Oracle. Recruiting Cloud Implementing Hiring. Release 13 (update 18B)

Transcription

1 Oracle Recruiting Cloud Release 13 (update 18B)

2 Release 13 (update 18B) Part Number E Copyright , Oracle and/or its affiliates. All rights reserved. Author: Viviane Filloles This software and related documentation are provided under a license agreement containing restrictions on use and disclosure and are protected by intellectual property laws. Except as expressly permitted in your license agreement or allowed by law, you may not use, copy, reproduce, translate, broadcast, modify, license, transmit, distribute, exhibit, perform, publish, or display any part, in any form, or by any means. Reverse engineering, disassembly, or decompilation of this software, unless required by law for interoperability, is prohibited. The information contained herein is subject to change without notice and is not warranted to be error-free. If you find any errors, please report them to us in writing. If this is software or related documentation that is delivered to the U.S. Government or anyone licensing it on behalf of the U.S. Government, then the following notice is applicable: U.S. GOVERNMENT END USERS: Oracle programs, including any operating system, integrated software, any programs installed on the hardware, and/ or documentation, delivered to U.S. Government end users are "commercial computer software" pursuant to the applicable Federal Acquisition Regulation and agency-specific supplemental regulations. As such, use, duplication, disclosure, modification, and adaptation of the programs, including any operating system, integrated software, any programs installed on the hardware, and/or documentation, shall be subject to license terms and license restrictions applicable to the programs. No other rights are granted to the U.S. Government. This software or hardware is developed for general use in a variety of information management applications. It is not developed or intended for use in any inherently dangerous applications, including applications that may create a risk of personal injury. If you use this software or hardware in dangerous applications, then you shall be responsible to take all appropriate fail-safe, backup, redundancy, and other measures to ensure its safe use. Oracle Corporation and its affiliates disclaim any liability for any damages caused by use of this software or hardware in dangerous applications. Oracle and Java are registered trademarks of Oracle and/or its affiliates. Other names may be trademarks of their respective owners. Intel and Intel Xeon are trademarks or registered trademarks of Intel Corporation. All SPARC trademarks are used under license and are trademarks or registered trademarks of SPARC International, Inc. AMD, Opteron, the AMD logo, and the AMD Opteron logo are trademarks or registered trademarks of Advanced Micro Devices. UNIX is a registered trademark of The Open Group. This software or hardware and documentation may provide access to or information about content, products, and services from third parties. Oracle Corporation and its affiliates are not responsible for and expressly disclaim all warranties of any kind with respect to third-party content, products, and services unless otherwise set forth in an applicable agreement between you and Oracle. Oracle Corporation and its affiliates will not be responsible for any loss, costs, or damages incurred due to your access to or use of third-party content, products, or services, except as set forth in an applicable agreement between you and Oracle. The business names used in this documentation are fictitious, and are not intended to identify any real companies currently or previously in existence.

3 Contents Preface i 1 Overview 1 : Overview... 1 Recruiting and Candidate Experience Functional Areas: Explained Third Party Integration 5 Background Check Configuration: Overview... 5 Job Distribution Configuration: Overview... 8 Enabling Chatbot: Explained Career Sites 13 Configuring a Career Site Look and Feel: Explained Managing Career Site Languages: Explained Job Application Flows 17 Job Application Flow: Explained Creating a Job Application Flow: Explained Job Application Flow Sections and Blocks: Explained Job Application Flow FAQs Candidate Selection Processes 23 Candidate Selection Process: Explained Candidate Selection Process Phases and States: Explained Creating a Candidate Selection Process: Explained Using the Review Notification Action for Job Applications: Procedure Using the Background Check Action for Job Applications: Procedure Defining Reasons to Reject and Withdraw Job Applications: Explained... 27

