2339087 - Recruiting Management Implementation tips & tricks from Support

Symptom

Recruiting Management is a solution that allows to attract, engage, and select the best talents. As a module, Recruiting is complex in the configuration and gives many possibilities for customizations. This Knowledge Base Article summarizes implementation tips and tricks put together by SAP Product Support and can be considered as an addition to the Implementation Guides.

This article is regularly updated based on the Product Support experience. Therefore, please revew it each time before contacting SAP Product Support.

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Environment

Recruiting Management

Resolution

Implementation tips and tricks for Recruiting Management:

Feature / functionality	Description / comments	Potential questions / issues / errors	Master Knowledge Base Article Link
Provisioning set up	The baseline Provisioning configuration is crucial for further configuration. Some of the Provisioning options are required to enable functionalities or can significantly affect the module performance. Partners should mainly refer to the Implementation Guides which provide detailed information about recommended options in Provisioning. SAP Product Support additionally encourages all Partners to maintain all versioning of the XML templates.	- features are not available in the instance - slow performance due to misconfiguration in Provisioning	2341158: Provisioning set up - best practices - Recruiting Management
Admin Center settings for Recruiting	After completing the baseline configuration settings in Provisioning, configure settings in Recruiting Admin. These initial baseline settings relate to multiple aspects of Recruiting, such as Requisition and Offer, to set the stage for configuring the system according to specific client needs. The Master Knowledge Base Article summarizes Recruiting Permissions and administrative tools and gives reference to further Knowledge Base Articles explaining the features functionalities.	- Numerous behaviors in the job requisition, application and candidates correspond with settings in Admin Center > Manage Recruiting Settings. Please review the Master Knowledge Base Articles for further information.	2341695: Admin settings and permissions - Recruiting Management 2081391 - Manage Recruiting Settings - Recruiting Management
Candidate Profile	The Candidate Profile is the record of the candidate’s data in the searchable candidate database. It is often described as the candidate’s online resume, although the Candidate Profile usually contains more data than just the resume attachment. This Knowledge Base Article provides tips and tricks for the XML configuration of the Candidate Profile as well as FAQ for Candidate Profile issues.	- cannot find a candidate in the Candidate search - sm-mapping misconfiguration issues - country cannot be saved on Candidate Profile (reverts to "No selection") - XML validation error in Provisioning (due to misconfiguration)	2343467- Candidate Profile - Implementation Tips & Tricks from Support - Recruiting Management
Job requisition	A requisition is essentially a hiring order — a request that kicks off the recruiting and hiring processes. A typical requisition describes the role to be filled, including the job description, place in the organization, physical location, and other relevant details an approver, recruiter, or candidate may need to know. Most requisitions follow a business process that takes them through approval, posting, active recruiting, hiring, and closure. This Knowledge Base Article provides tips and tricks for the XML configuration of the Job requisition as well as FAQ for Requisition issues.	- user doesn't have permissions to create a job requisition; - a user receives an error message when he tries to create a job requisition; - picklists for filter fields are not reflecting in the UI (due to misconfiguration in Provisioning)	2344135 - Job Requisition - Implementation Tips & Tricks from Support - Recruiting Management
Application	The application includes data submitted by the candidate at point of application, a snapshot of the candidate’s profile taken at the moment a recruiting user first views a new application, data added to the record by the recruiting user, and possibly additional data added to the record by the candidate at a later date. Permissions in the application control what the candidate sees during and after applying for a job and what a recruiting user sees when viewing candidates who have applied for a job. This Knowledge Base Article provides tips and tricks for the XML configuration of the Application, as well as FAQ for Application issues.	- error when printing application - data not getting populated into application from Candidate Profile - a user doesn't have access to an application portlet - issues caused by misconfiguration in multi-stage application	2343932 - Application - Implementation Tips and Tricks from Support - Recruiting Management
Offer Detail	Once a recruiter, hiring manager, or other authorized user decides to hire a candidate to fill a job requisition, the offer process consists of assembling details of the offer that will be extended to the candidate, routing these details for approval, generating an offer letter using tokens from the requisition, application and offer details form, and extending an offer letter to a candidate. This Knowledge Base Article provides tips and tricks for the XML configuration of the Offer Detail template as well as FAQ for Offer approval issues.	- a field appears as "read-only" in the offer detail - application error occurs during offer approval after chaning a type of a field in the offer detail template - offer approval is not available in the application status	2345268- Offer Detail - Implementation Tips & Tricks from Support - Recruiting Management
Interview Central and Interview Scheduling	A recruiting user can make a list of SuccessFactors HCM users who will interview the applicant. After adding a user to the interviewer list, a new Interview Assessment form is placed on the Interview Central tab for the user. The Interview Central tab is found under Recruiting in SuccessFactors HCM. Interview Assessment forms pull competencies from the requisition and allow the interviewer to provide a numeric rating and comments on each competency. Additionally, the interviewer can provide an overall thumbs up or thumbs down on the applicant, add overall comments, and possibly attach documents to their feedback. Interview Scheduling allows recruiting users to enter their availability directly into the system so that interviews with candidates can be easily scheduled by other users or by candidates via self-scheduling. When Interview Scheduling is enabled, the interviewers section on the application no longer exists. All interview setup information is managed on the interview scheduling tab.	- who can see candidates in the interview statuses - error, when accessing Interview Central tab and no competencies are defined in the job requisition template - how to configure a reverse rating scale - not able to configure Outlook Integraiton with Interview Scheduling - a user doesn't see the Interview Scheduling tab, even though has access to Interview Central	2082155 - Interview Central - Recruiting 2145979 - Recruiting: Interview Notes 2342883 - How to enable and permission Interview Scheduling? - Recruiting Management 2275305 - Support room bookings with the Outlook integration - Recruiting Management
