Whats New In

SAP E-Recruiting 6.0

(mySAP ERP 2005)
Kim Lessley
ERP Solution Manager, SAP Labs, LLC
November 16, 2005
Availability and Timelines
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)
Enhancements Delivered with Support Pack 2
Special Talent Management Feature Pack
SAP AG 2005
Release Planning
SAP E-Recruiting 3.0 (mySAP ERP 2004)
Mass shipment February 28, 2005
SAP E-Recruiting 6.0 and Succession Planning
(mySAP ERP 2005)
Ramp-up October 24, 2005
Service Pack 2 expected Q4 2005
Mass shipment expected Q2 2006
Talent Management Fast Track (mySAP ERP 2005)
Shipped within Service Pack based on ERP 2005 / E-Recruiting 6.0
Scheduled delivery Q2/Q3 2006
SAP E-Recruiting 7.0 and Succession Planning
(mySAP ERP 2007)
Shipment expected Q1 2007
Availability and Timelines
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)
Enhancements Delivered with Support Pack 2
Special Talent Management Feature Pack
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)
Talent Groups
Candidate Questionnaires
Deletion and Retention Tools
HR Integration and ESA Services
Succession Planning
SAP AG 2005
Talent Focus through Talent Groups
Talent Groups
Group like candidates together for TRM actions
Perform activities on group outside of a requisition
Proactively market your company to specific groups
Some Talent Segments require special attention, and may require
specific processes, staff, etc. Talent Groups
SAP AG 2005
Talent Groups: How They Work
Administrators create Talent Groups
Only Talent Group support team members can :
Assign candidates to Talent Group (from the Talent Pool)
See which candidates are in the Talent Group
See which Talent Group activities have been created
Candidates can belong to multiple Talent Groups
TRM activities can be created and tracked against specific
Talent Groups
Talent Groups can have questionnaires/candidate ranking
SAP AG 2005
Talent Groups Assignments
excellent
Possible Talent Group Uses
Pipelining candidates
Sourcing for candidates (search template element)
Talent relationship management
Talent campaigns
Grouping obsolete candidates
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)
Talent Groups
Candidate Questionnaires
Deletion and Retention Tools
HR Integration and ESA Services
Succession Planning
SAP AG 2005
Candidate Questionnaires
Candidate Questionnaires
Send questionnaires outside of a requisition
Search Talent Warehouse by questionnaire responses
Rank by questionnaires
SAP AG 2005
Candidate Questionnaires: How They Work
Attach questionnaires to candidates directly:
Outside the context of a requisition
For talent relationship management (TRM) activities candidates
within the Talent Pool or within a Talent Group
Search for and rank candidates based on these questionnaires
Complete questionnaires on behalf of a candidate
SAP AG 2005
Candidate Questionnaires (Activity Management)
Questionnaires are now allowed for candidates independently of the assignment to a
requisition.
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)
Talent Groups
Candidate Questionnaires
Deletion and Retention Tools
HR Integration and ESA Services
Succession Planning
SAP AG 2005
Deletion and Retention Tools: Background
Provide an easy way to keep the talent pool updated and delete
obsolete records when required
Legal compliance of application data (country dependent)
When applications are aborted or the recruitment process is
completed (especially, when this is done without a registration) the
application and most of the candidate information have to be deleted
(e.g., Germany)
The application and audit trail data have to be retained over a
specific period of time (e.g., USA: EEO)
SAP AG 2005
Definition of Expiration and Retention Periods
Expiration Period:
The maximum period of time an application and the person-related data
of the associated candidate may be retained in the system once the
recruitment process has been completed (when the application status is
set to rejected or withdrawn)
Retention Period:
The duration a requisition and all related information (applications,
applicant data, activities, audit trails, and so on) must be retained before
they can be deleted

Defining the expiration and retention periods:
Periods are defined for branches in customizing
Branches are assigned to requisitions
The expiration and retention periods stored in customizing are derived
from the branch assigned to the requistion
Periodic reports are used to delete applications
SAP AG 2005
Deleting Candidates: How it Works
Deleting candidates from the system is a two-step process:
Earmark candidate for deletion
Assign candidate to a specific talent group
Deregistration (by candidate or by administrator on behalf of
candidate)
Delete the candidate
Delete external candidates (two reports available)
Delete requisitions (and assigned candidates)
The reports take the data retention dates set in customizing into
consideration
1
2
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)
Talent Groups
Candidate Questionnaires
Deletion and Retention Tools
HR Integration and ESA Services
Succession Planning
SAP AG 2005
HR Integration
Import position and job requirements from HR onto requisition
Import employee qualifications from HR into employee profile
Button: Transfer of HR Requirements
to pull job / position requirements from
HR onto the requisition
SAP AG 2005
ESA Services
Job Board Integration
Send publication data to a job board via XI server
Data is mapped to an HR-XML-Consortium-based structure
New Hire (Integration to HR Administrative Services)
Send external candidate data to the HR system via XI server
HR Administrative Services receive the data and triggers the creation of
an employee
HR Administrative Services sends back the new employee ID together
