to the Users window:
• (N) Security > (N) User > Define

Chapter 6 - Page 20
7. Define the users for iRecruitment.
8. In the Person field, assign a person to the user. The Person field is important for self-service
applications because it acts as the link between the professional forms interface and the self-
service application. This link enables the application to recognize who is using
iRecruitment. iRecruitment home page displays the user’s name.
9. Add the local iRecruitment Manager and iRecruitment Recruiter responsibilities to your
managers and recruiters. You define users for iRecruitment managers in the same way that
you define users for other Oracle HRMS applications.
10. Complete a series of steps to enable iRecruitment access to site visitors and candidates:
− Using the Users window, assign the iRecruitment External Candidate and
iRecruitment Site Visitor responsibilities to the GUEST user and not to any other
users.
− Use the Profile Options window to set the following profile options:
− IRC: Visitor Homepage Function
− IRC: Homepage Function
− IRC: Candidate Permission Set
− Create grants if you are using custom responsibilities for external and employee
candidates. Use the Functionality Administrator responsibility to create grants.
Note: iRecruitment supplies predefined grants for the GUEST user that enable site visitors access to the
application functions. The grants are associated with the predefined iRecruitment External Candidate and
iRecruitment Employee Candidate responsibilities. When site visitors register, iRecruitment automatically
grants the IRC_EXT_CANDIDATE_PSET permission set to candidates to create an account and work with
all the features of the application. The iRecruitment Employee Candidate responsibility uses the
IRC_EMP_SITE_V ISITOR_PSET permission set for employee site visitors. When employee site visitors
log in, iRecruitment uses the IRC_EMP_CANDIDATE_PSET permission set for the employees.
You learn how to create a grant for an external user in the Set Up for iRecruitment practice.
11. You do not need to create users for registered users (candidates). These users create their
own user IDs and passwords using the Registration function.
12. Set the IRC: Registration Business Group to define the default business group for candidate
registration. When a candidate registers, the application creates a person record in the
selected business group and managers or recruiters can view the information in Oracle
HRMS.
13. Switch to your local HRMS Manager responsibility.
14. Navigate to the Security Profile window:
• (N) Security > (N) Profile
Review your security profiles and consider whether all users can access candidates. For example,
you may not want users other than the iRecruitment managers to access candidates.
You can update all or specific security profiles.

Chapter 6 - Page 21
Responsibility: US Super HRMS Manager, Vision Corporation or iRecruitment
HRMS Manager
Note: iRecruitment HRMS Manager is supplied to the users who do not have Oracle HRMS
fully installed.
Now you will look at the steps that you are required to complete in Oracle HRMS to work with
iRecruitment.
15. Navigate to the Work Structures menu. Open the Work Structures menu.
iRecruitment works with the work structures set up in Oracle HR. Ensure that these meet
your recruitment needs.
Work Structures include the jobs, positions, grades, and pay scales used in your enterprise.
You need to define them before you can start working with iRecruitment.
16. Navigate to the Grades window:
• (N) Work Structures > (N) Grade > Description
17. Define grades to record the relative status of employee assignments and to determine
compensations and benefits.
18. Navigate to the Grade Rate window:
• (N) Grade > Grade Rate
19. Record a minimum and maximum salary for a grade.
20. Navigate to the Job window:
• (N) Job > Description
21. Define the job structure of your enterprise and enter details for each job. A job is a generic
role within a business group, which is independent of any single organization. For example,
the Manager and Consultant jobs can occur in many organizations.
Note: You must create jobs in the default HR Job Group. Only jobs entered in the default
job group will be available in other windows in Oracle HRMS such as Position,
Competencies, or Assignment.
22. Navigate to the Position window:
• (N) Position > Description
23. Define positions that reflect a specific role, or function, that exists in your organization. For
example, the position Finance Manager is an instance of the job of Manager in the Finance
organization. When you define a position, it includes the jobs and organization.

Chapter 6 - Page 22
For information about defining the work structure components, refer to the Oracle HRMS
Enterprise and Workforce Management Guide.
24. Navigate to the Business Group Information window:
• (N) Work Structures > (N) Organization > (N) Description
• In the Organization window, query the default business group of your responsibility.
• In the Organization Classifications region, select Business Group and click the Others
button.
• Select Business Group Information.
25. Ensure that Applicant Number Generation is set to Automatic.
26. Navigate to the Recruitment Information window:
• (N) Work Structures > (N) Organization > (N) Description
• In the Organization window, query the default business group of your responsibility.
• In the Organization Classifications region, select Business Group and click the Others
button.
• Select Recruitment information.
27. Enter the information needed for your recruitment needs.
Note: The information that you define here defaults to the Primary Details page in
iRecruitment when you create a vacancy. For example, if you set the Vacancy Code
Allocation Method as Automatic, then the vacancy that you create is assigned a number
automatically.
Provide the following information for your business group:

− Select Manual as the Vacancy Code Allocation Method.
− Enter 2 as the Default Number of Openings.
− Select CREATOR as the Organization Defaulting Method.
− Select POSITION as the Location Default Method.
− Select Full Time Equivalent as the Default Budget Measurement Type.
− Select Terminate Application as the Withdraw Assignment Status.
− Select Candidate as the user-defined person type. Oracle HRMS creates a record
with this default person type when a candidate registers in iRecruitment.
− Select No in the Exclude from Vacancy Creation field.
− Select a default resume template that iRecruitment can use to create resumes for
candidates. When candidates register, they can use the default template or select a
template of their choice in the Create Resume page.

Chapter 6 - Page 23
28. Navigate to the Assignment Statuses window:
• (N) Work Structures > Status
29. Define external assignment statuses to display different status names to managers and
applicants.
Note: The assignment statuses are all business-group specific. You use external assignment
statuses to assign an alternative name to a status for external users. For example, you may
want to create an external name for a status so that the managers see the Pending Interview
or First Interview, while the external user sees only Interview.
30. Navigate to the Application Utilities Lookups window:
• (N) Other Definitions > Lookup Tables
31. Query the IRC_VARIABLE_COMP_ELEMENT Lookup Type.
Create compensation element lookups to be advertised against your vacancies.
Note: The compensation values are for information purposes only.
32. Navigate to the Competencies window:
• (N) Career Management > Competencies
33. Define the competencies required for your recruitment needs. The skills that are available in
iRecruitment are set up as global competencies in Oracle HRMS.
In iRecruitment, candidates use competencies to describe their skills.
34. Navigate to the Competence Requirements window:
• (N) Career Management > Competence Requirements
35. Define competency requirements for the positions. If you create a vacancy in iRecruitment
with a position, that has global competencies associated with it, then these global
competencies will default in the Create Vacancy: Enter Required Skills page.
36. Navigate to the Qualification Types window:
• (N) Career Management > Qualification Types
37. Create qualification and qualification types.
38. Set up the qualifications that are available and rank them in order of importance. Make sure
that the existing qualifications and qualification types meet your requirements.

Chapter 6 - Page 24
For more information about creating competencies and qualification types, refer to the Oracle
HRMS Workforce Sourcing, Deployment, and Talent Management Guide.
39. Switch to your iRecruitment Recruiter responsibility.
Responsibility: iRecruitment Recruiter, Vision Corporation
40. Use the Default Postings link to create information that is common to your vacancies. Please
refer the guided demonstration on Creating Default Job Posting.
41. Use the Recruiting Site link to create recruiting site information for managers to choose the
external job sites for posting the job advert.
You can enter information about:
• The URL to which the advertisement is posted
• The costs associated with the site
• The username and password needed to post to the site
• The style sheet to be applied to advertisements submitted to the site
The following tasks explain the additional steps required to implement and configure
iRecruitment. You can complete these tasks with your System Administrator responsibility.
42. Navigate to the System Profiles Values window using the System Administrator
responsibility:
43. If you have registered with the resume-parsing provider, then enter the parsing provider
details to enable candidates to parse their resumes.
You can set the following profiles:

− IRC:Resume Parsing Vendor URL at site level
− IRC:Resume Parsing Sender ID at site and user levels
− IRC:Resume Parsing Sender Credential at site and user levels
− IRC:Default Country – at all levels
44. If you have registered with a third-party background check provider to enable your
managers to run background checks, then enter the following provider URL and credentials
in user profiles:
− IRC:Background Checking Vendor URL at site level
− IRC:Background Check Sender Credential – at site and user levels
− IRC:Background Checking Sender ID – at all levels

Chapter 6 - Page 25
45. If you are using a proxy server, set the following profile options:
− Applications server-side proxy host and domain at the site level
− Applications proxy bypass domain at the site level
− IRC: Proxy authorization password at all levels
− IRC: Proxy authorization username at all levels
46. Set the profile option IRC: Notification List Types to display notifications of different item
types on the home pages of managers and candidates.
47. If you want make the job details available to your employees first, then set the IRC: Internal
Posting Days profile option. You specify the number of days that the application posts an
advertisement internally before posting the advertisement on the external site.
48. You can limit the number of documents that the candidates can upload to the iRecruitment
database. Set the following profile options:
− IRC: Document Upload Count Limit
− IRC: Monthly Document Upload Count Limit
49. Set up virus scan to check the documents that candidates and managers upload to the
database. This helps you to detect infected files and protect your systems from possible virus
attack when you download documents for recruitment purposes. Refer to Oracle
iRecruitment Implementation and User Guide for information about the scripts.
50. If you are using Oracle’s geospatial data service, set the IRC: Geocode Host profile option at
the site level. Geospatial data enables distance searching in your applications. You also need
to run the location upgrade script. Refer to Oracle iRecruitment Implementation and User
Guide for information about the scripts.
51. You configure the web page layout using the Personalization Framework. Refer to the
following guided demonstration and practices in this class:
− Configuring Web Page Layouts
− Adding User Instructions
− Configuring Flexfields
− Setting up Searchable Flexfield
52. If you have set up the Additional Search Criteria, then you can determine the segments that
are matched when the concurrent processes to notify managers of suitable candidates or to
notify candidates of suitable jobs are run. Set the profile option IRC: Search Criteria
Segment Matching in the System Values Profiles window to match the segments.
53. Switch to the iRecruitment HRMS Manager responsibility to schedule processes for
iRecruitment.
Responsibility: iRecruitment HRMS Manager
54. Navigate to the Submit Request window.

Chapter 6 - Page 26
55. To ensure that users receive their e-mail notifications of suitable jobs, and that the managers
are notified of suitable candidates, you need to set up the following concurrent processes:
− iRecruitment Email Vacancies to Job Seekers: To be scheduled every night
− iRecruitment Email Job Seekers details to Vacancy owner: To run as often as you
want managers to receive an e-mail
− iRecruitment Index Synchronization: Online index rebuild to run every five
minutes and Full index rebuild to run each night
Setting Up Offers
Responsibilities: System Administrator, Local HRMS Manager, Oracle XML

Publisher, and iRecruitment HRMS Manager
56. To enable managers to create and process offers for applicants, complete the following
steps:
− Using the System Administrator responsibility:
− Configure the iRecruitment Manager and iRecruitment menus, if required, to
assign specific offer functions managers and recruiters in your enterprise.
− Set profiles for offers. iRecruitment provides profile options to define features
such as, default format for offer letters, offer duration, and the method to send
offers.
− Using the local HRMS Manager responsibility:
− Define values for offer lookups in the Application Utilities Lookups window.
− Set up compensation plans to enable hiring or line managers to assign benefit
components when they create or update offers. Check with your benefits
manager to set up compensation plans for iRecruitment applicants.
− Using the iRecruitment Recruiter responsibility, select a default template to generate
offer letters in the Offer Template Associations page.
− Using the iRecruitment HRMS Manager responsibility, schedule the following
concurrent processes to notify managers and applicants about offers approaching the
closing date and closed offers.
− iRecruitment Offer Expiry Notifications
− iRecruitment Offer Expired Notifications
For more information on how to complete these steps, see: Setting Up Offers in the
iRecruitment Implementation and User Guide
Setting Up Assessments
Responsibilities: System Administrator, Functional Administrator
57. To evaluate candidates and applicants during the recruitment process, set up the assessments
functionality.
− Managers can create assessments using the iRecruitment Recruiter responsibility as
iRecruitment delivers the predefined OTA Assessment Top Menu with the
iRecruitment Recruiter responsibility.
− To enable users of other responsibilities to create and manage assessments:

Chapter 6 - Page 27
− Add the OTA Assessment Top Menu to the responsibilities of other users using
the System Administrator responsibility.
− Grant the IRC Assessment Administration Permission Set to the configured
responsibilities using the Functional Administrator responsibility.
− Review the profile options for assessments using the Profile Options window of the
System Administrator responsibility.
− If you want to present an assessment to candidates during the registration process,
set the IRC: Registration Test profile option. You can set this option if assessments
are available.
For more information on how to complete these steps, see: Setting Up Assessments in the
iRecruitment Implementation and User Guide
Responsibility: Application Developer
A number of predefined notifications are supplied with iRecruitment. You can edit the content of
these notification messages.
58. Navigate to the Messages window by using your Application Developer responsibility:
• (N) Application > Messages
The prefix for iRecruitment Messages is IRC. For a list the predefined notifications, refer to
Oracle iRecruitment Implementation and User Guide.
59. Query the predefined notification to edit its content.
60. Edit the contents as per your company requirements.
61. Save your work.
Setting Up Agencies
Responsibilities: Oracle Services Procurement, Oracle HRMS, and System

Administrator
If your enterprise has agreements with recruiting agencies, then you define agencies and set up
agency users to work with iRecruitment.
62. Complete these steps to enable agency users to work with iRecruitment:
− Record the information about agencies that your enterprise works with, in the
Suppliers window of Oracle Services Procurement.
− Create a person record for an agency or agency user using the People window in
Oracle HRMS. This record need not represent an actual person. You can set up
one-person record for all users at an agency to enable them to use iRecruitment.
− Create a user record for an agency user to access iRecruitment. Define the user and
assign the iRecruitment Agency responsibility to the user in the Users window of

Chapter 6 - Page 28
the System Administrator responsibility. In the Person field, select the person
record that you defined earlier.
− Configure the profile options for agencies.
− Set up the login URL for agency users.
In this demonstration, you learned about the implementation steps that are required to run
iRecruitment.

Chapter 6 - Page 29
Practice - Setup for iRecruitment
Overview
In this practice, you create a setup to work with iRecruitment. You will create users and assign
responsibilities and people to the users.
Assumptions
• You can use the HRMS Manager or Super HRMS Manager responsibility. For this
demonstration, log in as hrms/welcome and use the US Super HRMS Manager
responsibility.
• You must have access to an Oracle Application Vision database or comparable training
or test instance at your site on which to complete this practice.
• Replace XX in the practice with a unique identifier such as your initials or a number.
(For instructor-led training classes, this number will be assigned to you.) This is
necessary in order to create unique records within the database when performing the
practice.
Tasks
Creating Person Records
Create the following people:

− xxHenry (manager/recruiter)
− xxJohnson (supervisor of xxHenry)
− xxKing
Note: You create a person record for xxKing to learn about the grants functionality.
Creating Responsibilities
Create the xxiRecruitment External Candidate and xx iRecruitment Manager responsibilities.

You will use these responsibilities to learn how to configure some of the elements of
iRecruitment web pages.
Use hrms/welcome as the username and password to access the System Administrator
responsibility.
Creating Users
Create users for iRecruitment and assign responsibilities to them using the Users window.
Create the following users and link them to the employees as specified in the table.

Chapter 6 - Page 30
User Employee/Candidate
XXHENRY xxHenry
XXJOHNSON xxJohnson
XXKING xxKing
Use oracle as the initial password for your users. (When you log on to the application, you can
change the password to welcome).
When you assign responsibilities, select the HRMS Manager responsibility as per the
localization that you are working with. For example, select US Super HRMS Manager or AU
HRMS Super User as appropriate.
iRecruitment Manager is the self-service responsibility supplied with iRecruitment. Use

hrms/welcome as the username and password to access the System Administrator responsibility.
Remember to prefix each username with your unique group number.
User Responsibility
XXHENRY iRecruitment Manager
iRecruitment Recruiter
System Administrator
US Super HRMS Manager
iRecruitment HRMS Manager
Application Developer
HRMS Web ADI
Human Resources Intelligence – End User
iRecruitment Employee Candidate
Manager Self-Service
xxiRecruitment Manager
XXJOHNSON iRecruitment Manager
iRecruitment Recruiter
System Administrator
US Super HRMS Manager
Application Developer
HRMS Web ADI
Human Resources Intelligence – End User
iRecruitment HRMS Manager
iRecruitment Employee Candidate
Manager Self-Service
xxiRecruitment Manager
XXKING xxiRecruitment External Candidate

Chapter 6 - Page 31
Note: When external users register with iRecruitment, the application automatically assigns the
iRecruitment External Candidate responsibility.
You manually create the user xxKing to learn about the grants functionality in iRecruitment.
Creating a Grant
iRecruitment uses the Grants model to determine the functions that users can access. If you
manually create a new user, in addition to granting the user the correct responsibility, you must
grant the users the correct permission set using the Functional Administrator responsibility.
Similarly, you must create grants if you are using custom responsibilities for external candidates
and employee candidates.
In this practice, you learn how to create a grant for xxKing and enable the candidate to access
external candidate functions.
Also create a grant for xxHenry to enable the manager to access the custom iRecruitment
Manager responsibility and complete personalization tasks.
Testing the New Users
You have created your users for iRecruitment and now want to verify that they have been
assigned the correct responsibilities.
Log in to iRecruitment as xx Henry and verify whether the responsibilities that you defined are
correct for the user. Repeat the steps to check the responsibilities assigned to xx Johnson and xx
King.

Chapter 6 - Page 32
Solution - Setup for iRecruitment
Creating Recruiters
Responsibility = US Super HRMS Manager, Vision Corporation
1. Navigate to the People window:
(N) People > Enter and Maintain
2. Click New in the Find Person window to enter a new record.
3. Set your effective date to 01-JAN-2006.
4. In the Last field, enter xxHenry, where xx is the unique identifier given by your instructor.
5. In the First field, enter Paul as the first name.
6. Select a gender.
7. Select Create Employment in the Action field and select Employee as the person type.
8. If required, enter the social security number or the national identifier as per the localization.

Chapter 6 - Page 33
9. Enter a birth date.
10. In the Further Person Information region, enter the information as required by your
legislation. For example, complete the Payroll Tax field if you are working with Australian
legislation.
11. Save your work.
12. Repeat the steps to create xxJohnson.
13. Query xxHenry.
14. Click the Assignment button.
15. Select the Supervisor tab to assign the supervisor for xxHenry.
16. Select xxJohnson as the supervisor.
17. Select Correction in the Choose an Option window.
Note: You can only update a record that is at least 1 day old.
18. Save your work.
19. Repeat the steps to create xxKing. Provide the following details:

Chapter 6 - Page 34
− Last: xxKing
− First: Stanley
− Action: Other
− Person Type for Action: Candidate
Creating Responsibilities
Responsibility = System Administrator
20. Navigate to the Responsibilities window:
• (N) Security > Responsibility > Define
21. Enter xxiRecruitment External Candidate as the Responsibility Name.
22. Enter Human Resources as the Application.
23. Enter xxIREC_EXT_CAN as the Responsibility Key.
24. Set the Effective Date to 01-JAN-2006.
25. In the Available From region, select Oracle Self-Service Web Applications.
26. In the Menu field, select IRC External Candidate Menu.