4 6 Job Requisition Templates 29 Creating a Job Requisition Template: Explained Job Requisition Template Actions: Explained Job Requisition Template Multilingual Content: Explained Job Requisition Template FAQs Recruiting Content Library 33 Recruiting Content Library: Overview Creating a Recruiting Content Library Item: Explained Recruiting Content Library FAQs Job Offers 37 Job Offer Letter Template: Explained Job Offer Letter: Explained Job Application Questionnaires 41 Job Application Questionnaire: Explained Using Job Application Questionnaires During the Application Process: Overview Creating a Disqualification Question: Procedure Creating a Job Application Question: Procedure Scoring a Disqualification Question: Explained Job Application Questionnaire FAQs Interview Questionnaires 47 Using Interview Questionnaires: Overview Creating an Interview Question: Procedure Creating an Interview Questionnaire Template: Procedure Creating an Interview Questionnaire: Procedure Recruiting Campaign 51 Configuring Campaigns: Explained Intelligent Matching 53 Configuring Recommendations: Explained... 53

5 13 Geography Hierarchy 55 Using Geography Hierarchy Management for Recruiting: Overview Geography Hierarchy Structure: Explained Editing a Geography Hierarchy Structure: Procedure Geography Hierarchy: Explained Creating a Geography Hierarchy: Procedure Geography Hierarchy Management FAQs Sources 59 Configuring Source Tracking: Explained Notifications 61 Recruiting Workflow Notification: Explained Configuring Recruiting Workflow Notifications: Explained Social Networking 65 Social Networking with Recruiting: Explained Configuring Social Objects for Recruiting: Explained Privileges and Tasks 69 Recruiting Privileges and Tasks: Explained Scheduled Processes 71 Scheduled Processes in Oracle Recruiting Cloud: Overview... 71

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7 Preface Preface This preface introduces information sources that can help you use the application. Using Oracle Applications Using Applications Help Use help icons to access help in the application. If you don't see any help icons on your page, click your user image or name in the global header and select Show Help Icons. Not all pages have help icons. You can also access Oracle Applications Help. Watch: This video tutorial shows you how to find help and use help features. You can also read Using Applications Help. Additional Resources Community: Use Oracle Cloud Customer Connect to get information from experts at Oracle, the partner community, and other users. Guides and Videos: Go to the Oracle Help Center to find guides and videos. Training: Take courses on Oracle Cloud from Oracle University. Conventions The following table explains the text conventions used in this guide. Convention boldface Meaning Boldface type indicates user interface elements, navigation paths, or values you enter or select. monospace Monospace type indicates file, folder, and directory names, code examples, commands, and URLs. > Greater than symbol separates elements in a navigation path. Documentation Accessibility For information about Oracle's commitment to accessibility, visit the Oracle Accessibility Program website. Videos included in this guide are provided as a media alternative for text-based help topics also available in this guide. i

8 Preface Contacting Oracle Access to Oracle Support Oracle customers that have purchased support have access to electronic support through My Oracle Support. For information, visit My Oracle Support or visit Accessible Oracle Support if you are hearing impaired. Comments and Suggestions Please give us feedback about Oracle Applications Help and guides! You can send an to: ii

9 Chapter 1 Overview 1 Overview : Overview The Hiring process supports an organization's requirements for managing recruiting activities, including planning, providing candidate services, sourcing and managing candidates, managing the candidate lifecycle, and ultimately hiring and enabling resources. This guide describes the tasks available in the Setup and Maintenance work area to setup Hiring. Prerequisites Before setting up Hiring, you must implement: Oracle Fusion Human Capital Management Base Cloud Service If you already implemented Oracle Fusion Human Capital Management Base Cloud Service, you have completed many prerequisite tasks. These tasks must be revisited to align with your Hiring business process. Enabling Recruiting and Candidate Experience Offering Use the Setup and Maintenance work area to enable the Recruiting and Candidate Experience offering. 1. Open the Setup and Maintenance work area. 2. In the Setup page, select the Recruiting and Candidate Experience offering in the drop-down list located on the top left corner of the page. 3. Click View Configuration. 4. In the Opt-In: Recruiting and Candidate Experience page, select the Enable check box. 5. Click Done. Recruiting and Candidate Experience Functional Areas: Explained Recruiting and Candidate Experience functional areas are available on the Setup: Recruiting and Candidate Experience page, in the Setup and Maintenance work area. All tasks listed for the Recruiting and Candidate Experience functional areas must be configured or the existing configurations must be revisited to align with your Hiring business process. Functional areas specific to Recruiting and Candidate Experience include the following: Users and Security Recruiting and Candidate Experience Management Job Requisitions Candidate Experience Candidate Job Applications 1