with the candidate ID to switch the external to an internal candidate
Note: Both implementations are thought as examples to implement a
customer specific scenario
SAP AG 2005
System Landscape
E-Recruiting
HR-System
XI-Server
JobBoard
Hire Request
Hire Confirmation
Publication
SAP AG 2005
Job Board Integration: How it Works
New periodical service class CL_HRRCF_PUBLISH_XI_PUB reads
the interface table, collects the data and calls the XI proxy class
The data flow (including mapping) can be seen in transaction
SXMB_MONI, in sending system and XI system
New publisher class CL_HRRCF_PUBLISHER_XI fills the new
interface table T77RCF_XI_PUB
XI server: Mapping of E-Recruiting structure to HR-XML
SAP AG 2005
New Hire Integration: How it Works
Alternative technique to RFC connection and PA48
New periodical service class CL_HRRCF_HIRE_REQUEST_XI
reads the interface table, collects the data and calls the XI proxy
class
Simple mapping of E-Recruiting structure to HR-ADMIN structure
on XI server
Receiving class CL_HRRCFHIRE_CONFIRMATION_IN is called by
proxy
Note: Prerequisite is the usage of HR Administrative Services and
activating the T77S0 switch RECFA HRXI
SAP AG 2005
Demo: Whats New in E-Recruiting in 6.0
SAP AG 2005
Demo: Whats New (Administrator)
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)
Talent Groups
Candidate Questionnaires
Deletion and Retention Tools
HR Integration and ESA Services
Succession Planning
SAP AG 2005
Succession Planning Process
Strategic Demand
Identification
Potential Talent /
Sucessor
Identification
Selection and
Succession
Plan
Establish Individual
Development Plans
Safeguard the
strategically most
important positions
Build transparency on
career opportunities
before the position
becomes vacant
Analyze and update
requirements for
representative
positions / benchmark
jobs
Build foundation for
interrelated HR
processes like
recruiting, learning
and performance
management
Get understanding on
employee population
in specific target
group
Build transparency of
competency gaps
Establish talent peer
groups (e.g. high
potentials, top
performers, trainees,
etc.) to target talent
services
Preselect potential
talents to fulfill
strategic demand
Derive and establish
strategic development
programs
Execute on demand
fulfillment
Get transparency of
potential successors
Evaluate and rate
talents on shortlist
Start communication
with the business
(manager and
employee) on Plan
Adjust plan based on
business area goals
and goal conflicts (e.g.
readiness)
Get transparency on
strategic development
needs
Break down to
individual
development plan
Get commitement
from business and
employee to execute
on plan
Start long-term
development plan
Monitor progress on
development plan
execution
SAP AG 2005
Succession Planning Highlights
Use succession plan requisitions to designate key positions and jobs
Source based on pre-defined pools of high potentials (talent groups)
Take advantage of predelivered processes for succession planning
Import position and job requirements from HR
Import employee qualifications from HR
Print succession profiles of successors for offline review
SAP AG 2005
Process Template
Predelivered customizing for succession planning
Predelivered processes and activitites
Predelivered processes and activities
Assignment of activities to relevant processes
SAP AG 2005
Identify Potential Successors: Candidate Search
Search for Talent Groups
Use talent groups as search criteria
Restricted with authorizations
New Search Profile
Uses hidden information to select
internal candidates (employees) only
Candidate status is not taken into
consideration
SAP AG 2005
Identify Potential Successors:
Reuse of Employee Qualifications
Employee Qualifications from HR in Profile
Eliminates need for employees to maintain their
skills and qualifications in multiple locations
Simplifies the comparison of potential successors
against key positions
SAP AG 2005
Create Succession Plan
Search for potential successors
Perform activities (individual or mass)
Rate successor readiness for position
Display assignments to other succession plans
Maintain profile on behalf of employee
Record notes on potential successors
Print successor list for offline talent review meetings
Create follow-up activities
Successor Readiness
Rank potential successors
readiness for the position
SAP AG 2005
Demo: Succession Planning
Availability and Timelines
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)
Enhancements Delivered with Support Pack 2
Special Talent Management Feature Pack
Enhancements Delivered with Support Pack 2
Support Team Enhancements
Agency Support
Recruiter Worklists
SAP AG 2005
Support Team Enhancements in Requisitions
Logically group a collection of users with different roles (customizing)
Assign several support team members at once
Search and replace feature for support team members
User List
Assign user group or individual
members to a support team
SAP AG 2005
User Lists - Support Team
User list created in customizing can be displayed to select
members of support team (IT 5131) in requisitions
ND
Application
NB
Requisition
NF
Talent Group
IT 5131
User list in
Customizing
User list 1
US MUELLER 0002
US SMITH 0002
US CLARK 0003
MUELLER 0002
SMITH 0002
GARCIA 0011
SMITH 0007
User lists can be assigned to categories in customizing to classify
them, for example according to regions or other organizational criteria
SAP AG 2005
Adjust Support Team
Adjust support team
Adjust support team
SAP AG 2005
Support Team Search (Activity Management)
New enhancement for assigning support team members to
activities
Search for Processors
On this page you can either select a member from the support team or search for employees.