Chapter 6 - Page 35
27. In the Data Group region, enter Standard as the name.
28. Enter Human Resources as the Application.
29. Save your work.
30. Repeat the steps to create xx iRecruitment Manager responsibility. Enter the following
details:
− Name: xxiRecruitment Manager
− Application: Human Resources
− Responsibility Key: xxIREC_MAN
− Effective Date: 01-JAN-2006
− Menu: IRC Manager Menu
− Data Group Name: Standard
− Data Group Application: Human Resources
− Request Group Name: iRecruitment Processes
− Request Group Application: Human Resources
Creating Users
31. Navigate to the Users window:
• (N) Security > User > Define

Chapter 6 - Page 36
32. Enter the username XXHENRY as specified in the practice.
33. Enter the password for your user. Use oracle as the initial password. (You will need to enter
the password twice in lowercase).
34. Select xxHenry as the person.
35. Set the effective date to 01-JAN-2006.
36. Switch to the Responsibilities tabbed region.
37. Enter the responsibilities for XXHENRY as given in the practice table. Select Standard as
the Security Group and enter 01-JAN-2006 in the Effective Date From field.
38. Save your work.
39. With the cursor on the User Name field, click the New icon.
40. Enter the username XXJOHNSON as specified in the practice.
41. Enter the password for your user. Use oracle as the initial password. (You will need to enter
the password twice in lowercase.)
42. Select xxJohnson as the person.

Chapter 6 - Page 37
43. Set the effective date to 01-JAN-2006.
44. Switch to the Responsibilities tabbed region.
45. Enter the responsibilities for XXJOHNSON as given in the practice table. Choose Standard
as the Security Group and enter 01-JAN-2006 in the Effective Date From field.
46. Save your work.
47. Repeat the steps to create the user: XXKING. Provide the following details:
− User Name: XXKING
− Use oracle as the initial password. (You will need to enter the password twice in
lowercase.)
− Person: xxKing
− Effective Date: 01-JAN-2006
− Responsibility: xx iRecruitment External Candidate
48. Save your work.
49. Close the Users window.
Creating a Grant
50. Log in to the Functional Administrator responsibility.
51. On the Grants page, click Create Grant.

Chapter 6 - Page 38
52. Enter xx_king_cand_grant as the grant name.
53. Set 01-JAN-2006 as the effective date.
54. In the Grantee Type list, select the Specific User option.
55. Select xxKing as the grantee.
56. Select xx iRecruitment External Candidate as the responsibility.
57. Click Next to define the permission set for the grant.
58. Select the IRC External Candidate Permission Set (IRC_EXT_CANDIDATE_PSET).
59. Click Next to review the grant information.

Chapter 6 - Page 39
60. Review grant details and click Finish.
You have successfully created a grant for the candidate. This grant enables the candidate to
access all the functions within the external candidate responsibility.
Repeat the steps to create a grant for xxHenry. Provide the following details:
− Name: xx_henry_man_grant
− Effective From: 01-JAN-2006
− Grantee Type: Specific User
− Grantee:xxhenry
− Responsibility: xx iRecruitment Manager
− Set: IRC Manager Menu (IRC_MANAGER_MENU).
Testing the New Users
61. Display the Vision login page.
62. Enter xxHenry as the Username and enter oracle in the Password field.
63. Click Login to display the Change Password page.
64. Enter oracle in the Old Password field.
65. Enter welcome in the two New Password fields.
66. Click OK.
67. Verify whether the list of responsibilities corresponds to the responsibilities that you
assigned to the user in the previous practice.
68. Click the Logout link.
69. Repeat the steps to check the responsibilities of xxJohnson and xxKing.

Chapter 6 - Page 40
Summary

Chapter 6 - Page 41

Chapter 6 - Page 42
Configuring iRecruitment
Pages
Chapter 7
Configuring iRecruitment Pages

Chapter 7 - Page 1

Chapter 7 - Page 2
Objectives

Chapter 7 - Page 3
iRecruitment Page Components
iRecruitment Page Components

Oracle iRecruitment is a highly extensible and configurable application that enables you to
design a recruitment site that addresses your business requirements. You can tailor the content,
labels, links, and logos of iRecruitment to match your corporate identity.

Chapter 7 - Page 4

The sample web pages show which elements an administrator can configure. For example you
may want to display the flexfield to gather additional information or change the region labels.
Similarly you can hide the Date of Birth of field available in the Application page to meet your
statutory requirements.

Chapter 7 - Page 5

Chapter 7 - Page 6
Personalization Framework
Personalization Framework
Oracle iRecruitment uses the the capabilities of Personalization Framework, a component of
the Oracle Applications (OA) Framework technology that enables you to modify many aspects
of the appearance and behavior of web pages.
For additional information, see: Introduction to Oracle Application Framework, Release 12
Documentation - document on Metalink (Note # 391554.1 )

Chapter 7 - Page 7
Personalization Levels in iRecruitment
Personalization Levels in iRecruitment

Personalization Framework enables you to configure web pages at different levels: function,
localization, site, organization, responsibility, and user. These levels help the implementation
teams to target the personalizations at specific users.
Function is the highest level of personalization. If you set a value at the highest level and do
not personalize at the lower levels such as responsibility, then the default value is inherited at
the lower levels. You can personalize at the lower levels and override the default value.
An end user such as registered user can personalize certain tables in query regions and the
personalizations would affect no one else. For example you can save a keyword search, and
personalize your view settings.

Chapter 7 - Page 8
Profile Options for Personalization Framework

Before you can personalize a region at a personalization level, you must set the Personalize
Self-service Defn profile option to Yes for the user you are signing in as. This profile option
enables the global Personalize Page link on every page so that you can personalize any page or
region.
Additionally, you can set the FND: Personalization Region Link Enabled profile option to Yes,
to enable Personalize Region links for each region in a page. When this profile is enabled,
"Personalize Region" links appear for each region. You can use this link to work through
personalization for a specific region.

Chapter 7 - Page 9

Chapter 7 - Page 10
Guided Demonstration - Overview of Configuring iRecruitment
Pages
This demonstration provides an overview of configuring iRecruitment pages. As Oracle
iRecruitment uses the capabilities of Personalization Framework, a component of the Oracle
Applications (OA) Framework technology you can modify many aspects of the appearance and
behavior of web pages to suit your business needs.
In this demonstration, you also learn to use one of the features of Personalization Framework to
display a hidden field. The Date of Birth field is hidden by default in the Basic Details region of
the My Account page. There is a requirement to capture the date of birth information of your
candidates. You learn to display this field in the Basic Details region of your responsibility: xx
iRecruitment External Candidate.
Enabling Profile Options for Personalization
1. Navigate to the System Profile Values window using the System Administrator
responsibility:
2. Select the Site, User, and Profiles with No Values check boxes.
3. Select xxKing in the User field.
4. Query the two profiles:

− Personalize Self-Service Defn
− FND: Personalization Region Link Enabled
5. Set the profile options to Yes at the User level to enable personalization.
Note: The Personalize Self-Service Defn profile option enables the global Personalize Page
link on every page so that you can personalize any page or region. Additionally, FND:
Personalization Region Link Enabled profile option enables personalize links for each
region in a page. For example, you can view the Personalize Applicant Personal Details link
in the Basic Details region of the My Account page of iRecruitment External Candidate
responsibility.
Responsibility: xx iRecruitment External Candidate
6. Log in to the xxiRecruitment External Candidate responsibility.
7. Click the home link in the xx iRecruitment External Candidate menu to display the home
page.

Chapter 7 - Page 11
8. Select the My Account link to display the My Account page.
9. Click the Personalize Page link to display the Personalize Page: My Account page. You can
view the Personalization Context region that shows the scope, document name and the
function that you are personalizing.
10. Scroll down the page to the Personalization Structure table that contains links to the
personalization functions.
Different personalization functions are available from this table.
Some of the common personalization functions include:

− Personalize: Click this icon to display the Personalization Properties.
− Reorder: Use this icon to change the sequence of regions in a page or items in a
region.
− Create Item: Use this icon to add items such as messages and fields to a selected
region.
− Note: You can only add an item at the Site, Localization, or Function levels.
− Update Item: Use this icon to update the properties for an item created using the
Create Item function.
− Delete Item: Use this icon to delete an item from a page or region.
11. Click the Personalize icon for the Family Name page element. The Personalize Message
Text Input: Family Name page appears. Scroll down the page.
Note: The properties and functions available vary according to the type of page element you
have selected for personalization.
The columns have the following significance:

− Original Definition: This shows the base definition as stored in the MDS (Meta Data
Services) Repository.
− Columns for personalization: The application displays the columns in order of
precedence (lowest to highest). You can enter a value for each of the available
personalization levels. If a field does not contain a personalization, it has the value
Inherit. In this case, the field inherits its value from the corresponding field in the
preceding column. For example, if you enter the prompt Last Name for a field at the
Site level, select Inherit value to ensure that the same prompt is used for all
subsequent personalization levels.
− Result/Source: This column displays the final personalization.
The rows relate to the attributes that you can personalize for your page element. Some of the
common properties include:
− Prompt: Enter a prompt for the page element.
− Rendered: This attribute determines whether a page element is hidden (False) or
displayed (True).
Note: For more information about personalization, see:

Chapter 7 - Page 12
− Oracle Applications Framework Release 11i Documentation Roadmap (Metalink
Note # 275880.1).
− Oracle Application Framework Documentation Resources, Release 12 (Metalink
Note # 391554.1)
Displaying Birth Date Field
12. Return to Personalize Page: My Account.
13. Click Choose Context to display the Choose Personalization Context page.
14. Deselect the Include check box in the Site field to create personalization at the responsibility
level.
15. Confirm whether the Responsibility field displays your responsibility: xx iRecruitment
External Candidate.
16. Click Apply to display Personalize Page: My Account.
17. Scroll down to the Personalization Structure table that contains links to the personalization
functions.
18. Click the Personalize icon for the Birth Date page element. The Personalize Message Text
Input: Birth Date page appears. Scroll down the page to the Rendered row.
Note: As the Birth Date field does not contain a personalization at the responsibility level it
has the value Inherit. In this case, the field inherits its value from the corresponding field in
the preceding column.
19. Select True in the Rendered row for the xxiRecruitment External Candidate responsibility.
The Rendered attribute determines whether the page element is hidden (False) or displayed
(True).
20. Click Apply to save your changes.
21. Click Return to Application on the Personalize Page: My Account to view your changes.
Now the Basic Details region displays the Birth Date field.

Chapter 7 - Page 13
Practice - Enabling Profile Options for Personalization
Overview
In this practice, you learn to enable the profile options to use Personalization Framework. Use
Personalization Framework to modify delivered web pages to suit your business requirements.
Assumptions
• In this practice log in as profileoptions/welcome to work with the System Administrator
responsibility.
(For instructor-led training classes, this number will be assigned to you). This is
practice.
Tasks
Enabling Personalization
To make changes to the web pages used in iRecruitment you need to enable Personalization
Framework functionality using the profile options.
Set the following profile options so that xxKing and xxHenry can access Personalization
Framework:
− Personalize Self-Service Defn
− FND: Personalization Region Link Enabled

Chapter 7 - Page 14
Solution - Enabling Profile Options for Personalization
Enabling Personalization
1. Navigate to the System Profile Values window using the System Administrator
responsibility:
2. Select the Site, User, and Profiles with No Values check boxes.
3. Select xxHenry in the User field.
4. Enter Personalize Self-Service Defn in the Profile field.
5. Click the Find button to display the System Profile Values window.

Chapter 7 - Page 15
6. Confirm that the value in the Site field is No.
7. Enter Yes as the value in the User field to enable personalization at the user level.
8. Save your changes.
9. Repeat the steps to set the FND: Personalization Region Link Enabled profile option to Yes
at the User level.
10. Repeat the steps to set the profile options for the user: xxKing

Chapter 7 - Page 16
Additional Options for Tabular Regions
Additional Options for Tabular Regions

You can modify the number of columns and rows in tables. You can also change the column
labels and change the sequence of columns. For example, in this table you can reorder the
column heading and move Location column next to the Position Name column.

Chapter 7 - Page 17
Adding or Editing User Instructions
Adding or Editing User Instructions

To create new messages or edit existing messages, log on with the Application Developer
responsibility and choose Application -> Messages. Create a new message and save it. Then
you can use Personalization Framework to add your instruction to the web page. For
information on translating messages created using the Messages window and Message
Dictionary refer to Application Message Standards in Oracle Applications Developer's Guide
You can also use the Personalization Framework Create Item feature to create user instructions
and fields. You can then translate this text into any installed languages at your site. For
information on translating messages created using the Personalization Framework feature, refer
the OA Customization Framework document on Metalink (Note # 275880.1).

Chapter 7 - Page 18
Practice - Changing and Displaying Fields in iRecruitment Pages
Overview
In this practice, you learn how to use the Personalization Framework to modify delivered web
pages to suit your business requirements. In this example, you learn how to change field names
and display field hidden by default at the responsibility level.
Assumptions
• You can use iRecruitment External Candidate responsibility. In this practice, log in as
xxKing to work with the xxiRecruitment External Candidate responsibility.
• Replace xx in the practice with a unique identifier such as your initials or a number.
practice.
Tasks
For the purposes of this practice imagine that, you host multiple recruiting sites and that you
need to make changes in the Basic Details region of the My Account page to suit business
requirements of a specific customer. Use the Personalization Framework features to change field
label and display a field that is hidden by default.
Changing Field Label
In this example, you learn how to change the field label for the Family Name prompt to Last
Name in the Basic Details region.
Displaying Hidden Field
The Gender field is hidden by default in the Basic Details region of the My Account page of your
responsibility. You learn to display the Gender field in the My Account page.

Chapter 7 - Page 19
Solution - Changing and Displaying Fields in iRecruitment Pages
Changing Field Label
Responsibility = xxiRecruitment External Candidate
1. Log on to xxiRecruitment External Candidate responsibility using xxKing/welcome.
2. Click the Home link from the menu.
3. Click the My Account link to display the My Account Page.
4. Click the Personalize Page link.

Chapter 7 - Page 20
5. Click Choose Context to display the Choose Personalization Context page.
6. Deselect the Include check box in the Site field to create personalization at the responsibility
level.
7. Confirm whether the Responsibility field displays your responsibility: xxiRecruitment

External Candidate.
8. Click Apply to display the Personalize Page: Applicant Home Page. This page displays the
Personalization context for the xxiRecruitment External Candidate responsibility. You can
view the Personalization Structure table that contains links to the personalization function.

Chapter 7 - Page 21
9. Click the Personalize icon for the Family Name page element. The Personalize Message
Text Input: Family Name page appears. Scroll down the page to the Prompt row.
Note: As the Prompt field does not contain a personalization at the responsibility level it has
the value Inherit. In this case, the field inherits its value from the corresponding field in the
preceding column.

Chapter 7 - Page 22
10. Enter Last Name in the Prompt field for xxiRecruitment External Candidate responsibility.
12. Click the Return to Application link to view the changes to the prompt.
Displaying Field Label
13. Repeat the steps to navigate to the Personalize Page: Applicant Home Page.
14. Click the Personalize icon for the Gender page element.
The Personalize Message Choice: Gender page appears. Scroll down the page to the Rendered
row.

Chapter 7 - Page 23
Note: As the Rendered field does not contain a personalization at responsibility level it has
the value Inherit. In this case, the field inherits its value from the corresponding field in the
preceding column.
15. Select True in the Rendered row for the xxiRecruitment External Candidate responsibility.
The Rendered attribute determines whether the page element is hidden (False) or displayed
(True).
17. Click Return to Application to view your changes.
Now the Basic Details region displays the Gender field.

Chapter 7 - Page 24
Guided Demonstration - Adding User Instructions
In this guided demonstration, you learn how to use the Personalization Framework to add user tip
at the site level.
Create the following instruction: ‘This is for information purposes’ for the Gender field on the
My Account page.
You learn to place the instruction text at the appropriate location on the page using the Reorder
feature.
In this demonstration, use the xxiRecruitment External Candidate responsibility.
Adding User Instructions at the Site Level
Responsibility: xxiRecruitment External Candidate
1. Log on to xxiRecruitment External Candidate as xxKing/welcome.
2. Select the Home link from the menu.
4. Click the Personalize Basic Details link to display the Personalize Region: Basic Details
page.
You can view the Personalization Structure table that contains links to the personalization
functions.
5. Click the Create Item icon to display the Create Item page.
6. Select Raw Text as the item style to create the user instruction text.
7. Enter a unique ID for example instructiontext. Leave the default values as they are in other
fields.
8. In the Text field enter: <i> <font size="1" face="Verdana"> This is for information
purposes. </font> </i>
9. Save your work.
10. Click Return to Application to view your messages
You can view the messages at the end of the Basic Details region.
Note: OA Framework uses the translation layer to translate messages. For information on
translating customized messages, refer to:

Chapter 7 - Page 25
− Oracle Applications Framework Release 11i Documentation Roadmap (Metalink
Note # 275880.1).
− Oracle Application Framework Documentation Resources, Release 12 (Metalink
Note # 391554.1)
In the following task, you learn to reorder the page items and place the instruction at the
appropriate location on the page.
Reordering the Page Items
11. Click the Personalize Basic Details link to display the Personalize Region: Basic Details
page
12. Click the Reorder icon to display the Reorder Contents of Default Single Column: Basic
Details
13. Scroll down the page.
14. Select the Personalize check box for the Site level to reorder the contents.
15. Select your messages and use the arrows to move the messages to the appropriate location.
Place the message: This is for information purposes below the Gender field.
17. Select Return to Application link to view your changes.

Chapter 7 - Page 26
Practice - Modifying Existing Messages in iRecruitment
Overview
In this practice, you learn how to modify existing messages in iRecruitment to suit your business
needs.
Assumptions
• In this practice, log in as xxKing to work with the xxiRecruitment External Candidate
responsibility.
practice.
Tasks
Creating User Instruction
In this example, you learn to create a message xxCHANGED_UPLOAD_TIP and replace the
predefined tip: IRC_GEN_DOC_LOAD_BUTTON_TIP that appears on the My Account page.
You learn to create a new message using the Messages window of the Application Developer
responsibility.
Adding User Instruction to Web Page
Use the Personalization Framework to add the new tip.

Chapter 7 - Page 27
Solution - Modifying Existing Messages in iRecruitment
Creating a User Instruction
Responsibility = Application Developer
1. Navigate to the Messages window using the Application Developer responsibility.
• (N) Application > Messages
2. In the Name field, enter the following message name:

− xxCHANGED_UPLOAD_TIP
3. Select US as the Language.
4. Select Human Resources as the Application.
5. In the Current Message Text area, enter the following message:

− Click Add Another Document button to add supporting documents, for example, a
cover letter.
6. Save your work and close the Messages window.

Chapter 7 - Page 28
Adding the User Instruction to the Web Page
Responsibility: xxiRecruitment External Candidate
7. Log on to xxiRecruitment External Candidate responsibility as xxKing/welcome.
8. Click the Home link from the menu.
10. Navigate to the Documents region.
11. View the tip. Currently it displays the predefined text. In this example, you learn to replace
the existing message with your customized message.
12. Click the Personalize Page link to navigate to Personalize Page: My Account.
13. Click Choose Context to define the personalization level.
14. Deselect the Site Include check box to personalize at your responsibility level
xxiRecruitment External Candidate.
functions.

