Recruitment (PA-RC) (SAP Library - Recruitment (PA-RC))

Recruitment (PA-RC)

Purpose

The ability to meet personnel requirements is key for enterprises. The success of an enterprise depends on such factors as the quality and availability of personnel. It is particularly important for the development and success of expanding enterprises that they have quick access to adequate personnel.

This component has all the functions you need for working through the entire recruitment procedure, from creating applicant data to filling vacant positions.

The Recruitment component contains an entire range of powerful, flexible functions that you can use to implement an effective – and largely automated – recruitment strategy.

You can use the Recruitment component to recruit human resources according to requirements, at any time. You can increase the number of applicants available to your enterprise, and include them in the selection procedure for vacancies, by advertising for personnel (using job advertisements, for example) or by receiving unsolicited applications. You can store applicants that you have not deemed suitable for a particular vacancy in the Applicant Pool, where they can be considered for other or future vacancies.

This component enables you to define a recruitment procedure that suits the needs of your enterprise. You can distribute tasks and responsibilities to different people involved in the recruitment process. Recruitment supports you in dividing and assigning administrative and decision-making task areas. Many tasks can be processed via mass processing.

The Recruitment component provides dynamic actions to enable you to automate many processes. For example, when you first enter applicant data, the system creates a confirmation of receipt in the form of an applicant activity and a letter confirming receipt of application. This reduces the administrative tasks required of the HR department for applicant correspondence.

Integration

If you want to use all of the functions in the Recruitment component, you are advised to implement the following components:

Component	Provides the Following Extra Functions
Personnel Administration	Easy transfer of applicant data to Personnel Administration once an applicant is hired Easy transfer of employee data to Recruitment when an internal applicant (employee) submits an application within your enterprise
Personnel Development	Search for applicants with particular qualifications Profile comparison between applicants’ qualifications and the requirements for (vacant) positions
Organizational Management	Vacancies maintained in Organizational Management are automatically available in Recruitment
Manager's Desktop	Manager’s can make decisions relating to the selection procedure for vacancies and represent them using the Manager’s Desktop. Additional administrative steps are forwarded to the HR department via an automatic e-mail connection.

Features

SAP Recruitment is made up of the following subcomponents:

Workforce Requirements and Advertising

Applicant Administration

Selection of Applicants

Each component supports a different phase of the recruitment process.

SAP Recruitment also provides high-performance functions for the Internet and intranet, and in SAP Business Workflow.

Workforce Requirements and Advertising

Your enterprise’s workforce requirements are represented in the system by vacancies. You can create vacancies manually in Recruitment. If you have an integrated system, you have access to the vacancies that are maintained in Organizational Management.

You can use Recruitment to manage advertising centrally. Advertising enables you to publicize your enterprise’s workforce requirements.

The following functions are provided for workforce requirements and advertising:

Create and manage vacancies
Manage media and recruitment instruments
Manage advertisements and advertisement costs
Assign vacancies and applications to advertisements
Use a variety of reporting options (for example, the effectiveness of recruitment instruments and publication costs, response rate to advertised vacancies, etc.)

Administration of Applicants

Applicant administration contains the following subfunctions:

Applicant classification

Note

When applicant data is entered in the system, applicants can be classified as follows:

Internal or external applicants

Applicants responding to an advertisement or unsolicited applicants

Each applicant is assigned the following statuses:

Overall status

Vacancy assignment status

These statuses indicate the stage of processing the applicant has reached. Applicant actions enable you to change the statuses while applicants are being processed.

By classifying applicants, you can access individual groups of applicants and perform group-related activities. For example, you can perform reporting activities by running reports.

Administration of Applicant Correspondence

Recruitment enables you to automate applicant correspondence to a large extent. Depending on the applicant classification, the system automatically assigns individual letters to each applicant. You can either carry out your applicant correspondence for individual applicants or via bulk processing (if you want to save time).

Selection of Applicants

Applicant selection is process-oriented. With the Recruitment component, you can carry out an efficient, process-oriented selection procedure: The applicants first take part in a global selection process. In this procedure, you decide whether an applicant should be considered for employment in your enterprise. You can reject an applicant in this first phase, or you can decide to include them in the rest of the selection procedure.

The Recruitment component offers the following functions to support the selection procedure:

Administration of selection procedures

You can track the individual stages that an applicant passes through in the selection procedure using applicant actions (Invite applicant, Offer applicant contract, Hire applicant). You can define administrative steps using applicant activities (such as Interview appointment, Mail contract).

The following functions also support the decision-making process in selecting applicants:

Short profile

You can use a short profile to group applicant data according to various aspects, for example, applicants’ education and training.

Original application documents

If you implement SAP ArchiveLink, you have quick access to optically-archived application documents, which you can use in the decision-making process.

Search for applicants with particular qualifications

If Recruitment and Personnel Development are integrated, you can search for applicants with particular qualifications, which enables you to restrict the number of suitable applicants.

Hiring applicants

If you want to hire an applicant and have an integrated system, you can automatically transfer applicant data to Personnel Administration.

SAP Business Workflow

SAP Business Workflow in Recruitment (PA-RC) enables you to coordinate tasks within the recruitment procedure. Using workflow, you can distribute work and automatically forward it to the persons responsible for certain tasks. You can use the following SAP Business Workflow functions in Recruitment:

Receipt and Resubmission

Planning and Holding Job Interviews

Creating an Offer of Contract

Preparation for Hiring

Management of Applicants on Hold

Web Applications and Employee Self-Service (ESS)

You can use the Employment Opportunities Web application to make advertisements on the vacant positions in your company available to external applicants via the Internet, thus enabling you to cut costs. External applicants can create and submit their job application directly in the Internet, and they can find out the status of their application at any time using the Application Status Web application. These functions are also available for internal applicants (employees): Employment Opportunities Service and Application Status Service.