IREC Guide

R12 Oracle HRMS
iRecruitment Fundamentals
Instructor Guide
D47425GC20
Edition 2.0
April 2009
D60303

Copyright 2009, Oracle. All rights reserved.

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Authors
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: Oracle Tutor

Copyright Oracle 2009. All rights reserved.
R12 Oracle HRMS iRecruitment Fundamentals Table of Contents
i
Table of Contents
R 12 HRMS iRecruitment Fundamentals......................................................................................................1-1
R 12 HRMS iRecruitment Fundamentals ......................................................................................................1-3
Introduction ...................................................................................................................................................1-4
Objectives......................................................................................................................................................1-5
Topics ............................................................................................................................................................1-6
Overview of Oracle iRecruitment Part 1.......................................................................................................2-1
Overview of Oracle iRecruitment Part 1 .......................................................................................................2-3
Objectives......................................................................................................................................................2-4
Recruitment Cycle .........................................................................................................................................2-5
Recruit to Hire ...............................................................................................................................................2-6
Recruit to Hire: Using Oracle Applications...................................................................................................2-7
What Is Oracle iRecruitment? .......................................................................................................................2-8
Why Use iRecruitment?.................................................................................................................................2-9
iRecruitment Users ........................................................................................................................................2-10
Self-Service Recruiting Processes .................................................................................................................2-11
iRecruitment and HRMS: Sharing Common Information .............................................................................2-12
Overview of Oracle iRecruitment Part 2.......................................................................................................3-1
Overview of Oracle iRecruitment Part 2 .......................................................................................................3-3
Introduction: iRecruitment Features ..............................................................................................................3-4
Job Seeker Features: Site Visitors .................................................................................................................3-5
Job Seeker Features: Registered Users ..........................................................................................................3-6
Managers and Recruiters Features.................................................................................................................3-7
Agency User Features....................................................................................................................................3-8
Analyze Recruitment Process........................................................................................................................3-9
People in iRecruitment ..................................................................................................................................3-10
Manager or Recruiter Security in iRecruitment: Global Security Profile......................................................3-12
Manager or Recruiter Security in iRecruitment: Based on Supervisor..........................................................3-13
Approvals in iRecruitment.............................................................................................................................3-14
Approval Process...........................................................................................................................................3-15
Approval Options ..........................................................................................................................................3-16
iRecruitment High Availability Features.......................................................................................................3-17
Summary........................................................................................................................................................3-18
Implement Oracle iRecruitment Part 1.........................................................................................................4-1
Implement Oracle iRecruitment Part 1 ..........................................................................................................4-3
Objective........................................................................................................................................................4-4
Implementation Cycle....................................................................................................................................4-5
Pre-Implementation Steps..............................................................................................................................4-6
Pre-Implementation Steps: Installation Requirements..................................................................................4-7
Pre-Implementation Steps: Set Up Oracle Text.............................................................................................4-8
Implementation Steps ....................................................................................................................................4-9
Implementation Steps: Responsibilities.........................................................................................................4-10
Implementation Steps: iRecruitment Access to Site Visitors and Candidates ...............................................4-11
Implementation Steps: Review Security Profiles ..........................................................................................4-13
Implementation Steps: Business Group for Candidate Registration..............................................................4-14
Implementation Steps: Work Structures ........................................................................................................4-15
Implementation Steps: Default Job Postings .................................................................................................4-16
Implementation Steps: Applicant Assignment Statuses.................................................................................4-17
Implementation Steps: Defining Recruiting Sites Information......................................................................4-18
Implementation Steps: Set Profile Options to Identify Functions .................................................................4-19