Chapter 7 - Page 29
16. Click the Personalize link for the tip (Tip: (DocumentsRN.FndUploadInstructions) to
display the personalization page.

Chapter 7 - Page 30
17. Navigate to the Tip Message Name. You can see that the site and the responsibility columns
inherit the original definition value of the predefined message:
IRC_GEN_DOC_LOAD_BUTTON_TIP.
18. Enter xxCHANGED_UPLOAD_TIP as the new value for your xxiRecruitment External
Candidate responsibility.
19. Click Apply to save your work.
20. Click Return to Application.
Now you can view your changed instruction.

Chapter 7 - Page 31
Display Flexfields
Display Flexfields
iRecruitment enables you to display and personalize flexfields on candidate and vacancy pages
to record information specific to your business requirements. You can use descriptive flexfields
to track additional information. For example, in addition to entering an extensive range of
information against a vacancy you can use the Additional Vacancy Details Flexfield to record
further information such as Job code and Pay range. Similarly you can set up the Additional
Search Criteria Details flexfield to capture information specific to your vacancy requirements
and find candidates suitable to the vacancy.
For information on configuring flexfields in iRecruitment pages, refer Oracle iRecruitment
Implementation and User Guide.

Chapter 7 - Page 32
Practice - Creating and Displaying Flexfield Segments
Overview
In this practice, you learn how to use the Personalization Framework to modify delivered web
pages to suit your business requirements. For the purposes of this practice imagine that, you
require the passport details of candidates who apply to the xx Executive Assistant to VP vacancy
in your enterprise. In this example, you learn to create two fields: Passport Number and Passport
Expiry Date to meet these business requirements.
Assumptions
• You can use the System Administrator and the iRecruitment External Candidate
responsibilities. In this practice:
− Log in as hrms/welcome to use the System Administrator responsibility to create
flexfield segments.
− Log in as xxKing/welcome to use the xxiRecruitment External Candidate
responsibility and to display flexfield segments on the web pages.
practice.
Tasks
Creating Additional Personal Details Flexfield Segments
You have a requirement to record information about the passport number and the passport expiry
date. Use the Additional Personal Details Flexfield to create the following flexfield segments
using the Descriptive Flexfield Segments window:
− xxPassport Number
− xxPassport Expiry Date
Note: If this practice is done in a class then, an instructor can unfreeze and freeze the
flexfield.
Displaying Flexfield Segments in the My Account Page
You learn to include the segments: xxPassport Number and xxPassport Expiry Date in the Basic
Details Region of the My Account page.

Chapter 7 - Page 33
Solution - Creating and Displaying Flexfield Segments
Creating Additional Personal Details Flexfield Segments
1. Navigate to the Descriptive Flexfield Segments window using the System Administrator
responsibility:
• (N) Application > Flexfield > Descriptive > Segments
2. Query the Additional Personal Details flexifeld using <Additional Personal%>.

Chapter 7 - Page 34
3. Deselect the Freeze Flexfield Definition check box to create segments for this flexfield.
Note: If this practice is done in a class, then request your instructor to deselect the Freeze Flexfield
Definition check box.
4. Select OK in the Caution window.
5. In the Context Field Values region, enter xxApplicant Details.
6. Make sure that the Enabled check box is selected for the context field value.
7. Click the Segments button to add segments in the Segments Summary window.

Chapter 7 - Page 35
8. Click the selector and enter xxPassport Number as the name of the segment.
9. Enter a number for the segment.
10. Select a column for the segment to specify the location of this segment in the descriptive
flexfield structure.
11. Select the Enabled and Displayed check boxes to ensure this segment is available in the
descriptive flexfield structure.
12. Repeat the steps to create the segment: xx Passport Expiry Date.
13. Select the xxPassport Number segment.
14. Deselect the Required option, unless you want to force users to complete this field.
15. Save your work.
16. Repeat the step to confirm that the Required check box is not selected for the xx Passport
Expiry Date segment.

Chapter 7 - Page 36
17. Save your work and close the window.
18. In the Segment Summary window select PER_DATES_STANDARD as the value set for the
xxPassport Expiry Date segment.
19. Save your work and close the Segments Summary window.
20. Select the Freeze Flexfield Definition check box in the Descriptive Flexfield Segments
window.
Note: If this practice is done in a class, then request your instructor to freeze and compile the flexfield.
22. Click Compile to compile your Additional Search Criteria Details flexfield.
23. Select OK in the confirmation window.
Displaying the Select Flexfield Segments in the My Account Page
Responsibility = xx iRecruitment External Candidate
24. Log in to xx iRecruitment External Candidate responsibility.

Chapter 7 - Page 37
26. Click the Personalize page link.
27. Click Choose Context to define the scope of your personalization.

Chapter 7 - Page 38
28. Deselect the Site Include check box to display the flexfield segments at the responsibility
level.
29. Check whether the Responsibility field displays your responsibility: xxiRecruitment
External Candidate.
function.
31. Scroll down to the Flex: Candidate Person row. This is the item name of the Additional
Personal Details flexfield.
32. Select the Personalize icon to display the Personalize Flex: Candidate Person page.

Chapter 7 - Page 39
33. Select True in the Rendered field for your responsibility to display select segments. If the
value is already set to True, then accept the default value.
34. In the Segment List field for the xxiRecruitment External Candidate responsibility, enter the
segments in the following format:
xxApplicant Details|xxPassport Number|xxPassport Expiry Date
Note: To display all the context segments, leave the Segment List field blank. To display
only selected segments, enter the segments in the Segment List using the given format.
When you enter the select segments ensure to provide the exact name as you have given in
the Segments Summary window.

Chapter 7 - Page 40
Practice - Configuring Searchable Flexfield
Overview
In this practice, you learn how to use Personalization Framework to modify delivered web pages
to suit your business requirements. For the purpose of this practice, imagine that you need to
capture additional candidate information such as shift work preferences and citizenship status so
that these details are available for managers when they search suitable candidates for their
vacancies. You can set up the Additional Search Criteria Details flexfield to define what
information you want to capture and then add these additional fields to the candidate’s Work
Preference page. You can then include these same fields in your vacancy search pages so that the
information is available to managers performing searches.
Assumptions
• You can use the System Administrator, local iRecruitment External Candidate, and
iRecruitment Manager responsibilities. In this practice:
− Log in to the System Administrator responsibility to create flexfield segments
− Log into the xxiRecruitment External Candidate and xxiRecruitment Manager
responsibilities to display flexfield segments in the web pages.
practice.
Tasks
Creating Additional Search Criteria Flexfield Segments
Use the Additional Search Criteria Flexfield to record information about the candidates such as
shift preferences and citizenship status. You learn to create the following flexfield segments
using the Descriptive Flexfield Segments window:
− xxShift Work Preferences
− xxCitizenship Status
Note: If this practice is done in a class then, an instructor can unfreeze and freeze the
flexfield.
Create Values for the Value Set
Add the following values for the value set xx Shift Work Preferences
− Day Shift

Chapter 7 - Page 41
− Evening Shift
− Night Shift
Displaying Flexfield Segments in the Work Preferences and the Vacancy Search
Pages
You learn to include the segment: xxShift Work Preferences in the Work Preferences and the
Vacancy Search pages for your responsibility. The candidates’ information is available to
managers when they perform the vacancy search. You use the Personalization Framework
feature to complete the task.

Chapter 7 - Page 42
Solution - Configuring Searchable Flexfield
Creating Additional Search Criteria Flexfield Segments
1. Navigate to the Descriptive Flexfield Segments window using the System Administrator
responsibility:
• (N) Application > Flexfield > Descriptive > Segments
2. Query the Additional Search Criteria Details flexifeld using <Additional Search%>.

Chapter 7 - Page 43
3. Deselect the Freeze Flexfield Definition check box to create segments for this flexfield.
Note: If this practice is done in a class, then request your instructor to deselect the Freeze Flexfield
Definition check box.
5. Select Displayed, if the check box is not already selected.
6. In the Context Field Values region xxAdditional Search to create segments.
7. Verify that the Enabled check box is selected.
8. Select xxAdditional Search and click the Segments button to add segments in the Segments
Summary window.

Chapter 7 - Page 44
9. Click the selector and enter xx Shift Work Preferences as the name of the segment.
10. Enter a number for the segment.
11. Select a column for the segment to specify the location of this segment in the descriptive
flexfield structure.
12. Select the Enabled and Displayed check boxes to ensure this segment is available in the
descriptive flexfield structure.
13. Repeat the steps to create the segment: xxCitizenship Status.
14. Select the xxShift Work Preferences segment.
15. Deselect the Required option, unless you want to force users to complete this field.
16. Save your work.
17. Repeat the step to check that the Required check box is not selected for the xx Citizenship
Status segment.
18. Save your work and close the window.
19. In the Segment Summary window select the xxShift Work Preferences segment.
20. Click the Value Set button to create value set.

Chapter 7 - Page 45
Creating a Value Set
21. Define a new Value Set with the following details:

− Name = xxShift Work Preferences (where xx is your unique group number)
− List Type = Poplist
− Format Type = Char
− Maximum Size = 30
− Validation type = Independent.
22. Save your work and close the Segments window.
23. In the Segments Summary window select the value set xxShift Work Preferences for the
xxShift Work Preference segment.
24. Save your work and close the Segments Summary window.
25. Select the Freeze Flexfield Definition check box in the Descriptive Flexfield Segments
window.
Note: If this practice is done in a class, then request your instructor to freeze and compile the flexfield.
27. Click Compile to compile your Additional Search Criteria Details flexfield.
28. Select OK in the confirmation window.


Chapter 7 - Page 46
Adding Values to the Value Set
29. Navigate to the Segment Values window using the System Administration responsibility:
• (N) Application > Flexfield > Descriptive > Values
30. Query the Value Set you defined for xx Shift Work Preferences and enter the list of values
given in the Tasks section of the practice.
31. Save your work.
Displaying the Select Flexfield Segment in the Work Preferences Page
32. Log in to xxiRecruitment External Candidate responsibility.
33. Click the My Account link on the home page.
34. Click the Preferences tab to display work and account preferences details.

Chapter 7 - Page 47
Note: The Work Preferences page displays the segments that you created. In this example,
you learn to display only the xxShift Work Preferences segment.
35. Click the Personalize Page link to display the personalization page.
36. Click Choose Context to define the personalization scope.
37. Deselect the Site Include check box to display the flexfield segments at the responsibility
level.

Chapter 7 - Page 48
functions.
39. Click the Personalize icon for Flex: Search Criteria to display the Personalize Flex: Search
Criteria page. SearchCriteriaFlex is the item name of the Additional Search Criteria
flexfield.

Chapter 7 - Page 49
40. Select True in the Rendered field for your responsibility to display select segments.
41. In the Segment List field for the xxiRecruitment External Candidate responsibility, enter the
segment that you want to display in the following format:
xxAdditional Search|xxShift Work Preferences
Note: To display all flexfield segments, leave the Segment List field blank. To display only
selected segments, enter the segments in the Segment List using the given format. When you
enter the select segments ensure to provide the exact name as you have given in the
Segments Summary window.
Displaying the Additional Search Criteria Flexfield Segments in the Vacancy

Search Pages
Responsibility = xxiRecruitment Manager
44. Log on to xxiRecruitment Manager responsibility.

Chapter 7 - Page 50
45. Click the Search for Vacancies link in the home page to display the Vacancies page.
Note: In this example, you learn to display only the xx Shift Work Preferences segment.
48. Deselect the Include check box to personalize the flexfield segments at the responsibility
level.
50. Navigate to the Flex: VacancySearchQuery.SearchCriteriaFlex) row.
51. Click the Personalize icon for the row.

Chapter 7 - Page 51
52. Select True as Rendered for your xxiRecruitment Manager responsibility.
53. In the Segment List field for the xxiRecruitment Manager responsibility, enter the segments
that you want to display in the following format:
Now you will learn to display the flexfield segments in the search return table so that managers
can view the results when they perform a search.


Chapter 7 - Page 52
58. Deselect the Include check box to personalize at the responsibility level.
60. Navigate to the Flex: (VacancySearchQuery.SearchCriteriaFlexResults) row.
61. Click the Personalize icon.
62. Scroll down the page to the Rendered row.
63. Select True as Rendered for your xxiRecruitment Manager responsibility.
64. In the Segment List field for the xxiRecruitment Manager responsibility, enter the segments
that you want to display in the following format:

Chapter 7 - Page 53

Chapter 7 - Page 54
Summary

Chapter 7 - Page 55

Chapter 7 - Page 56
Managers and Recruiters:
Assessments
Chapter 8
Managers and Recruiters: Assessments

Chapter 8 - Page 1

Chapter 8 - Page 2
Objectives

Chapter 8 - Page 3
Assessments - Overview
Assessments – Overview
As recruiting managers, you may find it difficult to deal with huge volumes of candidate
records and identify key candidates in a reasonable amount of time. Candidates and applicants
vary widely in their skills and work styles. Often, you can eliminate applicants, as they do not
meet the minimum qualifications for the job.
iRecruitment provides the online assessment functionality to use in the recruitment process.
The following slides provide an overview of the functionality and explain how to create
assessments.

Chapter 8 - Page 4
iRecruitment enables enterprises to use assessments (surveys and tests) in their recruiting
process.
Assessments help enterprises, for example, to:
• Collect details about employability and work preferences to screen candidates.
• Measure skills required for jobs.
Managers and recruiters can create assessments to present them to the candidates during the
registration and job application processes.

Chapter 8 - Page 5
Creating Assessments
Creating Assessments
This slide shows the sequence of tasks required to create assessments. Each of the steps is
discussed in detail in the following slides.

Chapter 8 - Page 6
Creating Question Banks

Chapter 8 - Page 7
Creating Questions
Creating Questions
When creating questions in a question bank, you select a question type based on the objective
of your question.
You can create the following question types:
• Fill in the blank (text response)
• Fill in the blank (numeric response)
• True or false
• Multiple choice (single correct response)
• Multiple choice (multiple correct responses)
A response is a possible answer to a question. The number of responses depends on the
question type.
Feedback enables you to provide an explanation to the learner for correct and incorrect
responses to a question.

Chapter 8 - Page 8
Creating Surveys and Tests
Creating Surveys and Tests

After you have created a question bank and added the required questions, you can create
surveys and tests.
When you create a scored test, you specify a mastery score to indicate the minimum pass mark
for a test. When you set a mastery score for the test, an applicant passes or fails a test based on
the results.
You can set up different tests on a vacancy by vacancy basis.
You must publish surveys and tests so that they are available for use in iRecruitment.

Chapter 8 - Page 9
Analyzing Test Results
Analyzing Test Results

Analyze the results of candidates and applicants, either for a test or for individual questions in
the Learner summary section. You can view details such as the number of applicants who have
attempted, passed, or failed a vacancy test. You can use assessment results to shortlist
applicants for a vacancy.
For more information, see: Creating and Managing Assessments for iRecruitment in the online
help.

Chapter 8 - Page 10
Guided Demonstration - Overview of Assessments
This demonstration provides an overview of creating and managing assessments in iRecruitment.
This demonstration takes you through the following sequence of tasks required to create and
manage assessments:
• Creating question banks and questions
• Creating surveys and tests
• Managing sections
• Analyzing test results
For this demonstration, log in as bpalmer/welcome and use the iRecruitment Recruiter
responsibility.
Note: This demonstration uses predefined assessments to understand the sequence of tasks
required to create and manage assessments.
Responsibility: iRecruitment Recruiter
1. Click the Assessment Administration link to navigate to the Assessment page.
Assessments are shared across all business groups, and so the user that you choose will see the
same assessments as another user with access to the iRecruitment Recruiter responsibility.
Creating Question Banks and Questions
This task demonstrates how to create question banks and questions.
2. Click Create Question Bank.
A question bank is a repository of questions and possible responses. At least one question bank
must exist before you create a test.
To create a question bank, provide the following details:

− Name of the question bank
− Start and end dates to indicate the availability of the question bank
3. To create questions for a question bank use the Create Question page.
In this example, we use a predefined question bank to view the Create Question page.
4. Select the predefined General Assessment Score question bank.
5. Click the Manage Questions icon.

Chapter 8 - Page 11
6. Click Update for one of the predefined questions to understand the properties of a question.
You can use HTML code to highlight your question. If you plan to use the question in a scored
test, you add the required points for your question.
7. Click Cancel to return to the previous page.
8. To create questions, click Create Question. The Create Question page appears.
You can create different types of questions. Once you create a question, you cannot change from
one type to another, since the style of responses depends on the question type.
9. After you create a question, click the Preview icon to view how a question appears to users.
10. Click the Return to Question Banks link.
Once you create all your questions, you publish the question bank for use.
11. Select a predefined question bank and click the Update icon.
Note: You must select Published to apply changes to the question bank.
12. Click Cancel to return to the previous page.
After you create a question bank and added the required questions, you can create tests and
surveys.
Creating Tests and Surveys
13. Click the Tests tab to view the available tests. You can view which ones are published and
which ones are scored.
14. Click the Create Test button to create tests and surveys.
On the Create Test page you define the test properties. You can:
− Select the Assessment Type to define the type of assessment. To create a survey,
select the ‘Survey’ assessment type.
− Select the source of the questions that you want to include in the test. The default is
pre-selected.
− Specify the sequence of sections and questions in the test.
− Specify whether the test is scored or not scored. The scoring options are
percentage scored or sum of item scores.
− If you are creating a survey, then select the Not Scored option.
− If your test is scored, then enter the mastery score. A mastery score is a
minimum pass mark for a test. When you set the mastery score for a test,
candidates pass or fail a test based on the mastery score.
By default, the feedback is provided at the end of the test. You can change the feedback type.

Chapter 8 - Page 12
After you create a test, you must add sections to the test.
15. Click Cancel to return to the iRecruitment: Tests page.
Managing Sections
A test must contain at least one test section and at least one question. You create test sections to
organize the questions drawn from a question bank. After you make a test available to your
users, and at least one person has taken the test, you cannot delete the test section. If one section
becomes invalid, but the test itself is still available, make the section inactive, instead of deleting
it.
16. Select the predefined test: General Assessment Scored Test.
17. Select the Manage Test sections and click Go.
The Test Sections page appears.
You can create test sections or add questions to the section by clicking the Manage Questions
icon.
18. Navigate to the iRecruitment: Tests page.
19. Select a test to view the test details.
20. Select Update Properties and click Go.
Publish surveys and tests so that they are available for use in iRecruitment.
21. Select Published in the Published Status field.
22. Click Cancel to return to the iRecruitment: Tests page.
Analyzing Tests Results
This task demonstrates how to analyze test results.
23. Select the predefined test: General Assessment Scored Test.
24. Select View Test Statistics and click Go.
For each test, the Test Statistics page provides a summary of scores for the selected test. Use the
statistics to analyze both overall performance and individual attempt results. The page displays
summary results in a tabular format and provides an option to display a graph for each summary.
You can view the following sections:
• Score Summary: Summarizes performance records for all candidates.

Chapter 8 - Page 13
• Learner Summary: Summarizes the total number of candidates who launched the test,
and the total number for performance records. Shows the candidates who have passed or
failed the test.
• Attempt Summary: Summarizes all attempt records, not just performance records.
• Question Summary: Summarizes the total number for questions displayed to all
candidates in all attempts.