Search for employees within the support team
This list shows the employees on the support team. Select a processor from this list.
New tab: Support Team to restrict
processor search to team members
Employees
Enhancements Delivered with Support Pack 2
Support Team Enhancements
Agency Support
Recruiter Worklists
SAP AG 2005
Agency Support
Data entry by agencies
Special access to relevant data entry page
Automatic tracking of which agency submits candidates
SAP AG 2005
Agency support: User Group
Re-use of object user group (UG) via transaction SUGR
Assignment of users with corresponding E-Recruiting authorizations
UG
User Group 1
User group with
specified users handed
to agency for data entry
Agencia
Recruiter
AGUSR2
Agencio
Recruiter
AGUSR1
Full Name User Name
Enhancements Delivered with Support Pack 2
Support Team Enhancements
Agency Support
Recruiter Worklists
SAP AG 2005
Candidate Shortlist
Candidate shortlists will show total number of candidates as well
as number of new candidates (read/unread concept)
Total In Process Unread
SAP AG 2005
My Planned Activities
Recruiters can quickly find and edit all their planned activities
My Planned Activities
My Planned Activities
Filter by activity and date range.
Edit activities directly from list.
SAP AG 2005
Candidate Hit List
A new hit list is separated into candidates already assigned to
requisitions and those not yet assigned.
Not yet assigned (30)
Tabs to differentiate hitlist between
candidates already assigned and
not yet assigned
SAP AG 2005
Demo: Service Pack 2 Functionality
Availability and Timelines
Whats New in E-Recruiting 6.0 (mySAP ERP 2005)
Enhancements Delivered with Support Pack 2
Special Talent Management Feature Pack
SAP AG 2005
Talent Management Feature Pack: Objectives
Strengthen the Talent Management suite in mySAP ERP HCM
Minimize silos between Recruiting, Succession Planning, Employee
Development, Performance Mgmt/Compensation, and Learning
Establish more complete, end-to-end processes
Engage all users attached to each process with a harmonized UI
Professional, External, Employee, Manager
Enable complete control of both defining the organization and
executing all the processes required to drive comprehensive talent
management
Measure all processes and strategies through analytics
First Delivery planned for end of Q2 2006 (feature package)
SAP AG 2005
Talent Management Feature Pack I
New Composite Talent Planner Role
A collective role supporting the processes of Succession Planning,
Performance Management, Organizational Development and
Compentancy Management
Dashboard-like navigation to high risk areas of concern and monitoring
through analytics
Links to executable transactions
SAP AG 2005
Talent Management Feature Pack II
New PD Object: Job Family
Will provide a consolidated view of functional areas within an
organizational structure and will be embedded in a preliminary view
for montoring (may be extended by other HR modules in later
releases)
Succession Planning
Enhanced employee profile with HR data
Search on performance feedback results
Side-by-side comparison of potential successors
SAP AG 2005
Talent Management Feature Pack III
Recruiter Support (E-Recruiting)
Improved visualization of workload through filtering/authorizations
for activities in applicant tracking
Quick activity creation (single-click creation from candidate lists)
Conservative estimate of 900-1,200 clicks saved per requisition* /
13,500-18,000 clicks saved for the average 15 requisitions a recruiter is
working on at any given time
New confirmation activity type possible use cases include
Candidate confirms scheduled interview data and time
Interview panel votes yes or no on whether to hire candidate
Works council (or union representative) confirms its okay to hire
proposed candidate
*Assumption 100 applicants with 3 activities each
SAP AG 2005
Talent Management Feature Pack IV
Technology / Integration ESA enablement (E-Recruiting)
Integration with resume parsing solution providers
UI Enhancements (E-Recruiting)
Recruiter dashboard proactive pushing of important information to
recruiters with the ability to take action on that information, e.g.
Postings about to expire
New applications
Feedback from hiring manager / interview panel member
Posting enhancements defaulting data from HR
SAP AG 2005
Talent Management Feature Pack V
Search Enhancements
Simplification of the search UI
Expanded search capabilities
Defaulting requirements from requisition
Restriction of search criteria to those relevant to organization
Personalizable columns in hit list
Automated default ranking of candidate shortlist
Side-by-side comparison of candidates
Search criteria
Result
Optional criteria Mandatory criteria
Free-text search
Interest group:
Degree:
Area of study:
Language:
Candidate rating:
Education type:
Functional area:
Candidate Percentage match Candidate rating Education type Functional area
Whats New In
SAP E-Recruiting 6.0
(mySAP ERP 2005)
Kim Lessley
ERP Solution Manager, SAP Labs, LLC
November 16, 2005
SAP AG 2005
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