10 Chapter 1 Overview Job Offers Users and Security Task Manage Job Requisition Security Profile Description Task to manage which job requisitions a user can view. By default, users can only view job requisitions when they are a member of the hiring team of the job requisition. It is possible to define a context for which users can view job requisition. For example, view job requisitions in the United States. Recruiting and Candidate Experience Management Task Manage Enterprise Recruiting and Candidate Experience Information Description Tasks to select the job requisition generation method for the enterprise. Requisition Number Generation Method: Job requisition numbers can be generated manually or automatically. If you select the manual method, you define a numbering scheme to suit local requirements. For example, determine whether prefix, suffix, sequencing, length or any pattern is required and define the numbering scheme accordingly. If you select the automatic method, the job requisition numbers start according to the value entered in the Requisition Number Starting Value field. Requisition Number Starting Value: The requisition number starting value is required only if you select the automatic job requisition number generation method. Recruiting Organization Tree Name and Tree Version: Select a recruiting organization tree name from the list of values. You can select an existing active tree or define a new tree for Recruiting. Organization trees are defined using the task Manage Organization Trees. Chatbot Integration: When you enable the Chatbot integration, candidates can chat about current job opportunities and check their job applications status using Facebook Messenger. Campaign Management: Define the batch limit and maximum retry count. Intelligent Matching: When you enable Intelligent Matching, recruiters can find out who are the best candidates for a posted job requisition. Manage Recruiting and Candidate Experience Lookups Tasks to review and maintain lookup values for Recruiting and Candidate Experiences, such as data validity range, color scheme, and meeting status. Manage Recruiting and Candidate Experience Value Sets Tasks to manage value sets to validate the content of a flexfield segment. Manage Recruiting and Candidate Experience Profile Option Values Tasks to define profile option settings and values to control behavior for Recruiting and Candidate Experience, such as indicating the folder in which to find review population reports. Configure Recruiting Interaction Categories Tasks to configure interaction categories. Recruiters and hiring managers can enter notes regarding interactions they had with a candidate. The default interaction types are: Called, Met in Person, Set , Sent Text Message. You cannot create new interaction types. However, you can change the label on the default interaction types. 2

11 Chapter 1 Overview Task Manage Recruiting Content Library Description Tasks to manage a variety of text-based content used in various areas of Hiring. Text-based content can be created for: Campaign Opt-In Statement, Employer Description, Job Application E-Signature Statement, Job Application Legal Disclaimer, Job Offer E-Signature Statement, Job Offer Letter Template, Recruiting Organization Description. Note that the job offer letter template is a.zip file. Manage Geography Hierarchies Tasks to define the universe of geographies used for recruiting purposes. A geography hierarchy is composed of a list of countries under which geographies are added, following the geography hierarchy structure defined for each country. Manage Geography Hierarchy Structure Tasks to define the structure of geography levels from which a geography hierarchy can be built. A geography hierarchy structure can have a maximum of three levels. The first level represents the country. Recruiting Category Enablement Tasks to enable partner services such as background checks, job distributions, profile imports. Recruiting Category Provisioning and Configuration Tasks to configure partner services such as background checks, job distributions, profile imports. Job Requisitions Task Manage Job Requisition Templates Description Tasks to configure job requisition templates. Job requisition templates contain specific requirements for a job and are used by recruiters and hiring managers when they create job requisitions. Manage Job Requisition Descriptive Flexfields Tasks to define validation and display properties of descriptive flexfields for job requisitions. Descriptive flexfields are used to add attributes to entities. Candidate Experience Task Configure Career Site Description Tasks to configure the look and feel of external career sites such as the header, footer, logo, background image, branding text, font, and colors. Job Application Flow Configuration Tasks to create job application flows for career sites. A job application flow is a sequence of pages that a candidate completes when applying for a job on a career site. Candidate Job Applications 3