ii
Implementation Steps ....................................................................................................................................5-4
Implementation Steps: External Assignment Statuses...................................................................................5-5
Implementation Steps: Additional Information .............................................................................................5-6
Implementation Steps: Edit Existing Messages.............................................................................................5-7
Implementation Steps: Configure Approvals.................................................................................................5-8
Implementation Steps: Personalization..........................................................................................................5-9
Implementation Steps: Workflow Business Events.......................................................................................5-10
Implementation Steps: Set Up Searchable Flexfield......................................................................................5-11
Implementation Steps: Set Up Offers ............................................................................................................5-12
Implementation Steps: Set Up Assessments..................................................................................................5-13
Administrative Steps......................................................................................................................................6-4
Administrative Steps: Background Checks ...................................................................................................6-6
Administrative Steps: Resume Parsing..........................................................................................................6-7
Administrative Steps: Display Notifications of Different Types...................................................................6-8
Administrative Steps: Define Additional Profile Options .............................................................................6-9
Administrative Steps: Set up Virus Scan.......................................................................................................6-11
Administrative Steps: Geospatial Data..........................................................................................................6-12
Administrative Steps: E-Mail Notifications Concurrent Processes ...............................................................6-14
Administrative Steps: Index Synchronization Concurrent Process ...............................................................6-15
Administrative Steps: Proxy Server...............................................................................................................6-16
Administrative Steps: Manager Access .........................................................................................................6-17
Administrative Steps: Set Up Agencies.........................................................................................................6-18
Administrative Steps: External Users Access................................................................................................6-19
Administrative Steps: Setting Up iRecruitment High Availability................................................................6-20
Summary........................................................................................................................................................6-21
Configuring iRecruitment Pages ....................................................................................................................7-1
Configuring iRecruitment Pages....................................................................................................................7-3
Objectives......................................................................................................................................................7-4
iRecruitment Page Components ....................................................................................................................7-5
Configuring iRecruitment Pages....................................................................................................................7-6
Personalization Framework ...........................................................................................................................7-8
Personalization Levels in iRecruitment .........................................................................................................7-9
Profile Options for Personalization Framework ............................................................................................7-10
Additional Options for Tabular Regions .......................................................................................................7-12
Adding or Editing User Instructions..............................................................................................................7-13
Display Flexfields..........................................................................................................................................7-14
Summary........................................................................................................................................................7-15
Managers and Recruiters: Assessments ........................................................................................................8-1
Managers and Recruiters: Assessments.........................................................................................................8-3
Objectives......................................................................................................................................................8-4
Assessments - Overview................................................................................................................................8-5
Creating Assessments ....................................................................................................................................8-7
Creating Question Banks ...............................................................................................................................8-8
Creating Questions ........................................................................................................................................8-9
Creating Surveys and Tests ...........................................................................................................................8-10
Analyzing Test Results..................................................................................................................................8-11
Summary........................................................................................................................................................8-12
Managers and Recruiters: Vacancies and Job Posting ................................................................................9-1
Managers and Recruiters: Vacancies and Job Posting...................................................................................9-3
Objectives......................................................................................................................................................9-4
Manager and Recruiter Features: Vacancies..................................................................................................9-5
iii
Creating a Vacancy........................................................................................................................................9-6
Providing Primary Details .............................................................................................................................9-7
Entering Skills and Qualifications .................................................................................................................9-8
Formatting Job Posting..................................................................................................................................9-9
Defining Vacancy Security............................................................................................................................9-10
Reviewing and Submitting a Vacancy...........................................................................................................9-13
Posting a Vacancy .........................................................................................................................................9-14
Searching for Approved Vacancies ...............................................................................................................9-15
Copying Vacancies........................................................................................................................................9-16
Maintaining Vacancies ..................................................................................................................................9-17
Summary........................................................................................................................................................9-18
Job Seekers: Site Visitors and Registered Users...........................................................................................10-1
Job Seekers: Site Visitors and Registered Users............................................................................................10-3
Objectives......................................................................................................................................................10-4
Site Visitors - Overview................................................................................................................................10-5
Job Search......................................................................................................................................................10-6
Job Search: Based on Location......................................................................................................................10-7
Job Basket......................................................................................................................................................10-8
Refer Jobs ......................................................................................................................................................10-9
Register..........................................................................................................................................................10-10