Chapter 8 - Page 14
Practice - Creating a Test
Overview
In this practice, you learn how to create a test for a vacancy. You learn to create a test: xx
Executive Assistant Test that you will use as an assessment for the xx Executive Assistant to VP
vacancy.
Assumptions
• In this practice log in as xxHenry to work with iRecruitment Recruiter (Vision
Corporation) responsibility.
practice.
Tasks
Creating a Question Bank and Questions
You create a question bank: xx Executive Assistant QB and add the following questions.
Sequence No. Question Question Type Points

1 Do you have a minimum of 5 years experience Multiple Choice(Single 25
as an administrative assistant reporting to Correct Response)
senior management?
2 Do you have experience in working across Multiple Choice(Single 25
multiple departments? Correct Response)
Multiple Choice(Single 25
3 Do you have experience in working in a Correct Response)
global organization?
4 Do you have experience in handling budgetary Multiple Choice(Single 25
responsibilities? Correct Response)
Creating a Test
You create a test xx Executive Assistant Test and include the questions.

Chapter 8 - Page 15
Solution - Creating a Test
1. Log in to the iRecruitment Recruiter responsibility.
2. Click the Assessment Administration link to navigate to the Assessment page.
Creating Question Banks and Questions
3. Click Create Question Bank.
4. Enter xx Executive Assistant QB in the Question Bank Name field.
5. Enter 01-Jan-2006 in the Start Date field.
6. Leave the End Date field blank.

Chapter 8 - Page 16
8. Select xx Executive Assistant QB.
9. Click the Manage Questions icon to add questions to this question bank.
10. Click Create Question to navigate to the Create Question page.
11. Select the Multiple Choice (Single Correct Response) question type and click Continue.

Chapter 8 - Page 17
12. Select the Render HTML option.
13. Enter the following question in the Question Text field: Do you have a minimum of 5 years
experience as an administrative assistant reporting to senior management?
14. Enter 01-Jan-2006 in the Start Date field.
15. Enter 25 in the Points field.
16. Scroll down the page to the Response Options region.
17. In the Response Option 1 field, enter Yes, and select the option to indicate that this is the
correct response.
18. In the Response Option 2 field, enter No.
19. Click Apply to save the question.
20. Click the Preview icon to review your question and see how it appears to applicants. The
correct response displays an asterisk.
21. Repeat the steps to create the remaining questions as given in the practice table.

Chapter 8 - Page 18
22. Click the Return to Question Banks link.
After you create your questions, you publish the question bank for use.
23. Select the xx Executive Assistant QB question bank and click the Update icon.
24. Select Published to apply changes to the question bank.
After you create a question bank and added the required questions, you create a test.
Creating a Test
26. Click the Tests tab.

Chapter 8 - Page 19
27. Click the Create Test button to create a test.
On the Create Test page define the test properties.
28. Enter xx Executive Assistant Test in the Name field.
29. Select Test in the Assessment Type field.
30. Accept the default value Pre-selected in the Question Source field.
31. Select Sum of Item Scores as the scoring option.
32. Enter 0 in the Mastery Score field. After adding the questions to the test, you can change the
value to 75.
33. Deselect the check box Mark Questions for Review option.

Chapter 8 - Page 20
34. Scroll down the page.
35. Select None in the Feedback Type field.
36. Deselect the check box Show Answer in Feedback.
37. In the Player Preferences region, deselect the Show Results After Test Submission check
box.
38. Click Apply to create the test.
Creating a Section
A test must contain at least one test section and at least one question. You create test sections to
organize the questions drawn from a question bank.
39. Select xx Executive Assistant Test.
40. Select Manage Test Sections and click Go.
41. Click Create Test Section to add a section.

Chapter 8 - Page 21
42. Enter xx Executive Assistant Test section in the Title field.
44. Click the Manage Questions icon to add questions to the section.
45. Click the Add Questions button.

Chapter 8 - Page 22
46. Select the xx Executive Assistant QB and click Continue.
47. To add all the questions, click the Select All link.
48. Click Apply.
Publishing a Test
49. Click the Tests tab to navigate to the iRecruitment: Tests page.
50. Select the xx Executive Assistant Test.
51. Select Update Test Properties and click Go.
52. Select Published in the Published Status field to make the test available for use in
iRecruitment.
53. Enter 75 in the Mastery Score field to define the minimum pass marks for the test.
54. Click Apply to publish your test.

Chapter 8 - Page 23
Summary

Chapter 8 - Page 24
Vacancies and Job Posting
Chapter 9
Managers and Recruiters: Vacancies and Job Posting

Chapter 9 - Page 1

Chapter 9 - Page 2
Objectives

Chapter 9 - Page 3
Manager and Recruiter Features: Vacancies
Manager and Recruiter Features: Vacancies

This graphic is an overview of the vacancies feature in iRecruitment.
You need to complete the following stages to get your vacancies to your job seekers:
• Vacancy Creation: iRecruitment begins with the definition of the vacancy.
• Approval: If approvals are set up, then iRecruitment routes the vacancies through the
approval process.
• Posting: Employees can view the jobs posted on internal site, and registered users have
access only to the jobs available on the external site. Managers can select the external job
boards to post the vacancy requirements to the third-party sites once the vacancy is
approved.

Chapter 9 - Page 4
Creating a Vacancy
Creating a Vacancy
This slide summarizes the vacancy creation process. Each of the steps is discussed in detail in
the following slides.

Chapter 9 - Page 5
Providing Primary Details
Providing Primary Details

Use your iRecruitment Manager responsibility to create a vacancy.
Compensation details are for information purposes only. Note that they do not define the
compensation elements that are included in the employment assignment after a candidate has
been hired.
If you have entered recruitment information at the business-group level, then these values will
default to the Primary Details page. For example, if you select vacancy code allocation method
as automatic, the vacancy that you create is automatically assigned a number.

Chapter 9 - Page 6
Entering Skills and Qualifications

The skills that are available in iRecruitment are set up only as global competencies in Oracle
HRMS.
Define the skills and qualifications required for a vacancy. If the vacancy is associated with a
position, for example, any competencies required in that position appear automatically. During
a manager search, iRecruitment compares the skills required for the vacancy with the
candidates’ skills and displays a list of candidates whose skills match the vacancy
requirements.
Select an assessment, for example, a test that applicants can complete when they apply for your
vacancy. You can use tests to measure applicants’ knowledge and skills.
Note: iRecruitment matches only skills and not qualifications.

Chapter 9 - Page 7
Formatting Job Posting

When you create job postings you can:
• Specify separate start and end dates for job postings on internal, external, and third-party
sites. If your enterprise has a policy of making the vacancies available to the employees
first, you can use this feature.
• Select multiple third-party recruiting sites to post vacancy details.
• Specify the URL where you have placed the image. When you post the vacancy details,
the company logo appears on the job posting.
• Use the editor to apply advanced formatting features. You can add links to web pages, for
example a company website, so that candidates can view further information.
Note: If you have set up default job postings, then the job posting details appear by default on
this page. You can still edit the job details as required.

Chapter 9 - Page 8
Defining Vacancy Security

To manage a vacancy, you can allocate or restrict access to people in your enterprise.

Chapter 9 - Page 9

Define the security of the vacancy to control vacancy access. You can set vacancy security as:
• Team: Only people in the recruiting team can see the vacancy. When setting up Team
Only security, you must include the recruiter or manager in the team, or they will not be
able to see the vacancy.
• Business and team: The recruiting team and users with appropriate security profile can
see the vacancy.
• Public: Anyone in the business group can see the vacancy.
Define different levels of vacancy security. These are:
• Update
• Update/Delete
• View Only
Note:
The vacancy security determines whether your managers can create, view, update, and
maintain offers for a specific vacancy. If managers cannot update a vacancy, then they cannot
create, update, or perform any other update action on an offer, for example, send an offer.

Chapter 9 - Page 10

Define agency access to a vacancy in the Agencies table. You can make the vacancy details
available to recruiting agencies that your enterprise uses.
Identify one or more agencies to assist with recruiting for a vacancy. You can:
• Specify the duration for which the agencies access the vacancy.
• Indicate the maximum number of applicants that agencies can submit for
• each vacancy.
• Enable an agency to complete the recruitment process for a vacancy. Select the Manage
Applicants check box when assigning the vacancy to an agency to enable the agency to
progress applicants through the entire application process.

Chapter 9 - Page 11
Reviewing and Submitting a Vacancy
Reviewing and Submitting a Vacancy

If you need to add information, then you can add notes in the comments area. If you are happy
with the details entered for the vacancy, then submit the vacancy.
Note: You cannot change any values directly on the review page. Navigate to other pages to
correct any information.
You can also save a draft of the vacancy and complete the details later.
Depending on the approvals set up in your enterprise, you can:
• Add approvers for your vacancy.
• Select recipients of the vacancy notification.
If approvals are required for vacancies, then you may get a confirmation that the vacancy is
submitted for approval.

Chapter 9 - Page 12
Guided Demonstration - Defining Default Posting Values
This demonstration shows you how to create default job posting values. You define default job
postings to create a set of values that you can use whenever you select a particular business
group, organization, job, or position for a vacancy.
Note: You can use the seeded values available through your business group. In this
demonstration, use the seeded Job -AA900.Administrative Assistant – Vision Corporation
(available through US Super HRMS Manager responsibility).
Responsibility: iRecruitment Recruiter, Vision Corporation
1. Log on to iRecruitment as xxHenry and welcome.
2. Select the iRecruitment Recruiter responsibility.
3. Click the Default Postings link on the portal page to display the Create Default Job Advert
page.
Note: You can create default values for Organization, Business Group, Job, and Position.
4. Select Job in the Default Posting Scope field.
5. Select the job AA900.Administrative Assistant (Vision Corporation) to define the posting
values.
6. Enter xx Executive Assistant in the Job Title field. You can edit the job title when you create
vacancy details.
7. Enter xx Recruitment Group as the organization name.
8. Enter the following in the Department Description field: “The administrative department
provides information and support services for administration, operating departments, and
employees in accordance with applicable requirements and regulations.”
9. Enter the following in the Brief Description field: “Assistant to VP is responsible for
handling administrative duties for senior executive.”
10. Select the description and click the italics icon in the text editor to format the description.
11. Enter the following in the Detailed Description field: “This individual will be responsible for
the Executive Officer’s schedule and for coordinating the administrative responsibilities.”
12. In the External Posting Wording box enter QUALIFICATIONS.
13. Enter the following information and select the bulleted list icon to format the information:

Chapter 9 - Page 13
• Strong administrative support experience with a minimum of five years reporting to a
senior management executive
• Strong organizational skills and demonstrating interpersonal and customer service skills
• Excellent communication skills
• Bachelor degree
14. Leave the Internal Posting Wording box blank.
15. Enter Apply Online in the How to Apply field.
16. To include a graphic in the job posting, such as a company logo, enter the URL of the
location where you have placed the company logo. When you post the vacancy details, the
company logo appears on the Job Posting page.
17. Click the Apply button. The application stores the details for this specific job posting.
Note: When you create a vacancy requirement the AA900.Administrative Assistant job,
these values will default to the Format Job Posting page.
18. To edit the default posting value query the job and make the required changes.

Chapter 9 - Page 14
Practice - Creating a Vacancy
Overview
In this practice, you will learn how to create a vacancy. In this example, you define the xx
Executive Assistant to VP vacancy.
Assumptions
• You can use the local iRecruitment Manager responsibility. In this practice log in as xx
Henry to work with iRecruitment Manager (Vision Corporation) responsibility.
practice.
Tasks
Vision Corporation is expanding its business operations and is setting up new departments. The
enterprise has appointed Vice Presidents (VPs) to manage the operations. The enterprise has 4
openings for administrative assistants for their VPs.
In this practice, you learn to create vacancy details for the vacancy: xx Executive Assistant to
VP.
Creating Primary Details
In this example, define the xx Executive Assistant to VP vacancy in your organization and enter
the following details:
− Job Title
− Position
− Grade
− Employment Status
− Minimum Salary and Maximum Salary
Note: In this example use the following seeded values available with the US Super HRMS
responsibility and Vision Corporation business group:
− Job Title: AA900.Administrative Assistant
− Position: AA900.Administrative Assistant
Note: For other localizations, select the values as specified by your instructor.

Chapter 9 - Page 15
The compensation details for this vacancy requirement include benefits such as Bonus Eligible
and Car Provided.
Identify the following skills required for the vacancy:
Skill Minimum Level Maximum Level Desirability

Core - Decision Making Proficient Expert Essential
Skill
Core - Written Proficient Expert Essential
Communication
Core - Staff Relations Proficient Expert Essential
Select the xx Executive Assistant Test as the assessment for the vacancy.
Creating a Recruiting Team
Create a recruiting team to maintain the vacancy. Select the following members for the vacancy
security team and define the level of access that the members will have.
Name Security
xxHenry Update
xxJohnson (supervisor of xxHenry) Update/Delete
Select the predefined agency Staffing Resources Inc to identify the recruiting agency that can
assist in recruiting for the vacancy.

Chapter 9 - Page 16
Solution - Creating a Vacancy
Responsibility: iRecruitment Manager
1. Log on to iRecruitment as xxHenry/welcome.
2. Select the iRecruitment Manager responsibility.
3. Select the iRecruitment Home link on the portal page to display the home page.
4. Click the Create a Vacancy link on your home page to start the vacancy creation process.
Entering Primary Details

Chapter 9 - Page 17
5. Select Vision Corporation as the Business Group.
Note: If you have access to more than one business group, then you must select the
appropriate business group. This ensures that any rules or localizations that are set for that
business group are adhered to.
6. Enter xx Executive Assistant to VP in the Vacancy Name field.
7. Enter the current date as the start date for the vacancy. The status, by default, is
Unapproved for the new vacancy that you create.
8. In the End field, set a date two weeks after the start date.
9. Enter 5 in the Number of Openings field.
Note: Depending on the recruitment information that you have created for your business group,
the values in the Location field default to the Primary Details page.
10. Select the organization in which you are creating the vacancy.
11. Select Human Resources as the professional area.
12. In the Job Title field, select the seeded Job -AA900.Administrative Assistant or the value
specified by your instructor.
13. In the Position field, select AA900.Administrative Assistant or the value specified by your
instructor.
14. Select the appropriate grade or the value specified by your instructor.
15. Enter 60,000 in the Minimum Salary field.
16. Enter 70,000 in the Salary Maximum field.
17. Select USD as the currency.

Chapter 9 - Page 18
18. In the List of All Details field, select Car Provided and click the right arrow to move the
detail to the Selected Details field.
Note: This is for information only and the compensation details do not define the
compensation elements that are included in the employment assignment after a candidate
has been hired.
19. Select Bonus Eligible and move it to the Selected Details list as in the previous step.
20. Select Constant Travel as the Amount of Travel.
21. Select Essential in the Work at Home field.
22. Click the Next button to complete the required skills information.
Note: You can save the vacancy as a draft at any stage in the vacancy creation process. You
can view the information in the Save For Later table in your home page.
23. Click the Add Another Row button in the Create Vacancy: Enter Required Skills page.
24. Select Core: Decision Making Skill.
25. Select Proficient as the Minimum Level.
26. Select Expert as the Maximum Level.
27. Select Essential as the Desirability.
28. Click the Add Another Row button.
29. Repeat the steps to enter the remaining skills listed in the table in the practice.

Chapter 9 - Page 19
30. Select Bachelor Degree in the Minimum Qualification and the Maximum Qualification
fields.
31. Select xx Executive Assistant Test as the assessment for the vacancy. iRecruitment presents
the assessment when candidates apply for the vacancy.
32. Click the Next button to enter team details.
Entering Team Details
33. Select xxHenry as the Recruiter Name.
34. Select Team as the security method.
35. Click the Add Another Row button to enter the recruiting team information.
36. Select xxHenry as the team member.
37. Select Update as the security level.
38. Repeat the steps to select the remaining member as given in the table in the practice.

Chapter 9 - Page 20
Note: When setting up Team Only security, include the recruiter or manager in the team, or
they will not be able to see the vacancy. The application does not include them in the team
automatically just because they are the recruiter or manager.
39. Click Add Another Row to select an agency.
40. Select Staffing Services Inc as the agency to assist with recruiting for your vacancy.
41. Enter 5 in the Maximum Applicant Count field to indicate the maximum number of
applicants that the agency can submit for the vacancy.
42. Select the Manage Applicants Allowed check box to enable the agency to progress
applicants through the entire application process. If you do not select this check box, then
the agencies can view only their assigned vacancies and submit applications for those
vacancies.
43. Click the Next button to format job posting details.
Note: If you have set up default job postings, then the job posting details appear on this
page. You can still edit the job details as required. The values that you created for the Job -
AA900.Administrative Assistant in the Guided Demonstration – Defining Default Posting
Values default to these fields. You can either accept these values or edit them as required
Posting page.

Chapter 9 - Page 21
44. Enter xx Executive Assistant to VP in the Job Title field.
45. Accept the description that defaults to the following fields:
− Department Description
− Brief Posting Description
− Detailed Description
− Job Requirements
− How To Apply
46. To include a graphic in the job posting, such as company logo, enter the URL of the location
where you have placed the company logo. When you post the vacancy details, the company
logo will appear on the Job Posting page.
47. Click Add Another Row button.
48. Select the sample recruiting site www.oraclecorp.com to post the vacancy details to a third-
party recruiting site.
49. Select the Display Recruiter Details check box if you want to display recruiter details on the
external job posting.
50. You can click the Preview Job Posting button and preview the vacancy details.
51. Click the Review button.
Reviewing Vacancy Details
52. Review the vacancy details.

Chapter 9 - Page 22
You cannot change any values directly through the review page. Use the Back button to navigate
to other pages to correct any information.
In addition to the default approvers, you can add other people as approvers and recipients of the
vacancy notification. In this example, accept the default values in the Approvers region.
53. Click the Submit button. You can see the confirmation message “Your vacancy has been
submitted for approval” on your home page.

Chapter 9 - Page 23
Practice - Approving a Vacancy
Overview
In this practice, you will learn how to approve a vacancy. In this example, you approve the xx
Assumptions
• You can use the local iRecruitment Manager responsibility. In this practice log in as
xxJohnson to work with iRecruitment Manager (Vision Corporation)
• You must have access to an Oracle Application Vision database or a comparable

training or test instance at your site on which to complete this practice.
practice.
Tasks
Approving Vacancy
As the supervisor of xxHenry, you receive the notification for xx Executive Assistant vacancy
approval.
Log on to iRecruitment Manager as xxJohnson to view the vacancy details and approve the
vacancy.
Checking Approval Notification
Once your manager approves the vacancy, you can log in as xxHenry and view the vacancy
approval notification on your home page.
Posting Vacancy Details to Third-Party Recruiting Sites
You can post only the approved vacancies to third-party recruiting sites. Use the Post Advert
button on the vacancy page to post the job details.

Chapter 9 - Page 24
Solution - Approving a Vacancy
Approving Vacancy
Responsibility = iRecruitment Manager, Vision Corporation
1. Log on to iRecruitment as xxJohnson/welcome.
2. Select iRecruitment Manager responsibility.
3. Click the iRecruitment Home link on your portal page to display the home page.
4. Click the xx Executive Assistant to VP vacancy notification in the Notifications table.