12 Chapter 1 Overview Task Candidate Selection Process Configuration Description Tasks to define the framework to move candidates through the hiring process to evaluate and find the best candidates for a job. Manage Candidate Selection Process Reasons Tasks to define reasons that are used to identify why a job application was rejected or withdrawn. Job Offers Task Manage Action Reasons Description Tasks to Important Information About Other Tasks Consider the following information about tasks in other functional areas. Functional Area Task Description Workforce Information Manage Checklist Templates Tasks to manage checklist templates. The checklist Candidate Acceptance Checklist is triggered by the action Move to HR. The "Recruiting" Area of Responsibility is solely intended for the Job Requisition recruiting object. It should not be used in checklists or approvals configuration. 4

13 Chapter 2 Third Party Integration 2 Third Party Integration Background Check Configuration: Overview Background checks are run on candidates as part of their candidate selection process to ensure their background is verified before hiring them. Background checks are initiated when candidates reach a specific phase/state of the selection process. Background checks are conducted using Oracle's background check partner services. The following are the main steps to enable and configure background check: Partner Enablement The partner exports the integration provisioning data. The partner configures their Oracle HCM instance with integration details. Partner Integration Provisioning The customer imports the provisioning data file provided by the partner. The customer configures the integration. The customer provides user account credentials to the Partner. The customer activates the integration. The customer exports the integration provisioning file and import it into the production environment. The customer enters the new reference key in the production environment. The customer enters a new user account for the Partner for the production environment. Background Check Setup The customer sets up the background check in the candidate selection process. Partner Enablement To enable the integration in Oracle Recruiting, the Partner configures their Oracle HCM instance with integration details such as the web service endpoints, portal information. Once the integration is validated, the Partner exports the integration configuration and retains it. The integration and partner details are published on the Cloud Marketplace. Customers can see the services and partners on the Cloud Marketplace and work with the partners directly for provisioning the integration on their Oracle HCM instance. The Partner starts by setting up the integration on their Oracle HCM instance. This is a one time process where the Partner provides generic information that will be used across all the customers using this integration. 1. In the Setup and Maintenance work area, use the Recruiting Category Enablement task. 2. On the Partner Enablement page, click the plus icon next to Background Check. 3. On the Configure Background Check page, complete the following information: Name: Name of the integration partner. 5

14 Chapter 2 Third Party Integration Logo: Logo of the integration partner. 4. Click Save. Web Service Endpoint: Web service to validate the user account and for invoking the background check. URL: Website link for assigning job requisition with screenings and for candidate's background check results. The Partner then exports the integration provisioning data as an XML file. This file contains the generic provisioning data which is provided to any customer for provisioning the integration on their Oracle HCM instance. Documentation on the Oracle Partner Network describes the category enablement process in details. Partner Integration Provisioning The following steps are required to provision the integration. The customer imports the provisioning data file provided by the partner. The customer configures the integration. The customer provides user account credentials to the Partner. The customer exports the integration provisioning file and import it into the production environment. The customer enters the new reference key in the production environment. The customer activates the integration. The customer enters a new user account for the Partner for the production environment. Import Provisioning File Provided by Partner A user with the Implementation Consultant role imports the provisioning file. 1. In the Setup and Maintenance work area, click the Tasks icon then click the Manage Implementation Projects task. 2. Create the implementation project. 3. Select the Recruiting Category Enablement task. 4. Upload the configuration file. 5. Import the setup data. Once the provisioning file is successfully imported, the integration is provisioned. Configure Integration The customer Administrator configures the background check integration and associate a user account with a background check category. 1. In the Setup and Maintenance work area, use the Recruiting Category Provisioning and Configuration task. 2. Click the Edit icon next to a background check partner. 3. On the background check partner page, complete the following information: Share Results Across Job Applications: When this option is selected, the Partner does not perform a new background check for a candidate if background check results exist from a prior screening. Validity Period in Days: Previous screening results can be reused if they are not older than the value entered. 6