Overview: Registered Users ..........................................................................................................................10-11
Creating My Account Details ........................................................................................................................10-12
Creating Personal Details ..............................................................................................................................10-13
Entering Skills and Qualifications .................................................................................................................10-14
Entering Work Preferences............................................................................................................................10-15
Specifying E-Mail Preferences ......................................................................................................................10-16
Defining Privacy for Your Account...............................................................................................................10-17
Job Basket......................................................................................................................................................10-18
Applying for Jobs ..........................................................................................................................................10-19
Managing Account ........................................................................................................................................10-21
Monitoring Job Applications .........................................................................................................................10-22
Summary........................................................................................................................................................10-23
Managers and Recruiters: Candidate Processing.........................................................................................11-1
Managers and Recruiters: Candidate Processing...........................................................................................11-3
Objectives......................................................................................................................................................11-4
Candidate Processing in iRecruitment ...........................................................................................................11-5
Manager Search.............................................................................................................................................11-6
Manager and Recruiter Features: Process Candidates ...................................................................................11-7
Search in iRecruitment ..................................................................................................................................11-8
Searching for Individuals...............................................................................................................................11-9
Searching the Prospect Pool ..........................................................................................................................11-10
Searching for Candidates Using Resumes .....................................................................................................11-11
Matching Skills in iRecruitment: Finding Candidates..................................................................................11-12
Processing Candidates: Options ....................................................................................................................11-13
Summary........................................................................................................................................................11-14
Managers and Recruiters: Working with Applicants ..................................................................................12-1
Managers and Recruiters: Working with Applicants.....................................................................................12-3
Objectives......................................................................................................................................................12-4
Manager and Recruiter Features: Progress Applicants..................................................................................12-5
Working with Applicants...............................................................................................................................12-6
Updating the Status of an Application...........................................................................................................12-7
Ranking Applicants .......................................................................................................................................12-8
Adding Attachments ......................................................................................................................................12-9
Using the Mass Applicant Update Feature ....................................................................................................12-10
Background Check ........................................................................................................................................12-11
iv
Creating an Offer ...........................................................................................................................................12-12
Sending an Offer............................................................................................................................................12-13
Hiring an Applicant .......................................................................................................................................12-14
Summary........................................................................................................................................................12-15
Agency Users - Working with iRecruitment .................................................................................................13-1
Agency Users - Working with iRecruitment .................................................................................................13-3
Objectives......................................................................................................................................................13-4
Overview of Agency User Tasks...................................................................................................................13-5
Searching for Vacancies ................................................................................................................................13-6
Working with Candidates Search for Candidates ..........................................................................................13-7
Creating Details of Candidates ......................................................................................................................13-8
Applying for Jobs ..........................................................................................................................................13-9
Searching for Applicants ...............................................................................................................................13-10
Progressing Applications...............................................................................................................................13-11
Summary........................................................................................................................................................13-12
Generate Letters, Reports, and Perform Purge............................................................................................14-1
Generate Letters, Reports, and Perform Purge ..............................................................................................14-3
Objectives......................................................................................................................................................14-4
Letter Generation...........................................................................................................................................14-5
Letters in Web ADI .......................................................................................................................................14-6
Letters in Oracle HRMS................................................................................................................................14-7
Defining a Standard Letter.............................................................................................................................14-8
Requesting Letters Using Oracle HRMS and Web ADI................................................................................14-9
Generating Reports........................................................................................................................................14-10
Common Recruitment Questions...................................................................................................................14-11
Analyze Recruitment Process........................................................................................................................14-12
iRecruitment Reports.....................................................................................................................................14-13
HRMSi Reports .............................................................................................................................................14-15
Maintaining Candidate Data in iRecruitment ................................................................................................14-16
Purge Old Data Process .................................................................................................................................14-17
Summary........................................................................................................................................................14-18
R 12 HRMS iRecruitment Fundamentals Conclusion..................................................................................15-1
R 12 HRMS iRecruitment Fundamentals Conclusion...................................................................................15-3
Summary........................................................................................................................................................15-4