Chapter 9 - Page 25
5. Scroll down and view the vacancy details.
6. Click the Approve button. The application sends the vacancy approval notification to xx
Henry.
Note: In this example, because only one level of approval is required, the application stores
the changes in the database. If you define multiple levels of supervisory approvals, then the
application routes the vacancy until the last person has approved the vacancy. In such a case,
the application stores the changes only if the last approver approves the vacancy.
If you select:
• Reject: The application sends a rejection notification to the person who has submitted
the vacancy for approval.
• Reject for Correction: The application sends a notification about the need for
corrections to the person who has submitted the vacancy. They need to make the
necessary changes and submit the vacancy for approval again.
• Request for Information: This notification indicates that the person who submitted the
vacancy needs to provide additional information about the vacancy details. The
manager can complete the details and submit the vacancy for approval again.
Posting Vacancy Details to Third-Party Recruiting Sites
8. Enter xxHenry as the username and welcome as the password in the Vision login screen.
10. Click the iRecruitment Home link to display the home page.
Note: The Notifications table displays vacancies that are approved, returned for correction,
and vacancies that are rejected.
Note: If your enterprise has an agreement with third-party recruiting sites, then you can post
the vacancy details to these sites.
11. Click the Search for Vacancies link on the home page.
12. Enter xx Executive Assistant to VP in the Vacancy Name field.
13. Click Go. The search return table displays the vacancy.
14. Click the vacancy to display the vacancy details page.
15. Scroll down the page to navigate to the recruiting sites table. You can view the Post Advert
button.

Chapter 9 - Page 26
16. Click Post Advert button to post the vacancy on to the third-party recruiting site.
As we are using a sample site in this example, you may not see the actual response from the
third-party site. If you have registered with real third-party sites, then you can view and track the
responses from each third- party site in the Response column.

Chapter 9 - Page 27
Posting a Vacancy
Posting a Vacancy
You can post the vacancy details to the third-party sites using the Post Advert button in the
Vacancy Details page. By default, the vacancy is sent in HR-XML format. You can view and
track the responses from each third- party site in the Response column.
You do not post vacancies to your enterprise’s internal and external sites. iRecruitment
automatically posts the job advertisements on the internal and external sites on the specified
start date.

Chapter 9 - Page 28
Searching for Approved Vacancies
Searching for Approved Vacancies

The vacancies that a manager can see are based on the security set for the vacancy.
Search for vacancies using any one of the criteria such as the name of the vacancy, job title,
position, or the recruiter details.
You learn about candidate processing in the next class.

Chapter 9 - Page 29
Copying Vacancies
Copying Vacancies
If you have a lot of vacancies that contain the same information such as location, position, and
requisite skills, you can use the duplicate functionality in iRecruitment to copy vacancies. You
can also set up a sample vacancy to use as a template. You can then copy this template and edit
or review the information as required. For example, you can retain the job posting details but
nominate a different security team.
Using the duplicate functionality:
• Helps you avoid reentering all the information
• Reduces the time and effort required to create vacancies
• Ensures that vacancy details are uniform and accurate

Chapter 9 - Page 30
Maintaining Vacancies
Maintaining Vacancies
A manager or recruiter can update the status of an approved vacancy. For example, if the
funding for a vacancy is no longer available, you can update the status of the vacancy to
“Hold,” so that it is no longer seen by the job seekers. You can also make changes to vacancies
after they have been approved if circumstances change, for example, change of office location.
Note: When you edit or update the vacancy details, depending on how you have configured the
approvals on field changes, iRecruitment routes the vacancy for approval again. For example,
an update to the skills information may not require approvals again, but any changes to the
organization, position, or number of openings may require approvals. If your supervisor does
not approve the changes, the vacancy retains the values from the prior approval.

Chapter 9 - Page 31
Summary

Chapter 9 - Page 32
Job Seekers: Site Visitors
and Registered Users
Chapter 10
Job Seekers: Site Visitors and Registered Users

Chapter 10 - Page 1

Chapter 10 - Page 2
Objectives

Chapter 10 - Page 3
Site Visitors - Overview
Site Visitors - Overview

A site visitor is any user who has accessed the external web site but is not registered.

Chapter 10 - Page 4
Job Search
Job Search
Job seekers can use the following searches to find jobs:
• Simple Search to perform a very quick and easy search for jobs.
• Advanced Search to perform a more detailed search.
Site visitors, registered users, and employees visiting the job site may search for job openings
using different location criteria. For example a job in specific location within a city or a job
within a specific distance. iRecruitment provides varied search criteria options for candidates
to perform job searches based on location. The following slide explains the location search
options.

Chapter 10 - Page 5
Job Search: Based on Location
Job Search: Based on Location

Job seekers can perform job searches based on location. They can:
• Select a city location from a list of cities that have current vacancies.
• Enter a city or zip code and find vacancies within a certain distance. This search uses
eLocation, a service hosted by Oracle.
• Select a location code from a list of codes that have current vacancies. The location code
identifies a location more exactly. For example, if there are multiple offices in one city,
the location code could distinguish between them.
Note: The location search options are available based on the user access. For example, the City
Location and text search Location fields are hidden by default for employees.

Chapter 10 - Page 6
Job Basket
Job Basket
Site visitors can use the job basket function to store details about jobs. The job details are
stored in a table that the user can configure and sort as required.
Note
• Site visitors must register before they are able to save the jobs to the database. This means
that the jobs are only stored in the site visitor’s job basket for the duration of the
iRecruitment session. If you do not register, the job basket is reset when you leave the
iRecruitment site.
• When you click the Apply icon, you are asked to register with iRecruitment. After you
register, you can apply to the selected job.

Chapter 10 - Page 7
Refer Jobs

Chapter 10 - Page 8
Register
Register
When an external visitor registers in iRecruitment, an Oracle HRMS user is automatically
created using the visitor’s e-mail address as the username. The iRecruitment External
Candidate responsibility is assigned to the user.

Chapter 10 - Page 9
Overview: Registered Users

Chapter 10 - Page 10
Creating My Account Details

As a registered user, you can create your profile using the My Account functionality.
If you do not have a resume, then you can create your resume online as a part of the
registration process. Oracle iRecruitment uses the candidate's personal and professional
information to automatically create a resume in HTML, based on the candidate's choice of the
format. The application adds the automatically generated resume to the profile of the candidate
so that managers can search on it.
Note: Currently, the system-generated resume is only created at the time of registration. You
cannot update the resume once iRecruitment creates your account. You can delete a system-
generated resume and add another resume, if required.

Creating Personal Details
Creating Personal Details

During the registration process, if you upload a resume, iRecruitment extracts the data from the
resume and populates your account. You can view this information in real time and edit the
details if required.
Note: Resume parsing is only available if the recruiting organization has an agreement with a
third party who offers the parsing functionality.
You can attach documents (for example covering letters).
You can delete existing resume and add a new resume. Use the file type Resume to upload
your resume. Only resume document types get searched during a manager search. The resume
search function enables managers to find suitable candidates for vacancy by searching
candidate resumes for specific keywords relating to the vacancy.


If you define the skills you possess you can elect to receive e-mail notifications of matching
jobs depending on how you have set your e-mail preferences. iRecruitment uses this
information for skills matching to identify candidates. Candidates can use it to get matching
jobs.
Matching functionality in iRecruitment uses suitability matching. iRecruitment measures how
well the skills of candidates match with skills defined in the vacancy requirement and applies a
percentage match for all the candidates who have the requisite skills.

Entering Work Preferences
Entering Work Preferences

To widen your job search and receive suitable job alerts, you can select multiple locations and
job categories.
When managers search for candidates, iRecruitment identifies candidates whose skills and
work preferences match those of the vacancy. You can receive job alerts based on your work
preferences.

Specifying E-Mail Preferences
Specifying E-Mail Preferences

When you set your preferences, iRecruitment sends e-mails of general information such as
company information, and matching jobs.
You can select:
• Format for e-mails: If you want to receive notification of vacancy openings in HTML
format.
• Frequency of e-mails: How often you want to receive job matching notifications: daily,
weekly, bi-monthly, monthly .
• Mails on matching jobs: You can choose if you want to receive e-mails on jobs that match
your skills, qualification, location or any of the criteria in your work preferences.

Defining Privacy for Your Account
Defining Privacy for Your Account

When registering with iRecruitment, a job seeker has the opportunity to remain hidden from
managers who are searching for candidates. This means that applicants will not be contacted by
any managers other than the managers of vacancies for which they have applied. This enables
internal candidates to apply for jobs in other departments without the knowledge of their
current manager.
Choose whether you want your details to be included in the manager’s search:
Select the Allow Account To Be Searched check box if you want your details to be part of the
manager search. Managers can see your details when they search for suitable candidates and
may invite you to apply.

Practice - Registering and Creating an Account in iRecruitment
Overview
In this practice, you learn how to register in iRecruitment and create your account.
Assumptions
practice.
Tasks
Registering in iRecruitment
Log in to iRecruitment as an external visitor and complete the registration details.
Note: You need to create the following registered users:

− xxSmith: To offer the xx Executive Vacancy to VP job.
− xxBrown: To pursue this candidate and use this candidate to understand tasks in
managing an offer.
− xxTaylor: To hire this applicant using Oracle SSHR.
− xxPrice: To reject the application and learn to send the rejection letter.
As xxSmith create your account details in iRecruitment. In this example, you learn how to create
your resume online. You provide personal details such as name, address, and enter the following
information for your employment history:
Employer Start Date –End Date Job Title Employer Address

Telefirm Inc September 1995 to Administrative New Jersey
May 1999 Manager
Corporate Inc November 1994 to Administrative Littleton
September 1995 Manager
Enter the following information about your skills:
Skill Level

Core: Staff Relations Expert
Core: Decision Proficient
Making Skill
Core: Written Expert
Communication
Enter the following information about your qualification:
Establishment Location Start Date –End Qualification

Date
Montclair State Montclair, New 01-JAN-1986 - Bachelor Degree
University Jersey 01-JAN-1988
You set work preferences such as professional area, employment category, and minimum salary.

Solution - Registering and Creating an Account in iRecruitment
Registering in iRecruitment
Responsibility = iRecruitment Site Visitor
1. Display the Vision login page.
2. Click the Direct Access link.
3. Click the iRecruitment Site Visitor link to display the Global iRecruitment Visitor page.

4. Click the Global iRecruitment Visitor link to display the site visitor page.
5. Click Register today in the Login area. The Registration page appears.
To register you must supply an e-mail address, your family name, and a password.

6. Enter xxsmith@oraclecorp.com as the e-mail, where xx is the unique identifier provided by
your instructor.
7. Enter xxSmith as the Family Name.
8. Enter John as the First Name.
9. Enter welcome in the Password and Confirm Password fields.
10. Enter welcome in the Confirm Password field.
11. Click the Submit button to navigate to the Create Account page. If the Assessment page
appears, click Cancel.
Note: If you have a resume, then you can upload the resume. iRecruitment automatically fills-in
the account if the resume parsing functionality is available. After iRecruitment creates your
account details using the resume, you must review your account to ensure that the details are
correct.
iRecruitment presents the resume creation option only during the registration process. In this
example, you learn to create your resume and provide account details immediately after you
register with iRecruitment.

12. Select the No, I do not have a resume option. When you select this option, and provide your
personal and professional details, iRecruitment uses the details to create a resume.
13. Click Continue to navigate to the Register Personal Information page.
Entering Personal Details
In the Basic Details region, details such as first name, family name, and email appear
automatically.
14. Scroll down the page to the Address region.
15. Select the name of your country.
16. In the Address Line field, enter 123 Main Street.
17. Enter Redwood Shores as the City.
18. Enter CA as the state.
19. Enter 94065 as the zip code.
20. Enter the home phone number and select Evening and Weekends as the times to Call.
21. Click Next to add qualifications and skills.

Entering Employment Details
22. Click the Add Another Employer button.
23. Enter Telefirm Inc as the employer.
24. Select September 1995 as the start date.
25. Enter May 1999 as the end date.
26. Enter Administrative Manager as the job title.
27. Enter the employer address.
28. Repeat the steps to complete the information given in the table for Corporate Inc.
29. To enter skills, click Add Another Skill button.
30. Select Core and click Search.
31. Select the skills listed in the practice.
32. Click OK.
33. Select levels as listed in the practice.

34. To enter education qualifications, click Add Another Establishment button.
35. Enter Montclair State University as the establishment.
36. Enter Montclair, New Jersey as the location.
37. Select Bachelor Degree as the degree.
38. Select January 1988 as the degree received date.
39. Click Next to enter your work preferences.
Entering Preferences
Note: Set work preferences, such as a preferred work location and minimum salary requirements.
When managers search for candidates, iRecruitment identifies candidates whose skills and work
preferences match those of the vacancy. You receive job alerts based on your work preferences.

40. Enter administrator as the keyword.
41. Select Human Resources and Administration as the job categories.
42. Enter San Francisco, CA as the location.
43. Enter 50 in the Distance from Location (Miles) field.
44. Select Full Time as the employment category.
45. Enter 50,000 as the Minimum Salary.
46. Select USD as the Currency.
47. Select the Match Competencies check box to receive notifications of matching jobs.
48. Select the Match Qualifications check box to receive notifications of matching jobs.

Setting Account Privacy
49. Select the “Allow Account To Be Searched” check box. Managers can see your details when
they are search for suitable candidates and invite you to apply.
Setting E-Mail Preferences
50. Select the “Receive emails of Matching Jobs” check box to receive e-mail notifications of
matching jobs.
Note: iRecruitment matches the vacancies with your work preferences and sends the e-mail
notifications.
51. Select Receive emails of Matching Jobs check box.
52. Select the “Receive General emails” check box to receive general e-mail notifications such
as company events.
53. Select Daily in the “Frequency of emails” list.
54. Select HTML mail with attachments option.
55. Select American English in the Display Language list.
56. Click Next to navigate to the Register: Create Resume page.

On this page, you select the format for your resume. Notice that when you change resume
formats, the layout of your resume dynamically changes.
57. Select the format of your choice.
58. Click Finish. You can view a confirmation message about your registration.
59. Click the My Account tab and navigate to the Documents region.
The application adds the automatically generated resume to the candidate's profile so that
managers can search on it.
Note: If required, you can delete the system-generated resume and add another resume. When
uploading a resume, you must select the Resume file type. Only resume document types get
searched during a manager search.
60. Log out as xxsmith.
61. Create the following registered users and use welcome as the password.
− xxbrown@oraclecorp.com
− xxtaylor@oraclecorp.com
− xxprice@oraclecorp.com
For xxTaylor and xxPrice provide basic details needed to create users. For xxBrown, in addition
to basic details, provide the skills and qualification information. iRecruitment uses the skills
information when you search for xxBrown in the Processing a Candidate practice.
Note: Ensure to select the “Allow Account To Be Searched” check box for all these candidates.

Job Basket
Job Basket
The permanent job basket is available to the registered users. But once you apply for a job, this
job is no longer available in the job basket.

Applying for Jobs
Applying for Jobs

The details provided in your account get reflected on the Application page:
• Personal Details
• Address
• Phone Numbers
• Employment History
• Education
• Skills
• Additional Qualifications
If required, you can update any of the information. When you submit the application, you can
see a confirmation.
Note: The changes that you make to your account while applying for a job are not limited to
the specific job application, but get applied to your account.
If iRecruitment presents an assessment, for example, a test during the application process, then
complete the assessment. Managers can use assessment results to shortlist applicants for their
vacancies.

Practice - Using Job Search Options
Overview
In this practice, you learn about the different job search options available in iRecruitment. Job
seekers can use the simple and advanced search features to identify suitable jobs. Site visitors,
registered users, and employees visiting the job site can search for job openings using different
location criteria:
− Search list of cities
− Distance-to-location search
− Location text search
− Location code
Note: The location search options are available based on the user access. For example, the
City Location and text search Location fields are hidden by default for employees.
Assumptions
• You can use the iRecruitment External Candidate and iRecruitment Employee
Candidate responsibilities to search for jobs.
practice.
Tasks
Searching for Jobs as an External Candidate
You can search for jobs as an external candidate. Log in to iRecruitment as xxsmith.
Searching for Jobs as an Employee Candidate
You learn to use the job search options available for employee candidates.

Solution - Using Job Search Options
Searching for Jobs as an External Candidate
Responsibility: iRecruitment External Candidate
1. Log on to iRecruitment as xxsmith@oraclecorp.com/welcome.
2. Click the home link in the iRecruitment External Candidate menu to display the home page.
3. Click the Jobs tab to display the Jobs: Available Jobs page.
4. Enter manager% in the Keywords field and click Go. The search table returns all the jobs
that contain the key word in the description.
5. Click in the City Location list of values to view the jobs available in different city locations.

Note: You easily distinguish between cities with the same name as the application lists each
city with either its country, or state, and country.
6. Click the Advanced Search button to navigate to the Advanced Search page.
7. Select Human Resources as the Professional Area.
8. Enter New York or any other location per your localization in the Location field.
Note: If you know the postal code or the zip code number of the location you can enter the
number.
9. Enter 30 in the Distance From Location (Miles) field.
10. Click Go to run the distance-to-location search. The search returns table displays a list of
locations with open vacancies.

Searching for Jobs as an Employee Candidate
Responsibility: iRecruitment Employee Candidate
Note: Employees can use the Location Code option to search vacancies in a specific office
in a location. For example, if an enterprise has offices Office 1, Office 2, and Office 3 in
New York, then employees can use the location code to identify if there are any open
vacancies in Office 1.
11. Log on to the iRecruitment Employee Candidate responsibility using bpalmer/welcome.
13. Click in the Location Code field to display the Search and Select: Location Code page.
14. Search for vacancies.

15. View the vacancies available in various offices of the enterprise.

Practice - Applying for a Job
Overview
In this practice, you learn how to search for a job and apply. In this example, you apply for the
xx Executive Assistant to VP vacancy.
Assumptions
practice.
Tasks
Searching for a Job
You can use simple and advanced searches in iRecruitment to search for jobs that match your
skills. Use the Date Posted criteria to search for a suitable job.
Applying to a Job
You apply for the xx Executive Assistant to VP vacancy posting as:

− xxSmith
− xxPrice
− xxTaylor
Completing the Vacancy Test

iRecruitment presents the xx Executive Assistant Test as an assessment for the vacancy. When
you answer the test:
• As xxSmith, select the Yes response option for all the 4 questions.
• As xxPrice, select the Yes option for only one question and select the No response
option for the remaining three questions.
• As xxTaylor, select the Yes option for any 3 questions and select the No response
option for any one question.
Note: This task helps you to screen applicants using the Application Test Result and Application Test
Score criteria, when you progress applications.

Solution - Applying for a Job
Responsibility: iRecruitment External Candidate
1. Log on to iRecruitment as xxsmith@oraclecorp.com/welcome.
Searching for a Job
Note: In this example you search for the xx Executive Assistant to VP job posting using the
Date Posted criteria.
3. Select Since Yesterday as the Date Posted criteria.
4. Click the Go button. The search return displays postings for the criteria. You can view the
xx Executive Assistant to VP posting.
Note: You can also use the Advanced Search button to refine your search. When you search
for jobs, you can either save the jobs in the Job Basket or apply to them directly. In this
example, you apply for a job directly.
Applying for the Job
5. Select the xx Executive Assistant to VP job posting.
6. Click the Apply Now icon. Your account information appears.

7. Review the details that you entered for your account.
Note: The changes that you make to your account while applying for a job are not limited to
the specific job application. iRecruitment applies these changes to your account.
8. Click the Next button to display the Application Other Information page.
9. Select Advertisement as the job-posting source.
10. Enter The Times as the source name.