15 Chapter 2 Third Party Integration Reference Key: This key is separate for each instance. The Partner provides a separate reference key for the customer's test instance and for the production instance. Enter at least one partner provided user account before activating the background check partner. You use user accounts to distinguish the type of service or service regions. For example, you may want to use different user accounts for credit check, name check, criminal record check. 4. Click Save. Provide User Account Credentials to Partner The customer Administrator provides the user account credentials to the Partner for data synchronization. The partner uses this account for authentication with HCM when updating the data. The user must have the following privileges: Manage Job Requisition Screening View Employment Screening Results A separate account is required for each of the test and production instances. Import Provisioning File into Production Environment Once the customer has tested the integration on a staging zone, a user with the Implementation Consultant role can export the integration provisioning file and import it into the production environment. To export the file: 1. In the Setup and Maintenance work area, click the Tasks icon then click the Manage Implementation Projects task. 2. Create the implementation project. 3. Select the Recruiting Category Provisioning and Configuration task. 4. Create a configuration package. To import the file: 1. In the Setup and Maintenance work area, click the Tasks icon then click the Manage Implementation Projects task. 2. Upload the configuration package. 3. Import the setup data. Enter Reference Key in Production Environment The customer Administrator enters the new client reference key in the provisioning screen in the production environment. The key is provided by the Partner. 7

16 Chapter 2 Third Party Integration Activate Integration The customer Administrator activates the integration. 1. In the Setup and Maintenance work area, use the Recruiting Category Provisioning and Configuration task. 2. Click the Edit icon next to a background check partner. 3. Click the Activate button. Once the integration is active, the status changes from Provisioned to Active. Enter New User Account for the Partner in Production Environment The customer Administrator enters a new user account for the Partner for the production environment. 1. In the Setup and Maintenance work area, use the Recruiting Category Provisioning and Configuration task. 2. Click Assign User Account. 3. Enter a user name and description. 4. Click OK. Set Up Background Check in Candidate Selection Process Once the integration enablement and provisioning are done, the customer Administrator can configure the candidate selection process such that the application triggers the background check when candidates reach a certain state within a phase. 1. In the Setup and Maintenance work area, use the Candidate Selection Process Configuration task. 2. On the Candidate Selection Process Configuration page, click a process. 3. Click a phase. The list of states for the phase is displayed. 4. Click the Action menu next to a state. 5. Select Initiate Background Check and click Add. 6. Click Done. 7. Activate the candidate selection process. Job Distribution Configuration: Overview Customers have the ability to post job requisitions on job boards using third party job distribution services. Recruiters can post job requisitions in one or more languages on external job boards by accessing a partner's portal from the HCM Cloud and posting the job on the various job boards from the partner's portal. The partner calls Oracle APIs to synchronize the posting information with Oracle Recruiting and this is persisted and displayed in Oracle Recruiting. Partner Enablement To enable the integration in Oracle Recruiting, the Partner configures their Oracle HCM instance with integration details such as the web service endpoints, portal information. Once the integration is validated, the Partner exports the integration configuration and retains it. The integration and partner details are published on the Cloud Marketplace. Customers can see 8

