The Recruitment component enables you to document your workforce requirements and the way you advertise in the R/3 System.

A company's workforce requirements are represented in the Workforce Requirements and Advertising component by means of vacancies. A vacancy is a description of a position that must be staffed, either completely or partially. The recruitment process is triggered by the creation of a vacancy. The recruitment procedure is initiated by the creation of a vacancy, and its purpose is to fill vacancies. Vacancies are published in advertisements.

If a candidate applies for a job in response to an advertisement, he or she must be assigned to this advertisement during the initial entry of basic data phase. By assigning an applicant to an advertisement here, you can have the system propose a likely vacancy assignment for the applicant. This proposed vacancy assignment can be overwritten if unsuitable. Assignment of an unsolicited applicant to a vacancy depends solely on the decisions of the personnel officer or line manager responsible. For this reason, default values cannot be proposed here.

If the candidate has applied in response to an advertisement, you must assign him/her to a recruitment instrument and a medium using the advertisement. This assignment means that you can analyze the effectiveness of the recruitment instruments and media used by your company.

If you are using Recruitment as a stand-alone system (without Organizational Management), you must manually enter all data on a vacancy.

If you are using Recruitment in conjunction with Organizational Management, the latter component already contains a structured list of all the positions in your company. In this case, all you have to do is set a vacant flag in Organizational Management for any positions that need to be filled. All positions marked "vacant" in Organizational Management are then automatically available in the Recruitment component.