11. If required enter your personal details in the Equal Employment Opportunity region
12. Click Next.
iRecruitment displays the assessment for the vacancy. Managers can use assessments to screen
potential applicants for further review.
Completing the Vacancy Test
13. Read the questions.
14. Select Yes for the question: Do you have a minimum of 5 years experience as an
administrative assistant reporting to senior management?
15. Select Yes for the question: Do you have experience in managing multiple departments?
16. Select Yes for the question: Do you have experience in working in a global organization?
17. Select Yes for the question: Do you have experience in handling budgetary responsibilities?
18. Click Finish Test to review the application details.
19. Click Finish after review. You can view a confirmation message – Thank you for submitting
your application.
Viewing the Status of an Application
20. In the Jobs Applied For table in the home page, you can view the status of the job that you
have applied for. The xx Executive Assistant to VP job posting displays the Active
Application status.

21. Log in as xxtaylor@oraclecorp.com and xxprice@oraclecorp.com to apply for the xx
Note: Ensure that you provide the responses as given in the Completing the Vacancy Test
section of the practice.

Applying for Jobs
Applying for Jobs

When a candidate becomes an applicant, Oracle HRMS automatically creates an applicant
assignment for the vacancy that the user has applied to.

Managing Account
Managing Account
Once you create your account, you can edit or update the information. For example, if you
change your residence you can provide the new contact address, or if you have completed any
course you can update your qualification details. You can also reset your e-mail preferences for
matching jobs or redefine the security for account.

Monitoring Job Applications
Monitoring Job Applications

View the status of your job application on the home page or the Jobs Applied For page.
When you receive a job offer, you can either accept or decline the offer.
When you withdraw your job application, iRecruitment changes the status of the application to
Application Terminated.

Summary


Candidate Processing
Chapter 11
Managers and Recruiters: Candidate Processing

Chapter 11 - Page 1

Chapter 11 - Page 2
Objectives

Chapter 11 - Page 3
Candidate Processing in iRecruitment
Candidate Processing in iRecruitment

This graphic looks at candidate processing through to hiring. Most of the steps are optional.
Managers or recruiters can also directly move to progressing applicants for their vacancies.

Chapter 11 - Page 4
Manager Search
Manager Search
As manager or recruiter you may have to sort details and identify candidates. The following
slides look at how you can perform a a systematic search using iRecruitment.

Chapter 11 - Page 5
Manager and Recruiter Features: Process Candidates

Chapter 11 - Page 6
Search in iRecruitment
Search in iRecruitment
In iRecruitment, you can find candidates using a variety of search methods. You can perform
detailed searches of the complete pool of candidates, search for individuals, or use resumes
search.
Note: When you search for candidates, iRecruitment searches only the registered users who
have given permission to view their information.

Chapter 11 - Page 7
Searching for Individuals

You can do a free form search and key in the last name, the first name, the e-mail ID, or the
location to search for an individual. You can also search for agency candidates.
Note: The parameters that you can use to search for an individual depend on the legislative
restrictions.

Chapter 11 - Page 8
Searching the Prospect Pool

The prospect pool contains all registered users who have given permission for their information
to be published.
Other search criteria include:
• Maximum salary
• Employment status
• Resume keyword search
• Agency Name
• Registration Results
If your enterprise uses location search to find candidates, then you can view the Location,
Country, and Distance from Location (Miles) fields on the Prospect Pool page. To perform a
location search, enter a city name or zip code in the Location field, and specify a distance from
that location to find candidates within that distance. For example, you can search for
candidates located within 30 miles of San Diego or zip code 92101. When you search the
prospect pool and find suitable candidates you can refer, reject, or pursue the candidates.

Chapter 11 - Page 9
Searching for Candidates Using Resumes
Searching for Candidates Using Resumes

As managers or recruiters, you can only search those resumes that candidates upload onto the
iRecruitment site. You can search for resumes using specific keywords. For example, you can
search for resumes that contain a particular skill or qualification. iRecruitment highlights the
search keyword in the HTML preview of the candidate’s resume to help you to identify where
the matches occur quickly and easily. In the keyword search field, users can provide 80
characters of 3 rows.
The Resume Result set has the following details:
• A link to the Candidate Detail Page
• A link to preview the resume
• A link to access the resume file
Note: iRecruitment searches only resumes uploaded as document types. Fields such as
graphics, how to apply, and the job posting title are not searched during keyword search.

Practice - Using Manager Searches
Overview
In this practice, you learn how to use manager searches in iRecruitment.
Assumptions
xxHenry to work with iRecruitment Manager (Vision Corporation)

practice.
Tasks
Using Manager Searches
In this practice, you learn to use the different manager searches in iRecruitment to find
candidates suitable for your xx Executive Assistant to VP vacancy.
You can conduct the following searches:

− Prospect Pool: This is a general search. In this example, you search for candidates
who have set Human Resources as the Professional Area in their work preferences.
You can also search on criteria such as a specific skill.
− Individuals: Search for a specific individual known to you. Here you conduct a search
for xxPrice
− Resumes: Search for candidates with managerial experience.

Solution - Using Manager Searches
Responsibility = iRecruitment Manager
1. Log on to iRecruitment as xxHenry/ welcome.
3. Click the Home link to display the Manager Home page.
4. Click the Candidates tab.
Searching Prospect Pool
5. Click the Prospect Pool tab to display the Candidates: Prospect Pool page.
Note: In this example, use the Employee and Minimum Qualification search criteria to
search the pool of registered users.
6. Select the Employee check box.
8. Select the Exclude Agency Candidates check box to exclude agency candidates from your
search.
9. Click the Go button. The search displays a list of candidates for this search criterion.

10. To view the details of the candidate click the candidate’s name.
You can also use other search options.
In the following step, you use location search to find candidates within a specific distance.
12. Enter San Francisco, CA as the location.
13. Enter 50 in the Distance From Location (Miles) field.
14. Click Go to view of list of candidates within the specified distance.
15. Clear the search criteria.
16. Select Staffing Service Inc in the Agency Name field to search for only agency candidates.
17. Click Go to view a list of agency candidates who belong to the agency.
If your enterprise uses assessments during registration, then you can use the Registration Test
criteria to search for candidates.

19. Select Passed in the Registration Test Result field.
20. Click Go to view a list of candidates who have passed the registration test.
21. Select the Individuals tab to display the Candidates: Individuals page.
You can search for candidates using search options such as last name, e-mail address or the
agency name. In this example, use the Email criteria to search individuals.
22. Enter xxprice@oraclecorp.com in the Email field.
23. Click the Go button. The search return displays the candidate’s details.
24. To view the details of a candidate click the candidate’s name. You can also view the resume
of the candidate.
Using Resumes to Search for Candidates
25. Select the Resumes tab to display the Candidates: Resumes page.

26. Enter the keyword manager%.
27. Click the Go button. The search return displays a list of candidates whose resumes contain
the keyword content.
28. View the HTML version of the resume. iRecruitment highlights the key word.

Matching Skills in iRecruitment: Finding Candidates
Matching Skills in iRecruitment: Finding Candidates

When you search for candidates for a vacancy, iRecruitment compares the skills required for
the vacancy with the candidates’ skills and returns a list of candidates showing their skills-
match percentage. You can use this information along with other search results to shortlist
candidates for vacancies.
You can send job invites to candidates. This point is discussed in detail in the subsequent slide
related to processing candidates.

Processing Candidates: Options
Processing Candidates: Options

As a manager or recruiter, you can do any one of the following:
• Consider: Decide whether to encourage a candidate to apply, or consider them for a
future job opening. This information is just for your reference. Unless you select Pursue
or Reject, the application takes no further action on the candidate. Consider does not
deliver any notification to the person. The application updates the consideration status
column for the candidate.
• Pursue: Invite a candidate to apply for a job. When you select this option, iRecruitment
sends a notification to the candidate inviting them to apply for the vacancy. When the
candidate applies to the specific vacancy, the person becomes an applicant and is moved
to the applicant list. The iRecruitment database maintains a record of the action.
• Reject: Indicate that you do not find a candidate suitable for a vacancy. iRecruitment
excludes rejected people from future searches for a particular vacancy but not for all
vacancies.
• Refer: Suggest a candidate to other managers or recruiters, if you find a candidate
suitable for other vacancies.

Practice - Processing a Candidate
Overview
In this practice, you will learn how to search candidates in iRecruitment and process them. In this
example, you invite the candidate xxBrown to apply for the xx Executive Assistant to VP
vacancy.
Assumptions
Henry to work with iRecruitment Manager (Vision Corporation)

practice.
Tasks
Processing Candidates
You search for candidates whose skills match those defined in your vacancy requirements.
Log in to iRecruitment as xxHenry and use the Matching functionality of iRecruitment to

identify suitable candidates. If you find a suitable candidate during your search, then you invite
them to apply to the vacancy xx Executive Assistant if they have not yet applied. Here you select
the Pursue option to invite the candidate: xxBrown.

Solution - Processing a Candidate
1. Log in to iRecruitment using xxHenry as the username and welcome as the password.
3. Click the Home link to display the home page.
4. Click the Search for Vacancies link to display the vacancies page.
Processing Candidates
Note: Use this page to search for candidates whose skills match those that are defined in
your vacancy requirements. In this example, use the xx Executive Assistant vacancy that
you created earlier.
5. Enter xx Executive Assistant to VP as the vacancy name.
6. Click Go. The search return displays the vacancies.
7. Select the xx Executive Assistant to VP vacancy.

8. Click Find Candidates. In the search results table you can see candidates whose skills match
the vacancy requirements.
9. Select the candidate xxBrown.
10. Click the Pursue button. The application updates the Consideration column with the Pursued
option and sends a job invite to xxBrown.
11. Click Submit to save your changes.

Note: You can also select the other options:
− Consider: The information is only for your reference and the application updates
the consideration status column.
− Reject: If you reject the candidate, then the candidate is excluded from future
searches for this specific vacancy.
− Refer: Select this option to draw other managers’ attention to this candidate.
Provide the recipient name and click the Send button.
12. Log in as xxbrown@oraclecorp.com to view the job invitation notification and apply to the
vacancy.

Summary

Working with Applicants
Chapter 12
Managers and Recruiters: Working with Applicants

Chapter 12 - Page 1

Chapter 12 - Page 2
Objectives

Chapter 12 - Page 3
Manager and Recruiter Features: Progress Applicants
Manager and Recruiter Features: Progress Applicants

In iRecruitment, you track the progress of applicants using applicant statuses. Each status
relates to a different stage in the recruitment process. The conveyor belt in the graphic
represents this process. Each of the indicated stages can be related to applicant statuses.

Chapter 12 - Page 4

You can search for applicants using criteria such as vacancy, name, application status, or
vacancy assessment results. The My Applicants search enables you quickly to identify
applicants for all your vacancies.
If your enterprise uses the Agencies functionality to work with recruiting agencies, then you
can search for applicants from a specific agency or exclude agency applicants from the
applicants search. You can also preview applicants’ resumes or download resumes to gather
further information. You can view application details on the Candidate Details page.
When you view the application details, you can complete the following tasks:
• Update the application status
• Rating an applicant for a vacancy
• Add attachments
• Create an offer
The following slides explain these tasks.

Chapter 12 - Page 5
Updating the Status of an Application
Updating the Status of an Application

When an applicant applies for a job, iRecruitment sets the application status to Active by
default. In the Status Details and Change Reason region, you can select a status to indicate at
what stage an application is in the recruitment process. For example, you can select the First
Interview status, then Second Interview, and then Terminate for an application. You can view
the status history for each application in the Application Assignment History table.
You can create an offer for applicant. The following slides explain how to create and send
offers to applicants.

Chapter 12 - Page 6
Ranking Applicants
Ranking Applicants
You can rate applicants for your vacancy based on their performance during the recruitment
process. In the Applicant Rating region of the Candidate Details page, you can enter a manual
rating, for example, 2. You can then sort applicants in the rating order for a specific vacancy on
the View Applicants page.
Note: iRecruitment saves only one rating for each application.

Chapter 12 - Page 7
Adding Attachments
Adding Attachments
You can update the attachments when you progress the application.
Note: Applicants cannot view the documents that you add as attachments to the job
applications.

Chapter 12 - Page 8
Using the Mass Applicant Update Feature
Using the Mass Applicant Update Feature

You can update the status of multiple applicants for a vacancy, using the Applicant Mass
Update functionality. For example, if you want to reject most applicants for a vacancy, select
the relevant applicants on the View Applicants page and click the Update Status button. On the
Applicants: Mass Update page, select the status Terminate Application and provide a status
change reason, for example, poor performance.

Chapter 12 - Page 9
Practice - Progressing an Application
Overview
In this practice, you learn how to progress an application. In this example, you update the status
of an application.
Assumptions
xxHenry to work with iRecruitment Manager (Vision Corporation)

practice.
Tasks
As xxHenry, you find the applicant xxSmith suitable for the vacancy requirement and update the
status of application to the Second Interview status.
Note: To view vacancies, you must have access to them through your normal security profile, or
be a member of the recruiting team for the vacancy.

Solution - Progressing an Application
1. Log in to iRecruitment as xxHenry/welcome.
3. Click the Home link to display the Home page.
4. Click the Vacancies tab to display the Vacancies page.

Searching Applicants
6. Click the Go button. The search return displays the xx Executive Assistant to VP vacancy.
7. Select the xx Executive Assistant to VP vacancy name.
8. Click the View Applicants button to display the View Applicants: xx Executive Assistant
page.
9. You can see the following applicants for this posting:

− xxsmith
− xxtaylor
− xxprice
− xxbrown
Note: To perform a mass update on multiple applications select the applicants and click the
Update Status button. In this example, you progress the application of xx Smith.
10. View the Application Test Score and Application Test Results columns. You can view the
applicants who have passed the test.
Progressing the Application to Offer Status
11. Click the applicant xxsmith to display the Candidate Details page.
12. Navigate to the Status Details and Change Reason region.
You can see the Current Status as Active Application. You are going to progress the application.

13. Select First Interview as the new status.
14. Select a reason for updating the status.
15. Click the Apply button. You can see that the Assignment Status field is updated to First
Interview status in the Application Assignment History table.
16. Click the Add Attachment button.
17. You can select either a file, or a URL, or provide text. In this example, enter “First Interview
satisfactory.”
18. Select the Text option to enter your comments.
19. Enter a description “Updating the status after the First Interview Stage.”
20. Click Apply.
21. Repeat the steps and select Second Interview as the Status.
22. Save your work after you make changes.
If you have an agreement with a third-party vendor to perform background checks on the
applicant, then select the Background check button. The third-party background check page
appears.
Enter your username and password and complete the information that is needed to check the
credentials of the applicant.

Background Check
Background Check
A manager or recruiter can run a background check on an applicant. The Background Check
Maintenance function links the manager or recruiter to the vendor’s site and transfers the
applicant information.The background check provider e-mails the information or the manager
can retrieve the results from the provider’s Web site. To track the status of a background check
and also to view the result, you need to access the HireRight site.
Note
• When managers visit the background check vendor’s site, they need to use the company
ID, username, and password information to enable a direct login to the vendor’s site from
the iRecruitment home page. Please see the technical detail of how this is set up in the
Implementation Class.
• To use the background check functionality, the enterprise must be registered with the
background check vendor.
• Performing a background check has legal implications and must comply with the
legislative rules of the country in which the recruiting organization is operating.
• The results of the background check are not stored in the iRecruitment database.

Creating an Offer
Creating an Offer
This diagram shows the offer tasks from creating an offer to sending the offer for approval.
The process of extending a job offer to an applicant starts with identifying an applicant.
You provide the following details to create an offer:
• Basic details such as assignment information, proposed employment start date, and the
offer closing date. You can allocate salary using the Offers Equity Analysis for
Organization report.
• Compensation details such as car and relocation benefits. If your enterprise has set up
benefits for iRecruitment applicants, then compensation plans appear automatically for
eligible applicants.
You can preview the offer letter in any one of the formats decided by your enterprise: PDF,
HTML, or RTF. When you create an offer, you may have to submit the offer for approval,
depending on the approval requirements of your enterprise.
You can also save the draft offer and submit it at a later date.

Practice - Creating an Offer
Overview
In this practice, you learn to create an offer. In this example, you create an offer for xxSmith.
Assumptions
Henry to work with iRecruitment Manager (Vision Corporation) responsibility.
practice.
Tasks
In this example, you create an offer in the Vision Corporation business group.
Creating Offer Details
Enter the offer details such as proposed start date and salary.
Note: The compensation details for this vacancy requirement include sign on bonus and
relocation packages. These compensation plans have been set up for the Vision Corporation
business group.

Solution - Creating an Offer
1. Log on to iRecruitment as xxHenry/welcome.
3. Select the iRecruitment Home link on the portal page to display the home page.
4. Click the New Offer link on your home page to create an offer.
Selecting the Application
6. Click Go. The search return displays a list of applicants for the vacancy.

7. Select the applicant xxsmith and click Next to navigate to the Create Offer: Enter Basic
Details page.
Entering the Offer Basic Details

Note: On the Create Offer: Enter Basic Details page, some of the assignment details of the
vacancy such as the organization, manager, and position appear by default. For a new offer,
the status is Unapproved, by default.
8. Accept the default Discretionary Job Title. This value is the job title for the offer, and the
vacancy job posting title appears automatically in this field.
9. In the Proposed Start Date field, set a date one month after the offer creation date.
Providing Salary Details
You can use the Equity Analysis for Organization report to make an informed salary allocation
for the applicant. The report shows the salary range and average salary of the people who you
supervise in a given job.
10. Select Exempt as the salary basis to indicate salary administration for the future employee.
11. View the salary range for the job in your team and also your enterprise.
12. Enter the proposed salary depending on the salary range for the job.
Note: Depending on information set for your business group, the currency details appear
automatically.
13. Click Next to navigate to the Create Offer: Enter Compensation page.
Enter Compensation Details
When you complete basic offer details, iRecruitment checks whether the applicant is eligible for
benefits and displays benefit plans on the Create Offer: Compensation page. You can select
appropriate compensation options for the applicant.
Note: In this example (Vision Corporation business group), the applicant is eligible for the sign
on bonus and relocation compensation plans.

14. Enter 20000 in the Sign on Bonus field.
15. Select Basic Relocation as the relocation package.

Note: Select the compensation plans appropriate to your business group.
16. Click Next to navigate to the Create Offer: Review page.
17. Review the offer details.

The Approvers region displays the default approvers for your offer. In this example, xxJohnson,
supervisor of xxHenry is the default approver.
18. Click View Offer Letter to preview the offer.
19. Click Submit. You can see the confirmation message “The offer has been successfully
submitted for approval” on your home page.
20. Repeat the steps to create offers for the following applicants:
− xxBrown
− xxTaylor

Practice - Approving an Offer
Overview
In this practice, you learn to approve an offer.
Assumptions
Johnson to work with iRecruitment Manager (Vision Corporation) responsibility.

practice.
Tasks
Approving an Offer
As the supervisor of xxHenry, you receive a notification to approve an offer.
Log on to iRecruitment Manager as xxJohnson to view the offer details and approve the offer.
Checking the Approval Notification
Once your manager approves the offer, you can log in as xxHenry and view the offer approval
notification on your home page.
Sending an Offer
You can send an offer only after it is approved. In this practice, you send offers to applicants:
xxSmith, xxBrown, and xxTaylor.