17 Chapter 2 Third Party Integration the services and partners on the Cloud Marketplace and work with the partners directly for provisioning the integration on their Oracle HCM instance. The Partner starts by setting up the integration on their Oracle HCM instance. This is a one time process where the Partner provides generic information that will be used across all the customers using this integration. 1. In the Setup and Maintenance work area, use the Recruiting Category Enablement task. 2. On the Partner Enablement page, click the plus icon next to Job Distribution. 3. On the Configure Job Distribution page, complete the following information: Name: Name of the integration partner. Logo: Logo of the integration partner. Web Service Endpoint: Web service to validate the user account and for removing scheduled and posted job requisitions. URL: Website link for job posting. 4. Click Save. The Partner then exports the integration provisioning data as an XML file. This file contains the generic provisioning data which is provided to any customer for provisioning the integration on their Oracle HCM instance. Documentation on the Oracle Partner Network describes the category enablement process in details. Partner Integration Provisioning The following steps are required to provision the integration. The customer imports the provisioning data file provided by the partner. The customer configures the integration. The customer provides user account credentials to the Partner. The customer exports the integration provisioning file and import it into the production environment. The customer enters the new reference key in the production environment. The customer activates the integration. The customer enters a new user account for the Partner for the production environment. Import Provisioning File Provided by Partner A user with the Implementation Consultant role imports the provisioning file. 1. In the Setup and Maintenance work area, click the Tasks icon then click the Manage Implementation Projects task. 2. Create the implementation project. 3. Select the Recruiting Category Enablement task. 4. Upload the configuration file. 5. Import the setup data. Once the provisioning file is successfully imported, the integration is provisioned. 9

18 Chapter 2 Third Party Integration Configure Integration The customer Administrator configures the job distribution integration and associate a user account with a job distribution category. 1. In the Setup and Maintenance work area, use the Recruiting Category Provisioning and Configuration task. 2. Click the Edit icon next to a job distribution partner. 3. On the job distribution partner page, complete all mandatory fields. 4. Enter at least one partner provided user account before activating the job distribution partner. You use user accounts to distinguish the type of service or service regions. For example, you may want to create different user accounts for corporate jobs and retail store jobs. 5. Click Save. Provide User Account Credentials to Partner The customer Administrator provides the user account credentials to the Partner for data synchronization. The partner uses this account for authentication with HCM when updating the data. A separate account is required for each of the test and production instances. Import Provisioning File into Production Environment Once the customer has tested the integration on a staging zone, a user with the Implementation Consultant role can export the integration provisioning file and import it into the production environment. To export the file: 1. In the Setup and Maintenance work area, click the Tasks icon then click the Manage Implementation Projects task. 2. Create the implementation project. 3. Select the Recruiting Category Provisioning and Configuration task. 4. Create a configuration package. To import the file: 1. In the Setup and Maintenance work area, click the Tasks icon then click the Manage Implementation Projects task. 2. Upload the configuration package. 3. Import the setup data. Enter Reference Key in Production Environment The customer Administrator enters the new client reference key in the provisioning screen in the production environment. The key is provided by the Partner. 10

19 Chapter 2 Third Party Integration Activate Integration The customer Administrator activates the integration. 1. In the Setup and Maintenance work area, use the Recruiting Category Provisioning and Configuration task. 2. Click the Edit icon next to a background check partner. 3. Click the Activate button. Once the integration is active, the status changes from Provisioned to Active. Enter New User Account for the Partner in Production Environment The customer Administrator enters a new user account for the Partner for the production environment. 1. In the Setup and Maintenance work area, use the Recruiting Category Provisioning and Configuration task. 2. Click Assign User Account. 3. Enter a user name and description. 4. Click OK. Enabling Chatbot: Explained Chatbot allows candidates to chat about current job opportunities and to check their job applications status using Facebook Messenger. Prerequisites before enabling Chatbot: The Intelligent Bot Cloud Service (IBCS) is provisioned and the customer is ed the service URL and credentials. The manual setup tasks are done: Mobile Cloud Service (MCS) setup, Intelligent Bot Cloud Service (IBCS) setup, Facebook Messenger setup. The customer downloaded the custom component services package (MCS package) and the Oracle Recruiting Cloud package. You enable Chatbot in the Setup and Maintenance work area, using the Manage Enterprise Recruiting and Candidate Experience Information task. Two options are available: Chatbot Package: Click the button to download the Oracle Recruiting Chatbot Package. This package does not have any costumer specific data. Component Services Package: Click the button to download the custom component package. This package includes the HCM Application REST service URLs that are referenced by the custom component services. 11