v
Preface
Profile
Before You Begin This Course
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
This is an instructor-led course featuring lecture and hands-on exercises. Online demonstrations
and written practice sessions reinforce the concepts and skills introduced.

vi
Related Publications
Oracle Publications
Title Part Number
Oracle HRMS Enterprise and Workforce Management Guide B31615-03
Oracle HRMS Workforce Sourcing, Deployment, and Talent
Management Guide
B31620-02
Oracle SSHR Deploy Self-Service Capability Guide B31648-03
Oracle iRecruitment Implementation and User Guide B31649-02
Additional Publications
System release bulletins
Installation and users guides
Read-me files
International Oracle Users Group (IOUG) articles
Oracle Magazine

vii
Typographic Conventions
Typographic Conventions in Text

Convention Element Example
Bold italic Glossary term (if
there is a glossary)
The algorithm inserts the new key.
Caps and
lowercase
Buttons,
check boxes,
triggers,
windows
Click the Executable button.
Select the Cant Delete Card check box.
Assign a When-Validate-Item trigger to the ORD block.
Open the Master Schedule window.
Courier new,
case sensitive
(default is
lowercase)
Code output,
directory names,
filenames,
passwords,
pathnames,
URLs,
user input,
usernames
Code output: debug.set (I, 300);
Directory: bin (DOS), $FMHOME (UNIX)
Filename: Locate the init.ora file.
Password: User tiger as your password.
Pathname: Open c:\my_docs\projects
URL: Go to http://www.oracle.com
User input: Enter 300
Username: Log on as scott
Initial cap Graphics labels
(unless the term is a
proper noun)
Customer address (but Oracle Payables)
Italic Emphasized words
and phrases,
titles of books and
courses,
variables
Do not save changes to the database.
For further information, see Oracle7 Server SQL Language
Reference Manual.
Enter user_id@us.oracle.com, where user_id is the
name of the user.
Quotation
marks
Interface elements
with long names
that have only
initial caps;
lesson and chapter
titles in cross-
references
Select Include a reusable module component and click Finish.

This subject is covered in Unit II, Lesson 3, Working with
Objects.
Uppercase SQL column
names, commands,
functions, schemas,
table names
Use the SELECT command to view information stored in the
LAST_NAME
column of the EMP table.
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]

viii
Typographic Conventions in Code

Convention Element Example
Caps and
lowercase
Oracle Forms
triggers
When-Validate-Item

Lowercase Column names,
table names
SELECT last_name
FROM s_emp;

Passwords DROP USER scott
IDENTIFIED BY tiger;
PL/SQL objects OG_ACTIVATE_LAYER
(OG_GET_LAYER (prod_pie_layer))

Lowercase
italic
Syntax variables CREATE ROLE role
Uppercase SQL commands and
functions
SELECT userid
FROM emp;
Typographic Conventions in Oracle Application Navigation Paths
This course uses simplified navigation paths, such as the following example, to direct you
through Oracle Applications.
(N) Invoice > Entry > Invoice Batches Summary (M) Query > Find (B) Approve
This simplified path translates to the following:
1. (N) From the Navigator window, select Invoice then Entry then Invoice Batches
Summary.
2. (M) From the menu, select Query then Find.
3. (B) Click the Approve button.
Notations:
(N) = Navigator
(M) = Menu
(T) = Tab
(B) = Button
(I) = Icon
(H) = Hyperlink
(ST) = Sub Tab

ix
Typographical Conventions in Oracle Application 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.

x

Copyright Oracle, 2009. All rights reserved.
R 12 HRMS iRecruitment Fundamentals
Chapter 1 - Page 1
R 12 HRMS iRecruitment
Fundamentals
Chapter 1
Chapter 1 - Page 2

Chapter 1 - Page 3

Chapter 1 - Page 4
Introduction

Instructor Note
You need to create setup information to work with the guided demos and practices in this class.
Please complete them as explained in the release notes for this course (D47425GC10.txt).
Chapter 1 - Page 5
Objectives

Chapter 1 - Page 6
Topics

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

Chapter 2 - Page 3

Chapter 2 - Page 4
Objectives

Chapter 2 - Page 5
Recruitment Cycle

Chapter 2 - Page 6
Recruit to Hire

Instructor Note
This slide depicts the recruitment cycle. Talk the class through each step and discuss the
activities performed for each one.
Chapter 2 - Page 7
Recruit to Hire: Using Oracle Applications

Instructor Note
Discuss how Oracle applications can be used to manage the recruitment cycle. From an
iRecruitment point of view, the process begins once a user has identified a vacancy in his or
her enterprise. Also discuss that the step Sift Applicants covers the searching and shortlisting
of applicants, whereas the step Assess is intended to cover assessments, interview reviews, and
so on. iRecruitment provides business intelligence reports to analyze the recruitment process.
You can use Oracle SSHR to complete the hire process.
You can also view the iRecruitment Discoverer reports.
Chapter 2 - Page 8
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 9
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 10
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 11
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 12
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 3 - Page 1
Overview of Oracle
iRecruitment Part 2
Chapter 3
Chapter 3 - Page 2