Solution - Approving an Offer
Approving an Offer
1. Log on to iRecruitment as xxJohnson/welcome.
2. Select iRecruitment Manager responsibility.
3. Click the iRecruitment Home link on your portal page to display the home page.
4. Click the offer notification of xxSmith in the Notifications table. The offer details page
appears.

5. Scroll down the page and view the offer details.
6. Click the Approve button. The application sends the offer approval notification to xxHenry.
Note: In this example, because only one level of approval is required, the application stores
the changes in the database. If there are multiple levels of supervisory approvals, then the
application routes the offer until the last person has approved the offer. In such a case, the
application stores the changes only if the last approver approves the offer.
7. Repeat the steps to approve the offer notifications of xxTaylor and xxBrown.
Checking the Offer Approval Notification

You can view the offer approval notifications in the Notifications table.
Sending an Offer
12. Click the Candidates tab on the home page.
13. Click the Applicants tab to display the Candidates: Applicants page.
14. Enter xx Executive Assistant to VP in the in the Vacancy Name field
16. Click xxSmith to view the applicant’s details.

17. Select the vacancy xx Executive Assistant to VP and click the Offers tab to view a summary
of the offer.
The Action field lists the tasks that you can perform for this offer. In this example, you select the
Send Offer action.
18. Select Send Offer in the Action field and click Go. The Send Offer page appears.

In this example, the expiry date of the offer and the offer duration details appear automatically as
the default values have been set for the business group.
19. Enter a message to the applicant. For example, ‘Please respond to the offer as soon as
possible’.
20. Click Send Offer. A Warning message appears.
21. Click Yes to send the offer to the applicant. You can view a confirmation message, “An
electronic copy of the offer has been sent”.
22. Repeat the steps to send offers to xxTaylor and xxBrown.

Practice - Accepting an Offer
Overview
In this practice, you learn to respond to an offer. In this example, as xxSmith, you accept the
offer for the post of xx Executive Assistant to VP vacancy.
Assumptions
practice.
Tasks
You log in to iRecruitment as xxSmith to view the offer details and accept the offer.

Solution - Accepting an Offer
Responsibility = iRecruitment External Candidate
1. Log on to iRecruitment as xxsmith@oraclecorp.com/welcome. iRecruitment displays the

candidate home page.
The Notifications table displays the offer you have received for the xx Executive Assistant to VP
vacancy. In the Jobs Applied for region, you can notice that the status for the job has now
changed to Offer.
2. Click the offer notification link to view the details.
3. In the notification page, click the View Offer link.
The Application Details page appears.

4. Click the Offer Details tab to view the offer details.

5. Scroll down the offer page to view the offer details.
6. Click Accept Offer to navigate to the Accept Offer page.
7. Enter ‘Thanks for the offer’ in the Comments field.
8. Click Submit to save your changes. You can view the confirmation message on your home
page.

Responsibility = iRecruitment Manager
9. Log in to the iRecruitment Manager responsibility as xxHenry/welcome.
10. Navigate to the Home page.
11. View the offer acceptance notification.

Sending an Offer
Sending an Offer
This diagram shows the offer tasks from sending an offer to an applicant to offer acceptance.
When iRecruitment routes an offer for approval, approvers can: approve, reject, or returns the
offer for correction. After you receive the offer approval notification, you can send an offer
online using the Send Offer page or send a paper copy of the offer.
iRecruitment updates the application status to Accepted:
• When an applicant accepts an offer online.
• When you select Offer Accepted by Applicant option on the Enter Applicant Response
page, after you hear from the applicant or receive a written note.
Maintaining an Offer
You can also carry out tasks related to an offer, for example, update the offer to include revised
compensation or extend the offer duration. You can also place an offer on hold if the relevant
project is cancelled or if there is recruitment freeze in your enterprise.

Practice - Managing an Offer
Overview
In this practice, you learn about the various tasks that you can complete for an offer.
Assumptions
• You can use the local iRecruitment Manager and iRecruitment responsibilities. In this
practice log in as xxHenry and xxJohnson.

practice.
Tasks
Maintaining an Offer
After you send an offer to an applicant, using the iRecruitment Manager responsibility, you can:
• Enter the applicant’s response to the offer.
• Update the offer.
Using the iRecruitment Recruiter responsibility, you can place an offer on hold and make the
offer available to the applicant again.
In this practice, use the offer to xxTaylor and xxBrown to learn about the different offer tasks.

Solution - Managing an Offer
Entering an Applicant’s Response to an Offer
4. Click the Candidates tab on the home page.
5. Click the Applicants tab to display the Candidates: Applicants page.
6. In the Vacancy Name field enter xx Executive Assistant to VP.
8. Click xxTaylor to view the applicant’s details.

of the offer.
The Action field lists the tasks that you can perform for this offer.
xxTaylor has not responded to your offer online. He has sent you a letter of his offer acceptance.
You record his acceptance using the Enter Applicant Response page.
10. Select the Enter Applicant Response option and click Go. The Enter Applicant Response
page appears.

11. Select Offer Accepted by Applicant in the Applicant Response field.
12. Click Submit to save your changes.
iRecruitment changes the status of the offer to Closed.
Updating an Offer
xx Brown is not happy with her compensation package and wants changes in the relocation
package. In this task, you learn how to update the offer details of xxBrown.
13. Navigate to the Candidate Details page of xx Jane Brown.
of the offer.
15. Select the Update Offer option and click Go.
16. Click Yes on the Warning page. When you update an offer, iRecruitment closes the existing
version and creates a new version of the offer. The applicant can no longer respond to the
offer until they receive a new version.

When you update an offer, the status is Unapproved by default.
17. Click Next to navigate to the Update Offer: Enter Compensation page.
18. Select Silver Relocation as the sign on relocation package.
19. Click Next to navigate to the Update Offer: Review page.
20. View the changed information highlighted with a blue dot, before submitting the offer for
approval.
21. Click Submit to save the changes to the offer.
Depending on the approval rules set in your enterprise, iRecruitment routes the offer for
approval. In this example, the application routes the offer to xxJohnson for approval.
In the following task, instead of rejecting the offer changes, as xxJohnson, you place the offer on
hold, as there is a budget freeze in your department.
22. Log in as xxJohnson/welcome.
23. Click the iRecruitment Recruiter responsibility.
24. Click the iRecruitment Home page link.

25. View the updated offer notification message.
26. Click the Home link to navigate to the Portal page.
27. Click the Offers Workbench link.
28. Select the Pending for Approval option in the Offer Status field and Click Go.
The search results display offers that are pending for approval.

29. Click xxBrown to navigate to the Candidate Details page.
30. Scroll down the page to the Action field.
31. Click in the Action list to view a list of options.

32. Select the Place Offer on Hold option. Notice the confirmation message. The Offer Status
field displays the value Hold.
When you place an offer on hold, iRecruitment notifies the creator of the offer.
Subsequently, when the budget is available, you make the offer available to the applicant again.
33. Repeat the steps to navigate to the Candidate Details page of xxBrown.
34. Select the Take Offer of Hold option.
You can navigate to your home page and approve the updated offer.

Hiring an Applicant
Hiring an Applicant
After an applicant has accepted an offer, you can hire the applicant using Oracle Self-Service
Human Resources Applicant Hire function.
For more information, see: Hire or Placement, Place Contingent Worker Processes (Deploy
SSHR Capability) in the online help.
You can also use the People Management template to hire an applicant.
For more information on using the Hiring Applicants template, see: Hiring an Applicant
(Recruitment Using People Management) in the online help.
When you hire the applicant, Oracle HRMS associates the person with the Employee.Ex-
applicant person type and assigns an employee number. You can create a new user for the
employee and associate the user with the iRecruitment Employee Candidate responsibility.
If you manually create a new user, in addition to granting the user the correct responsibility,
you must grant them the correct permission set using the Functional Administrator
responsibility. Check with you system administrator to create grants for new users.

Practice - Hiring an Applicant Using the People Management
Template
Overview
In this practice, you learn to hire an applicant using the People Management template.
Assumptions
• You can use the HRMS Manager or Super HRMS Manager responsibility. For this
demonstration, log in as xxHenry/welcome and use the US HRMS Manager
responsibility.

practice.
Tasks
Hiring an Applicant Using People Management Template
xxSmith has accepted your job offer. In this practice, you learn to hire the applicant xxSmith to
work in your business group.
Use the People Management template to hire xxSmith in your business group.

Solution - Hiring an Applicant Using the People Management
Template
Hiring an Applicant Using People Management Template
Responsibility = US HRMS Manager, Vision Corporation
1. Navigate to the People Management Data Organizer window:
• (N) People > Maintain Using Templates > Hire Applicants
2. Select Name as the View By and double-click People By Name. The list of People By Name
appears.
3. Click “X” to expand the list of people.
4. Select xx Smith, John and double-click the name.
5. Click the Applicant Assignment and then click AA900. Administrative Assistant. In the
Person Type field, you can see the status as Applicant.
6. Click the Actions button to start the process of hiring the applicant.

7. Select Hire Applicant to start the hiring process.
8. Click the Next button.
9. Enter the Start Date.

Note: The hire date should be at least one day after the applicant has accepted the offer.
11. Accept the assignment that is displayed for the applicant and click the Next button. You can
see a message: “xxSmith has been hired”.
12. Click the Finish button to complete the hire process.
13. Set the Effective Date to the applicant’s hire date.
14. View the status in the Person Type field. Now the field displays the status: Employee.Ex-
applicant. The application assigns an employee number to the new employee.
15. Click the Show Details button to view the details of xxSmith.

Practice - Hiring an Applicant Using SSHR
Overview
In this practice, you will learn how to hire a successful applicant using the Applicant Hire page.
Assumptions
• You can use your local Self-Service Manager responsibility. For this demonstration, log
in as xxHenry/welcome and use the Manager Self-Service (Vision Corporation)
responsibility.
practice.
Tasks
Hiring an Applicant using the Applicant Hire page
xxTaylor has accepted the xx Executive Assistant to VP offer. His date of birth is 12-FEB-1970
and the social security number is 891-23-4567. Use the Hire Applicant page to hire xxTaylor in
your enterprise.

Solution - Hiring an Applicant Using SSHR
Hiring an Applicant using the Applicant Hire page
Responsibility = Manager Self-Service
1. Navigate to the Applicant Hire page:
• (N) Manager Self-Service > Applicant Hire
2. Enter xxTaylor in the Last Name field.
3. Set the Effective Date to a day later than the Accepted date.
Note: The effective date should be at least one day after the applicant has accepted the offer.
4. Click Go to search xxTaylor. The Search Applicant table displays the name of the successful
applicant.
5. Click Hire to start the hiring process.

Note: The information that Sam has provided in iRecruitment such as address defaults to the
Applicant Hire page. Review the information and provide required details to hire the
applicant.
6. Enter the Social Security Number or the National Identifier per your localization.
7. Enter the date of birth.
8. Select Male as the Gender.
9. Review the Address information.
10. Select the Next button to display the Applicant Hire: Assignment page.

11. Select Vision Corporation as the Government Reporting Entity (GRE) to associate the
employee assignment with a GRE.
12. Select Exempt as the salary basis to administer the employee’s salary.
13. Click Next to display the Applicant Hire: Pay Rate page.
14. Leave the fields in the Applicant Hire: Pay Rate page blank and click the Next button.
15. Accept the default value in the Manager field.
16. Click the Next button to verify the details in the Applicant Hire: Review page.
17. Click the Submit button to hire the employee. If there are any approvers, the application
submits the changes for approval.

Summary

Agency Users - Working with
iRecruitment
Chapter 13
Agency Users - Working with iRecruitment

Chapter 13 - Page 1

Chapter 13 - Page 2
Objectives

Chapter 13 - Page 3
Overview of Agency User Tasks
Overview of Agency User Tasks

From the iRecruitment home page, as an agency user, you can:
• Search for vacancies assigned to your agency, and view vacancy details such as the
maximum number of applicants that you can submit for a vacancy and the current number
of applicants.
• Create details of your candidates.
• Search for candidates using searches such prospect pool, individuals, or resumes.
• Apply for jobs on behalf of your candidates.
• Progress applicants for a vacancy, if appropriate. For example, some enterprises delegate
the complete recruitment process to an agency. In this instance, the agency processes all
applications for a vacancy to provide the enterprise with the best candidate.
The following slides explain how to complete these tasks.

Chapter 13 - Page 4
Searching for Vacancies
Searching for Vacancies

On the Vacancies page, you can search for vacancies using criteria such as vacancy name and
the creation date.
Note: You can view only the vacancies assigned to your agency.
You can view the following details for a vacancy:
• The number of job applications you make for the vacancy
• The vacancy availability period
• Whether your agency is the sole agency
• Whether your agency can manage all applicants for the vacancy
When you search for a vacancy, you can:
• Find candidates whose skills match the vacancy requirements.
• View applicants for a vacancy.

Chapter 13 - Page 5
Working with Candidates Search for Candidates
Working with Candidates – Search for Candidates

As an agency user, you can view details of your agency candidates only. You can search for
candidates using the following searches:
• Prospect pool
- Search for candidates using criteria such as work preferences, skills, and employment
status. You can use a combination of criteria to search for specific candidates, for
example, candidates who prefer part-time jobs in marketing.
• Individuals
- Search for individual users using last name, first name, e-mail ID, or location.
• Resumes
- Search for resumes using specific keywords, such as a skill or qualification.
iRecruitment highlights the search keyword in the HTML preview of the candidate’s
resume to identify where the matches occur on the resume. When you identify
suitable candidates, you can apply for vacancies on their behalf.

Chapter 13 - Page 6
Creating Details of Candidates
Creating Details of Candidates

From the Prospect Pool, Individuals, or Resumes pages, you can create details of your
candidates.
You can:
• Provide information such as name, address, and contact numbers. You can enter skills and
qualifications of the candidate, and upload a resume as a supporting document. Enter a
common e-mail ID for your candidates, for example, the e-mail address of your agency, so
that managers can inform you about suitable vacancies or offers.
• Specify work preferences such as preferred work location and minimum salary
requirements. iRecruitment uses work preferences and skills to identify candidates who
match the vacancy requirements.
• Indicate whether the candidate’s details can appear in the manager search. If you do not
select the Allow Account To Be Searched check box, then the candidates’ information is
available only to managers of vacancies for which they have applied.
When you create candidates, iRecruitment associates the candidates with your agency and
identifies them as your agency candidates for all subsequent recruitment activities.

Chapter 13 - Page 7
Applying for Jobs
Applying for Jobs

You can apply for jobs on behalf of your candidates when you create their details or search for
vacancies.
Note: The changes that you make to a candidate’s account while applying for a job are not
limited to the specific job application, but apply generally to the candidate’s account.

Chapter 13 - Page 8
Searching for Applicants
Searching for Applicants

On the Candidates: Applicants page, you can search for applicants using criteria such vacancy
name or the agency.
Note
• If your agency has permission to manage applicants for a specific vacancy, then you can
view and progress not only your agency applicants but also other applicants for that
vacancy.
• If you do not have permission to manage applicants for a specific vacancy, then you can
view details of your applicants and cannot see self-registered and other agency applicants.

Chapter 13 - Page 9
Progressing Applications
Progressing Applications
You can view the details of an application on the Candidate Details page. If an applicant has
applied for multiple vacancies, then you can view only the applications for vacancies that your
agency manages.
You can progress application only if you have permission to manage application for a vacancy.
You can:
• Update the application status to indicate at what stage an application is in the recruitment
process.
• Rate applicants for your vacancy based on their performance during the recruitment
process. You can enter a manual rating, for example, 5 and then sort applicants in the
rating order for a specific vacancy.
• Add attachments to an application to include documents relevant to the person’s
application, for example, a text file, that contains your comments about the applicant.
Note: Applicants cannot view the documents that you add as attachments to the job
applications.

Guided Demonstration - Overview of Agency User Tasks
The purpose of this demonstration is to introduce the recruiting agency functionality in
iRecruitment that enables external recruiters to source and manage applicants on certain
vacancies.
Note: Log in to the iRecruitment Agency responsibility using

jdane@staffserv.com/welcome. This demonstration uses the seeded agency Staffing Service
Inc and the seeded user jdane@staffserv.com.
Responsibility: iRecruitment Agency
Searching for Candidates
As an agency user, you can view details of your agency candidates only. You can search for
candidates using the following searches:
1. Click the Candidates tab and then the Prospect Pool tab.
2. To search for candidates, select the Human Resources professional area.
3. Select Core.Leadership as the Skill.
4. Select Proficient as the Minimum Level.
5. Click Go to view the results.
From these results, you can review candidate information and apply for a job posting on behalf
of your candidate.
Using Resumes to Search for Candidates
6. Click the Resumes tab.
7. Enter human as the keyword and click Go.
8. Review the resume and apply for a job posting.
Searching for Individual Users
Use the Candidates: Individuals page to search for individual users using last name, first name,
e-mail ID, or location.
9. Enter plarew@yahoo.job in the Email field.
10. Click Go to view the results.

11. Click the candidate’s name to view the details.
When agency users create candidates, iRecruitment associates the candidates with your agency
and identifies them as your agency candidates for all subsequent recruitment activities.
Creating Candidates
From the Prospect Pool, Individuals, or Resumes pages, you can create candidate profiles.
12. Click Create Candidate to navigate to the Create Personal Details page.
13. Provide details such as name, address, phone numbers, skills and qualifications, and upload
a resume.
14. Specify work preferences such as preferred work location and minimum salary
requirements. When managers search for candidates, iRecruitment uses work preferences
and skills to find candidates who match their vacancy requirements.
15. Indicate whether the candidate’s details can appear in the manager search using the Allow
Account To Be Searched check box. If you do not select this check box, then the candidate’s
information is available only to managers of vacancies for which they have applied.
Searching for a Vacancy
16. Click the Vacancies tab to navigate to the Vacancies page.
On the Vacancies page, you can search for vacancies using criteria such as vacancy name and the
creation date.
17. To view the vacancies assigned to the agency, select the Approved status.
18. Click Go to get a list of vacancies.
19. Click the General Office Clerk vacancy.
20. Scroll down the vacancy page.
You can view the following details for a vacancy:

− The number of job applications you make for the vacancy.
− The vacancy availability period.
− Whether your agency is the sole agency.
− Whether your agency can manage all applicants for the vacancy.
21. Return to the Vacancies page.
When you search for a vacancy, you can:
22. Click Find Candidates to look for candidates whose skills match the vacancy requirements.

23. Click View Applicants to look for applicants for the vacancy.
24. Click the Add Applicant icon to apply for the vacancy on behalf of your candidate.
Managing Applicants
25. Click the Vacancies tab.
26. Search for approved vacancies.
There are two ways in which you can process applicants:

− Scenario 1: If you do not have permission to manage applicants for a specific
vacancy, then you can only add and withdraw your candidates for the vacancies.
Also, you can view only your agency candidates.
− Scenario 2: If your agency has permission to manage applicants for a specific
vacancy, then you can view and progress not only your agency applicants, but also
other applicants for that vacancy.
27. To understand scenario 1, select the Accounts Payable Temp Clerk vacancy.
28. Click View Applicants to navigate to the Applicants page.
Note that there is no update functionality for applicants or their status here.
29. Return to the Vacancies page.
30. To understand scenario 2, select the General Office Clerk vacancy.
31. Click View Applicants to navigate to the Applicants page.
32. View the list of applicants. Note that the Update Status button is available as the agency is
managing the applicant process.
33. Click an applicant’s name. The Candidate Details page appears.
Note: When granted the manage applicant functionality for a vacancy; the recruiting agency
has much greater responsibility and access within the recruitment process.
You can complete the following tasks:
34. Update the application status to indicate at what stage an application is in the recruitment
process.
35. Enter a manual rating, for example, 5 and then sort applicants in the rating order for a
specific vacancy.
36. Add attachments to include documents relevant to the person’s application, for example, a
text file that contains your comments about the applicant.
In this demonstration, you learned about the recruiting agency functionality in iRecruitment.