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21 Chapter 3 Career Sites 3 Career Sites Configuring a Career Site Look and Feel: Explained The look and feel of external career sites can be configured to apply a company's branding. Elements such as the header, footer, cascading style sheet (CSS), fonts, and color are configurable. You configure the look and feel of career sites in the Setup and Maintenance work area, using the Configure Career Site task. Click the Configure button to access to the Career Site Look and Feel Configuration page. The Career Site Look and Feel Configuration page displays the available career site templates. Two career site templates are available: Template 1: This template is activated by default. You can configure it. The configuration is done in the Theme Editor. Template 2: You can preview this template and activate it. When you choose to configure a template, the Theme Editor opens in a new browser tab. The Theme Editor contains two areas: Configuration panel: The configuration panel is on the left side of the page and contains configurable elements, preview mode selectors for desktop, tablet and mobile devices, and a Publish Site button to publish changes to a live career site. Preview area: The preview area is on the right side of the page and shows your changes live, before publishing them to a career site. When you configure a career site look and feel, you perform these tasks: Choose template Define header, footer, CSS Personalize template Define site style Configure social bookmarking service integration (AddThis) Configure cookie consent message Preview and publish career site Choose Template You can choose one of two preset templates. Template 1: This template is activated by default. You can configure it. The configuration is done in the Theme Editor. Template 2: You can preview this template and activate it. 13

22 Chapter 3 Career Sites Define Header, Footer, CSS In the Header and Footer configuration area, you configure these elements: Header Footer CSS In the Header configuration area, you can configure a template header and a custom header. The template header is always visible and includes these elements: Company logo: You configure the logo in the Design section. Configurable links: You can configure up to 5 main navigation menus and 6 navigation sub-menus. Use drag and drop to choose the menu order. "I am an employee" button Language selector "My Job Selections" link You can create a custom header to match your corporate branding. The custom header is displayed on top of the template header. To create a custom header, you provide the HTML code. In the Footer configuration area, you can configure a template footer and a custom footer. Only one footer can be active. If you use the template footer, you can't use the custom footer. The template footer includes these elements: Configurable links: You can configure up to 5 main navigation menus and 3 navigation sub-menus. Social media follow icons: If they were configured to be used. Mobile and Tablet: You can choose up to 5 sub-menus to be used in the mobile version of your template footer. You can create a custom footer to match your corporate branding. To create a custom footer, you provide the HTML code. In the CSS configuration area, you can provide Cascading Style Sheets (CSS) to control the look and feel of the career site. You can edit the CSS code in the panel, but you can also open the editor in a separate window. Personalize Template In the Design configuration area, you can personalize these elements of the career section template: Site Name: You can enter a name for the career site. The site name is displayed on the career site as a tab name. Logo: You can upload the URL for a logo. The logo is displayed in the left corner of the career site. Two logo URLs can be uploaded: one for mobile and one for desktop. If only one logo is uploaded, the same logo is used in both devices. Background Image: You can upload a URL for a background image. The background image appears on the career site home page. It is applied to any screen resolution. Branding Text: You can enter a branding text. The text appears on the career site home page. It is the first thing candidates see when they access the career site. 14