Employee Referral	Employee Referral allows employees of a company to refer contacts to jobs at their company. Employee Referral allows for tracking the source and referring employee for each new candidate. Employees are able to view the status of all their referrals currently in the hiring process. Employees can share jobs via social networks and by using email referrals. Candidates can also be submitted to the system socially or manually and will be tracked back the referrer.	- employee Referral potential amount is not displaying currency symbol - candidates are not receiving e-mails for employee referral - lacking understanding on employee referral ownership settings	2081998 - Employee Referral - Recruiting Management
Agency Portals	Agency Portal provides a separate portal for External Recruiting Agencies. It allows external agencies/recruiters to create/see their candidates, see job reqs open for agency access, and forward candidates to those job reqs.	- users not able to post jobs to agencies - agency users not able to log into agency portals - how to reset agency user's passwords	2342261 - Agency Portal - Set Up Agency Access - Recruiting Management
Career Portals	Recruiting sites (also called microsites) allow you to define multiple search landing pages for candidates complete with unique logos, text, and pre-set search filters. Every client instance has both a Default career site (default for external candidates) and an Internal site (default for internal candidates). Career portal filters are mainly pulling information from the filter and mfield field definitions in the job requisition template. The set up between templates and settings in Provisioning should be consistent.	- filters can be pre-defined only for microsite; there is no possibility to pre-define filters for the default career sites - the default career site language will first search for the language of the browser, before displaying the website in the "default language" set in Manage Recruiting Sites. - how to customize filters on the career portals	2081355 - Manage Career Sites - Recruiting 2342433 - How to configure filters for internal and external career portal - Recruiting Management
Third Party Integrations	SuccessFactors can be integrated with other third-party vendors. For most of them, the customer has to purchase a license with a vendor. All Integrations for third-party vendors are in charge of Partner consultants. This Knowledge Base Article is a Maaster KBA for our resources regarding implementing integrations with third party vendors.	- Boomi doesn't receive information for assessment vendor integration - SuccessFactors is not receiving response for background check	2343018- RCM Integration with third party vendors - Recruiting Management
RCM-EC Integration	Recruiting Management is currently integrated with Employee Central for following feautures: - Manage Pending Hires functionality - you can populate Applicant/Job requisition/Offer Data when hiring the candidate from RCM and creating a new employee in EC. - MORE INFORMATION COMING SOON - External to Internal Candidate Profile conversion - When using RCM and EC, the internal candidate profile will automatically copy data from the external candidate profile once a candidate is hired. - Integration with EC Position Management - You can create a job requisition from the Position Org. Chart and populate some information into newly created job requisition. KBA COMING SOON	- user cannot see candidates in the MaPH wizard - a field is not populated from RCM when hiring a candidate using Manage Pending Hires - "No match" found error for the external to internal candidate profile conversion - an error, when trying to create a job requisition from the Position Org. Chart	2249476 - External to Internal Candidate Profile conversion - Recruiting 2329965 - Manage Pending Hires - How to control which candidates you see in MPH wizard
Data Privacy Consent Statement	The Data Privacy Consent Statement allows customers to present a candidate with a notification detailing how the customer handles the candidate’s personal data. Candidates must accept this statement before entering their data. There are two versions of the Data Privacy Consent Statement configuration - DPCS 1.0 and DPCS 2.0. They enable different functionalities and cause different system behaviors.	- switching DPCS 2.0 is usually irreversible; - empty country list when trying to configure DPCS statement; - error after enabling DPCS 2.0; - unable to save changes when enabling DPCS 2.0 in Provisioning;	2341235: Data Privacy Consent Statement - DPCS 1.0 - DPCS 2.0 - Recruiting Management
Data Retention Management	Data Retention Management for Recruiting allows purging inactive candidates and applications. With DPCS 1.0, DRM 1.0 has to be used, and with DPCS 2.0, DRM 2.0 has to be set up. The main difference between them both is that with DPCS 2.0, candidate profile and application data are not completely purged from the system but anonymized.	- data is not purged - what is the inactivity time based on - how to approve purge request - when will the data get anonymized using DRM 2.0	2103423: DRM 2.0 to purge inactive candidates and / or inactive applications - Recruiting Management 2081536: DRM 1.0 to purge inactive candidates / applications - Recruiting Management
Pre go-live scripts	Before go-live, Partners should submit incidents with SAP Product Support asking to open a COSR JIRA (ticket with the Operations Team) to run a script to build an initial index. Additionally, for instances created before b1511 (Q4 Release 2015), scripts to add permissions and to populate the character code for countries may be needed.	- without initial indexing you won't be able to search for candidates / job openings on career portals - if country table is not populated, you might encounter issues with the country field, e.g., when configuring DPCS 2.0	2341068: Validating a clean instance - pre go-live scripts - Recruiting Management
API for Recruiting (SFAPI and oData API)	Recruiting data can be created / updated / upserted / deleted via API calls. Both: SFAPI and oData API can be used in conduct with the Recruiting Module. General implementation guide for APIs can be found here.	- missing RBP permissions to perform operations on Recruiting entities - misconfiguration in the statusId field definition within the Application template	2341070: API services for Recruiting Management - SFAPI and oData API - Recruiting Management
Legacy Data Migration	You can upload a ustomer's data from a legacy ATS into SuccessFactors via Import jobs in Provisioning. The Knowledge base Article summarizes best practices to avoid uploading incorrect data.	- errors due to incorrect .csv file formatting - errors if not all mandatory fields are included in the .csv file - testing on small subsets of data and in the test environment is highly recommended before proceeding to any uploads in the Production environment	2341614: Legacy Data Migration - Importing Candidates, Requisitions, Applications via Provisioning - Recruiting Management