Summary

Generate Letters, Reports,
and Perform Purge
Chapter 14
Generate Letters, Reports, and Perform Purge

Chapter 14 - Page 1

Chapter 14 - Page 2
Objectives

Chapter 14 - Page 3
Letter Generation
Letter Generation
Online, using Web ADI: Use the online method (Web ADI), if you want to generate and
review your letters immediately. Web ADI enables you to generate standard letters and reports
by retrieving data and exporting it to a data file that is merged with a standard word processed
document.
Note: Oracle recommends that you use Web ADI for generating recruitment letters.
For information on letter generation see: Letter Generation Using Web ADI in the online help.

Chapter 14 - Page 4
Letters in Web ADI
Letters in Web ADI

Web Applications Desktop Integrator (Web ADI) is a self-service Oracle application, accessed
using a browser. It generates Microsoft Excel or Word documents on your desktop, and
downloads the data you have selected from the application.
For Letter Generation
Web ADI retrieves the data and downloads it directly into a template letter (which you can also
store in the Oracle applications database) to form the mail merge. When you create a document
for a mail merge, ensure that you select Word as the viewer. Your system administrator must
set up integrators to enable the letter generation to take place.
In addition, the layout associated with the letter generation process must have same name as
the letter created in the Letter window in the Oracle HRMS application. This associates a letter
with an assignment status in Oracle HRMS, and links the letter to the layout. Defining a
standard letter is explained in the subsequent slide.

Chapter 14 - Page 5
Letters in Oracle HRMS
Letters in Oracle HRMS

Typically you can set:
• Acknowledgement letter for all active applications
• Confirmation letters for interviews
• Offer and Rejection letters
If you are currently using Oracle HRMS, you can issue standard letters to applicants when their
application status changes. For example, you can issue a first interview letter when an
applicant’s assignment status is changed to First Interview.

Chapter 14 - Page 6
Defining a Standard Letter

You define standard letters to complete letter generation for both Web ADI and Concurrent
process.
In Oracle Human Resources, you can link one or more applicant assignment statuses with each
recruitment letter. The application creates a letter request automatically when you assign the
applicant an assignment status.

Chapter 14 - Page 7
Requesting Letters Using Oracle HRMS and Web ADI
Requesting Letters Using Web ADI and Oracle HRMS

Select the Automatic method of letter generation. If you select Automatic as the method of
letter generation, you do not need to select the people in the Requested For region. The
application generates list of people automatically and the list includes people who are on the
status you set up.
Web ADI
After you export the data to Web ADI, you select Microsoft Word as the viewer. As the
template is linked to the integrator and layout is available in the database, the data
automatically creates a merge letter.

Chapter 14 - Page 8
Guided Demonstration - Generating a Letter
In this demonstration, you learn how to generate a rejection letter. In this example, you generate
a rejection letter to xxPrice for the xx Executive Assistant to VP vacancy.
Note: You can use the HRMS or the Super HRMS Manager responsibility. In this
demonstration, use the US Super HRMS Manager responsibility. Log in as hrms/welcome to
access HRMS Web ADI.
Responsibility: US Super HRMS Manager
1. Navigate to the Letter window using US Super HRMS Manager responsibility:
• (N) Work Structures > Recruitment Letter Type
2. Enter xxRejection as the name. You use this name as the Layout Name in HRMS Web ADI.
3. Select PERWPIUS US MS-Word Interview Mailmerge as the Concurrent Program.
4. Save your work.
5. In the Letter Generate When region, select Rejected and Reject as the Assignment Statuses.
6. Save your work.
Requesting a Letter
7. Navigate to the Request Letter window:
(N) Recruitment > Request Recruitment Letter
The Request Letter window appears.
8. Select xxRejection as the Letter Name.
9. Select Automatic as the Method.
Note: If you select Automatic as the method of letter generation, then you need not select
the people in the Requested For region. The application automatically generates a list of
people for whom you want to generate a letter.
10. Select the name of your vacancy.
11. Save your work.

Chapter 14 - Page 9
Updating the Status of an Application to Rejected
12. Log in to iRecruitment using xxHenry/welcome.
14. Click the Home link. The home page appears.
15. Click the Vacancies tab. The Vacancies page appears.
17. Click the Go button. The search returns a list of vacancies.
18. Select the xx Executive Assistant to VP vacancy.
19. Click the View Applicants button. The View Applicants: xx Executive Assistant to VP page
appears.
20. Click xx Price to display the Application Details page.
21. Navigate to the Status Details and Change Reason region.
22. Select Rejected as the Status.
23. Click Save. The application updates the Status column in the Application Assignment
History table with the Rejected details.
Responsibility: HRMS Web ADI
Creating an Integrator
24. Log in to HRMS Web ADI.
25. Select Create Document from the HRMS Web ADI responsibility menu.
Note: For R 11i users: Select the viewer first and then the integrator.
26. In the Select Integrator page, select HR Integrator Setup. HR Integrator Setup is the
predefined integrator for HRMS.
28. In the Select Viewer page, select a version of Excel as the viewer. You use this spreadsheet
as a user interface to create your own integrator.
29. Leave the Reporting check box cleared to create data.

31. In the Select Content page, select None to create an empty document.
32. Review the parameters in the Document Creation Review page.
33. Click Create Document.
34. Open the excel spreadsheet once you get the download confirmation message.
35. Enter DOWNLOAD as the Metadata Type.
36. Enter PER as the Application Short name.
37. Enter xxRejection as the Integrator User Name.
38. In the View Name column, enter ADS_EMEAHR_ADI_REJECT_V. This is the View in
Vision that is linked to the PER_LETTER_REQUEST_LINES table.
Note: Web ADI uses a view to determine the tables and columns to download data. You can
create customized views as per your business requirements. Any views that you use for letter
requests must join to the PER_LETTER_REQUEST_LINES table and must include the
column LETTER_REQUEST_ID.
39. Enter LETTER as the form name. This is the integrator for use with the Request Letter
window.
40. Leave the rest of the columns blank.
41. Select Upload from the Oracle menu to upload the data and create the integrator. The
Upload Messages page appears.
42. Select the All Rows option and click Upload. You can see an Upload successful message if
the application uploads the data and creates an integrator.
43. Click the Close button to return to the main menu.
Associating Integrator with a Secure Form Function
You must associate at least one form function with the integrator for granting user access to
define a layout and generate mail merge letter.
44. Select Create Document from the HRMS Web ADI menu.
Note: For R 11i users: Select the viewer first and then the integrator.
45. Select HR Maintain Integrator Form Function Associations Integrator to associate your
integrator with a form function and click Next.

46. Select a spreadsheet viewer. Leave the Reporting check box deselected to download data for
updating.
47. Enter PER as the Application Short Name.
48. Enter ADS% as the Integrator Name.
49. Click the Continue button.
51. Click Create Document. An Excel spreadsheet opens displaying your selected custom
integrators, and has a column for associating form functions.
52. Enter PER in the Integrator Application Short Name column.
53. Enter xxRejection in the Integrator column.
54. Enter ADS_HR_ADI_CUSTOM_INTEGRATORS in the Form Functions List column.
55. Select Upload from the Oracle menu to upload the data. The Upload Messages page appears.
56. Select the All Rows option and click Upload. If the application uploads the data, then you
can see the Upload successful message.
57. Click the Close button and return to the main menu.
Creating a Layout
58. Select Define Layout in the HRMS Web ADI menu.
59. Select xxRejection as the Integrator.
60. Click the Go button.
61. Click Create to define a new layout.
Note: For R 11i users, click the Define Layout button.
62. In the Define Layout page:

− Enter the Layout Name as xxRejection. When you create a layout for use in running
mail merges, the layout name must exactly match the Letter Name in the Letter
window of the Oracle HRMS.
− Accept the default number of headers.
− Note for 11i users: Enter Rejection Letter as the Layout Key.
63. Click Next.
64. In the Create Layout page, select the columns from the view that you want to appear in your
document:

− FIRST NAME
− LAST NAME
− ADDRESS LINE 1
− ADDRESS LINE 2
− ADDRESS LINE 3
− TOWN
− POSTCODE
− VACANCY
− ORGANISATION
− POSITION
Note: The columns in the View depend on the view that you selected as part of creating an
integrator in the earlier task.
65. Click the Apply button. The application displays the message “Layout saved successfully.”
66. Click the Cancel button to return to the menu.
Exporting Data to Web ADI
67. Navigate to the Request Letter window.
68. Query the xxRejection request that you saved earlier.
69. Navigate to the Requested for region.
70. Click in the Name field. Because you have updated the status of xxaliciataylor to Rejected,
the applicant’s name appears in the field.
71. Click the Export Data icon to export the data to Web ADI. Web ADI opens.
Note: Do not close the Request Letter window, as you need to activate this window for the
mail merge process.
Creating a Data Source
72. In the Select Viewer page, select a version of Word as the Viewer.
73. Select the Reporting check box.
76. Click Create Document. A Microsoft Excel Worksheet document containing a table with all
the columns in the Layout is generated. Save the document as data_source.xls. This is the

data source file that you are going to use to create your template letter. In R 12, the default
data source format is an Excel Worksheet.
Note: For R 11i users: A Microsoft Word document containing a table with all the columns
in the Layout is generated. Save the document as data_source.doc in your local directory.
Creating a Template Letter: Microsoft Word
77. Open Microsoft Word program.
78. Select a New Word document.
79. Select Mail Merge from the Tools menu in Microsoft Word.
80. In the Mail Merge Helper window, select Form Letters from the Create list.
81. Select the Active Window option.
82. Select Open Data Source from the Get Data list.
83. Select data_source.xls that contains the table. You can now create your template letter.
Note: R 11i users, select the data_source.doc.
84. Check the Insert Merge Field list. These are the columns that are downloaded from the
Oracle application database to create the Word table.
85. Type your standard text in the new Word document. For example:
− Enter “Oracle HQ” as the first line.
− Enter “San Francisco” in the second line.
− Enter “January 30th, 2007” as the date.
− Enter “To”.
− Select FIRST NAME, LAST NAME, ADDRESS LINE 1, ADDRESS LINE 2,
ADDRESS LINE 3, TOWN, and POSTCODE from the Insert Merge Field list.
− Enter Dear and select FIRST NAME from the Insert Merge Field list.
− Enter the sentence, “Thank you for your application for the vacancy”
− Select VACANCY from the Insert Merge Field list.
− Enter the following information “Unfortunately, you have been unsuccessful.”
− Enter “Regards”.
86. Save the template letter as xxRejection Letter.
Responsibility: HRMS Web ADI
Uploading Template Letter to the Database
87. Click the Manage Document Templates link in the Web ADI responsibility.

Note: By using the Document Management page, you can manage documents centrally in
the Oracle applications database.
88. Click the Upload New Document button to upload your letter to the database.
89. Select the template letter xxRejection Letter that you saved.
90. Select the Rejection as the letter category.
91. Click the Apply button to upload the template letter from your local machine to the Oracle
application database. The application displays the Confirmation message.
92. Click Home to return to the portal page.
Linking the Layout with the Document
93. Select the Manage Document Links option.
94. Select the Integrator xxRejection that you created earlier.
95. Click the Go button.
96. Click the Link icon to link the layout with the template letter.
97. Select the document xxRejection Letter that you uploaded earlier. The application displays a
confirmation message.
98. Click the Cancel button to return to the main menu.
Generating Mail Merge Document
99. Activate the Request Letter window of Oracle HRMS.
100. Click the Export Data icon to run the mail merge. Web ADI opens.
101. In the Select Settings page, select a version of Microsoft Word as the Viewer.
104. Click Create Document. You can see that the mail merge has run, and that the data from the
application is merged with the template letter.
105. Save the letter in your local directory.

Generating Reports

Common Recruitment Questions
Common Recruitment Questions

As manager or recruiter you may have questions related to your recruitment. You might want
to know how effective or efficient your recruitment process is. You might want to obtain key
information about recruitment analysis.


• iRecruitment provides you with business intelligence reports. These reports called the
iRecruitment Performance Management Viewer (PMV) reports help you to report on
various measures of the recruitment process; for example, you could measure the time
taken to to fill a vacancy or the effectiveness of a recruitment source. These are supplied
as standard with iRecruitment and need no further licenses.
• Customers also get a restricted license to HRMSi, and can view the Discoverer reports.
You need a full license to modify or create the reports.

iRecruitment Reports
iRecruitment Reports
About 35 iRecruitment business intelligence reports - PMV reports are delivered with
iRecruitment. Of these, 19 are the “Status reports” and are displayed on the Human Resources
Intelligence self-service menus. The other 16 PMV reports are “Detail” reports accompanying
the status reports.
The PMV status and detail reports, that report on various measures of the recruitment process,
are supplied as standard with iRecruitment and need no further licenses.
The status reports that are available are:
• Recruitment Source Effectiveness Status
• Applicant Efficiency (Hires) – Organization and Manager
• Applicant Time to Fill – Organization and Manager
• Applicant Time to Start – Organization and Manager
• Applicant Fill to Start – Organization and Manager
• Vacancy Ageing – Organization and Manager
• Vacancy Fill to Start – Organization and Manager
• Vacancy Time to Fill – Organization and Manager

• Vacancy Time to Start – Organization and Manager
• Vacancy Status (System Defaults) – Organization and Manager

HRMSi Reports
HRMSi Reports
iRecruitment customers get a restricted license to HRMSi to run the iRecruitment Discoverer
reports and to view the End User Layer (EUL). You need a full license of HRMSi to modify or
create your own reports.
For more information about the PMV and HRMSi reports, see: Workforce Intelligence for
iRecruitment in the online help.

Practice - Generating Performance Management Reports
Overview
In this practice, you learn how to generate Oracle iRecruitment’s Performance Management
Viewer (PMV) reports. You generate the PMV reports to analyze the various measures of the
recruitment process.
Assumptions
• In this practice log in as bpalmer/welcome and use the US Vision HR Intelligence
responsibility.
practice.
Tasks
Generating PMV Reports
In this practice, you will generate two reports:

− Vacancy Time to Fill (Manager Hierarchy) Status to know the time period between
filling a vacancy and the employee starting, within a hiring manager hierarchy.
− Recruitment Source Effectiveness Status report to know which recruitment source
types and sources generate the most applicants and hires.

Solution - Generating Performance Management Reports
Generating Performance Management Reports
Responsibility = US Vision HR Intelligence
1. Click the US Vision HR Intelligence responsibility to work with the iRecruitment reports.
Note: You can also use the Human Resources Intelligence - End User responsibility to work
with iRecruitment reports.
2. Click the Vacancy Time to Fill (Mgr) Status report link to display the report page.
3. Select the top manager.
4. Enter the reporting period for which you want to view the details.
5. Select Recruiter as the View By parameter.
6. Click Go to display the report.

The time to fill measure is banded into one of the four aging bands seeded as 0-30, 31-60, 61-90
and 91+ days. The charts display the recruitment data.
7. You can view the time taken to fill a vacancy for the recruiters in the manager hierarchy.
8. Click any of the aging band links of a recruiter to view the details.
You can view details such as the vacancy name, number of applicants, and the average days
taken to fill the vacancy.
9. Click the Home link to return to the Home page.
10. Click the Recruitment Source Effectiveness Status report link to display the Recruitment
Source Effectiveness Status page.
11. Enter the reporting period for which you want to view the details.
12. Click Go to display the report page.

13. Click a source type, for example, ‘Agency’ to view the details for each source type.

The chart shows the effectiveness of each source. You can see the percentage of applicants
and hires.

Maintaining Candidate Data in iRecruitment
Maintaining Candidate Data in iRecruitment

Enterprises handling huge volume of candidate data over a long period of time face issues such
as adherence to data privacy laws and system performance. As new users register and
applicants apply for jobs, the number of records in the system will increase.
Oracle iRecruitment provides the iRecruitment Purge Old Data process to remove the
candidate and applicant data from the database. This process helps you meet any data
protection statutory requirements in your country.
The following slide explains the iRecruitment Purge Old Data Process.

Purge Old Data Process
Purge Old Data Process

iRecruitment Purge Old Data process offers the following purge options. You can select any
one of the following options:
- Pre-Purge Notification: Use this option if you want to notify registered users before
you purge their data. This option sends a notification requesting users to log into
iRecruitment and apply for a job to avoid removal from iRecruitment.
- Anonymize: Use this purge option if you want to hide the identity of users, but retain
information about them such as qualifications, address details and work preferences.
The process replaces the family name of the candidate with the word Anonymous and
deletes the first name.
- Anonymize and Partial Purge: Use this purge option to hide the identity of users and
to delete sensitive information relating to them such as qualifications and previous
employment history.
- Complete Purge: Use this purge option to completely remove user records and all of
the data associated with them.
For more information about running the process, see: Running the iRecruitment Purge Old
Data Process in the online help.

Summary


R 12 HRMS iRecruitment
Fundamentals Conclusion
Chapter 15
R 12 HRMS iRecruitment Fundamentals Conclusion

Chapter 15 - Page 1

Chapter 15 - Page 2
Summary

Chapter 15 - Page 3

Chapter 15 - Page 4

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R12 HRMS iRecruitment Fundamentals Table of Contents

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R12 HRMS iRecruitment Fundamentals Table of Contents

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R12 HRMS iRecruitment Fundamentals Table of Contents

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R12 HRMS iRecruitment Fundamentals Table of Contents

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• Thorough knowledge of navigating with Oracle Applications

• Working experience with Oracle HRMS Applications

• R12 HRMS Total View Ed 1 RWC - D48180GC10

Suggested Preparation Courses

• R12 HRMS Work Structures Fundamentals Ed 1 - D48035GC10

• R 12 HRMS People Management Fundamentals - D48423GC10

How This Course Is Organized

R 12 HRMS iRecruitment Fundamentals is an instructor-led course featuring lecture and hands-

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R12 HRMS iRecruitment Fundamentals Table of Contents

• System release bulletins

• Installation and user’s guides

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Caps and Buttons, Click the Executable button.

Courier new, Code output, Code output: debug.set (‘I”, 300);

Initial cap Graphics labels Customer address (but Oracle Payables)

Italic Emphasized words Do not save changes to the database.

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Passwords DROP USER scott

Lowercase Syntax variables CREATE ROLE role

Typographic Conventions in Navigation Paths

This simplified path translates to the following:

3. (B) Click the Assignment button.

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The following help navigation path, for example—

— represents the following sequence of actions:

3. Under Total Compensation Elements Setup, expand Elements.

4. Under Elements, expand How To.

5. Under How To, select Define an Element.

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R12 HRMS iRecruitment Fundamentals Table of Contents

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R 12 HRMS iRecruitment Fundamentals

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R 12 HRMS iRecruitment Fundamentals

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R 12 HRMS iRecruitment Fundamentals

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R 12 HRMS iRecruitment Fundamentals