Chapter 3 - Page 3

Chapter 3 - Page 4
Introduction: iRecruitment Features

Introduction: iRecruitment Features
This class provides an introduction to the features in iRecruitment.
Instructor Note
Introduce to the class the features of iRecruitment, but do not explain in detail at this point.
Each of these features is explained in topics on how to use iRecruitment.
Chapter 3 - Page 5
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 6
Job Seeker Features: Registered Users

Chapter 3 - Page 7
Managers and Recruiters Features

Chapter 3 - Page 8
Agency User Features

Chapter 3 - Page 9
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 10
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.
Instructor Note
The local levels are used to track legislative requirements to support a specific country. Explain
the Trading Community Architecture (TCA) and the advantages of Oracle HRMS being
integrated with the TCA. For example, you can have international employees who transfer
between business groups to work temporarily in other countries, and therefore have several
local records for that person in different business groups. The TCA enables you to identify at a
corporate level that the records all relate to the same person.
Chapter 3 - Page 11

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 12
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 13
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 users 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 14
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 15
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 16
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 17
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 18
Summary

Implement Oracle iRecruitment Part 1
Chapter 4 - Page 1
Implement Oracle
iRecruitment Part 1
Chapter 4
Chapter 4 - Page 2

Chapter 4 - Page 3

Chapter 4 - Page 4
Objective

Chapter 4 - Page 5
Implementation Cycle

Implementation Cycle
The implementation cycle for iRecruitment is discussed in more detail in the following slides.
Instructor Note
This slide is only meant to be an overview of the implementation cycle. The following slides
go through each step in more detail so do not say too much at this point.
Chapter 4 - Page 6
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 7
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 8
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 9
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 10
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 11
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 12
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 13
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 14
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 15
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 16
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 17
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 applicants 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 18
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 19
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 20

Chapter 5 - Page 1
Implement Oracle
iRecruitment Part 2
Chapter 5
Chapter 5 - Page 2

Chapter 5 - Page 3

Chapter 5 - Page 4

Chapter 5 - Page 5
Implementation Steps: External Assignment Statuses

Implementation Steps: External Assignment Statuses
The ability to assign an external assignment status means that you can advance a persons
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 6
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 7
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 Developers Guide.
Chapter 5 - Page 8
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 9
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 10
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 11
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 candidates 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 12
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 13
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 14

Chapter 6 - Page 1
Implement Oracle
iRecruitment Part 3
Chapter 6
Chapter 6 - Page 2

Chapter 6 - Page 3

Chapter 6 - Page 4
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 5

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 6
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 candidates 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 providers
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 7
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 8
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 9
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 10

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 11
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 12
Administrative Steps: Geospatial Data

You can use Oracles 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 Oracles 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 13

For more information about running these scripts, see: Implementation Steps for iRecruitment
in the online help.
Chapter 6 - Page 14
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 15
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 16
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 17
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 18
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 19
Administrative Steps: External Users Access

Chapter 6 - Page 20
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 21
Summary

Chapter 6 - Page 22

Configuring iRecruitment Pages
Chapter 7 - Page 1
Configuring iRecruitment
Pages
Chapter 7
Chapter 7 - Page 2

Chapter 7 - Page 3

Chapter 7 - Page 4
Objectives

Chapter 7 - Page 5
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.
Instructor Notes
Discuss the requirements customers have in general.
Chapter 7 - Page 6

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 7

Chapter 7 - Page 8
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 9
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 10
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 11

Chapter 7 - Page 12
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 13
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 14
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 15
Summary

Chapter 7 - Page 16

Managers and Recruiters: Assessments
Chapter 8 - Page 1
Managers and Recruiters:
Assessments
Chapter 8
Chapter 8 - Page 2

Chapter 8 - Page 3

Chapter 8 - Page 4
Objectives

Chapter 8 - Page 5
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 6

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 7
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 8
Creating Question Banks

Chapter 8 - Page 9
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 10
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 11
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 12
Summary

Managers and Recruiters: Vacancies and Job Posting
Chapter 9 - Page 1
Vacancies and Job Posting
Chapter 9
Chapter 9 - Page 2

Chapter 9 - Page 3

Chapter 9 - Page 4
Objectives

Chapter 9 - Page 5
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 6
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 7
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 8
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 9
Formatting Job Posting

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 10
Defining Vacancy Security

To manage a vacancy, you can allocate or restrict access to people in your enterprise.
Instructor Note
Talk about the concept of vacancy security in general. The following slide gives a detailed
explanation of vacancy security in iRecruitment.
Chapter 9 - Page 11

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 12

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 13
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 14
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 enterprises internal and external sites. iRecruitment
automatically posts the job advertisements on the internal and external sites on the specified
start date.
Chapter 9 - Page 15
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 16
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 17
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 18
Summary

Job Seekers: Site Visitors and Registered Users
Chapter 10 - Page 1
Job Seekers: Site Visitors
and Registered Users
Chapter 10
Chapter 10 - Page 2

Chapter 10 - Page 3

Chapter 10 - Page 4
Objectives

Chapter 10 - Page 5
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 6
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 7
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 8
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 visitors 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 9
Refer Jobs

Chapter 10 - Page 10
Register

Register
When an external visitor registers in iRecruitment, an Oracle HRMS user is automatically
created using the visitors e-mail address as the username. The iRecruitment External
Candidate responsibility is assigned to the user.
Instructor Note
Registered users can create their own accounts, apply for jobs, and receive notifications of jobs
and job invites. The following slides on registered users discuss these points in detail. So take
the class only through the registration details.
Overview: Registered Users

Creating My Account Details

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.
Instructor Note
This is only an overview of the My Account functionality. Do not explain all the features at
this point. The following slides explain how registered users can provide details while creating
their accounts.
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.
Instructor Note
Oracle Text, enables you to upload documents (such as resumes, interview notes, covering
letters), search on the content of these documents, and parse resumes.

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 managers 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.
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.
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


Managers and Recruiters: Candidate Processing
Chapter 11 - Page 1
Candidate Processing
Chapter 11
Chapter 11 - Page 2

Chapter 11 - Page 3

Chapter 11 - Page 4
Objectives

Chapter 11 - Page 5
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.
Instructor Note
Discuss how iRecruitment can be used to manage candidate processing. Bring out points like
the searching of prospects, identifying candidates, and progressing of applicants. Currently, the
hire is performed through Oracle SSHR Hire or Oracle HRMS.
The ability to offer and hire will be provided in future releases of iRecruitment.
Chapter 11 - Page 6
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 systematic search using iRecruitment.

Chapter 11 - Page 7
Manager and Recruiter Features: Process Candidates

Chapter 11 - Page 8
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.
Instructor Note
Each one of the searches is explained in detail in the following slides. So take the class only
through the overview of search in iRecruitment.
Chapter 11 - Page 9
Searching for Individuals

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.
Searching the Prospect Pool

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.
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 candidates 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.
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.
Summary

Managers and Recruiters: Working with Applicants
Chapter 12 - Page 1
Working with Applicants
Chapter 12
Chapter 12 - Page 2

Chapter 12 - Page 3

Chapter 12 - Page 4
Objectives

Chapter 12 - Page 5
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 6

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 7
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.
Instructor Note
Please refer to the implementation class on setting up application statuses.
Chapter 12 - Page 8
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 9
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.
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.
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 vendors site and transfers the
applicant information. The background check provider e-mails the information or the manager
can retrieve the results from the providers 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 vendors site, they need to use the company
ID, username, and password information to enable a direct login to the vendors 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.
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.
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.
Summary


Agency Users - Working with iRecruitment
Chapter 13 - Page 1
Agency Users - Working with
iRecruitment
Chapter 13
Chapter 13 - Page 2

Chapter 13 - Page 3

Chapter 13 - Page 4
Objectives

Chapter 13 - Page 5
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 6
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 7
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 candidates
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 8
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 candidates 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 9
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 candidates account while applying for a job are not
limited to the specific job application, but apply generally to the candidates account.
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.
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 persons
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.
Summary

Generate Letters, Reports, and Perform Purge
Chapter 14 - Page 1
Generate Letters, Reports,
and Perform Purge
Chapter 14
Chapter 14 - Page 2

Chapter 14 - Page 3

Chapter 14 - Page 4
Objectives

Chapter 14 - Page 5
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 6
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 7
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
applicants assignment status is changed to First Interview.
Chapter 14 - Page 8
Defining a Standard Letter

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 9
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.
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.
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 - Page 1
R 12 HRMS iRecruitment
Fundamentals Conclusion
Chapter 15
Chapter 15 - Page 2

Chapter 15 - Page 3

Chapter 15 - Page 4
Summary

IREC Guide

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