23 Chapter 3 Career Sites Define Site Style In the Site Style configuration area, you can configure the font and colors used in the career site. Global Fonts: You can select the font for all pages of the career site. A pre-defined list of fonts is available. Theme Colors: You can define the set of colors applying to groups of elements. Other Colors: You can define the color of several UI elements such as theme, header, footer, buttons, text, background, panels, menus, filters, tiles. If a color has a chain icon, it means it is linked to a theme color. If you decide to change it for a given element, every element using this color is changed. Use the Reset to Default button to restore your template default settings. Configure Social Bookmarking Service Integration (AddThis) In the AddThis configuration are, you can set up the integration with AddThis, a third party social bookmarking service. Two tools can be enabled: Inline Share: Candidates can share jobs on their social media. When enabled, a Share button appears on the job details page. Inline Follow: Candidates can follow company social sites. When enabled, social media follow icons appear in the footer of the career site. Make sure you have an AddThis account before you start configuring this feature. Enter your AddThis Profile ID to activate all the tools you configured in your AddThis profile. Then, to activate Inline Share and Inline Follow, you must set them up in your AddThis profile. Use inline type of tools, non-inline tools are not supported. When your tools are set up, copy their code and paste them to the Inline Share and Inline Follow areas. Configure Cookie Consent Message The cookie consent is presented when a candidate visits the career site for the first time. For the cookie consent message, you configure the following elements: Enable the cookie consent message Enter the text appearing in the cookie consent message Enter the cookies policy Enter the text appearing on the accept button and decline button Preview and Publish Career Site The preview area shows your changes live, before publishing them to a career site. There are two preview modes: Preview: This view shows the changes you made before publishing them to the career site. Elements that you see are clickable and you can navigate between the different elements. Elements List: This view is used only for the Site Style section available on the configuration panel. Choose a section within Site Style to see configurable elements. Once you are done configuring the career site and you are satisfied with the look and feel, click the Publish Site button to apply the changes to your career site. 15

24 Chapter 3 Career Sites Managing Career Site Languages: Explained Languages in career sites can be configured to make career sites multilingual. You configure languages in career sites in the Setup and Maintenance work area, using the Configure Career Site task. Click the Manage Languages button to access the Manage Languages page. In the Manage Languages page, you can activate languages for the career site and set a default language. When you activate a language, you can translate the label of specific fields appearing in the career site. When several languages are activated, candidates can select the desired language to search for jobs, view job postings, and apply for jobs. 16

25 Chapter 4 Job Application Flows 4 Job Application Flows Job Application Flow: Explained A job application flow is a sequence of pages that candidates complete when they apply for a job on a career site. When candidates are done completing all the pages of the flow, their job application becomes visible to recruiters and hiring managers. Job application flows are used for specific recruiting types such as contingent, campus, executive, hourly, professional. Recruiters must select a job application flow before submitting a job requisition for approval. The flows matching the recruiting type of the job requisition are available for selection as well as generic flows with no recruiting type. By default, the default flow for the job requisition's recruiting type is selected automatically. However, you can select a different flow. The same applies to job requisition templates. Creating a Job Application Flow: Explained A job application flow is a sequence of pages that candidates complete when they apply for a job on a career site. You create job application flows in the Setup and Maintenance work area, using the Job Application Flow Configuration task. This task gives you access to the Job Application Flows page. When you create a job application flow, you perform these tasks: Enter basic information Define recruiting types Create a version of the flow Add sections and blocks Activate the flow Enter Basic Information When you click the Create button, the Application Flow Properties page opens. This is where you enter basic information such as the name, code, flow type (external or internal), and description of the job application flow. The first section of the page lets you add general information about the job application flow. Note: The UI currently allows you to create internal job application flows. Although recruiters are required to select an internal application flow for a job requisition, the flow configuration is not being applied to the internal candidate application process. It is therefore recommended to configure one internal job application flow that is set as being the default for all recruiting types. This way, it will be defaulted for all job requisitions that are created. Define Recruiting Types You can select one or more different recruiting types for the job application flow. Available recruiting types are: campus, contingent, executive, hourly, professional. 17

26 Chapter 4 Job Application Flows For each recruiting type, you can specify if the flow is the default flow. For example, you create an external job application flow and you specify that this is the default flow for Professional job requisitions. When recruiters create a job requisition of type Professional, that default flow is automatically added to job requisition if recruiters do not manually select a flow. For each job application flow type (external and internal), you can only select one flow as the default flow for a specific recruiting type. For example, there can only be one external job application flow for which Professional is the default recruiting type. Create a Version of the Flow Once you save the basic information and recruiting types, the details page of the job application flow is displayed. This is where you create versions of the flow. Each flow must have one active version. When you create a version, you can decide to start using the version at a defined date and time. You can also select the Start on Activation option to activate the version as soon as it is ready and activated. A job application flow version can have one of the following statuses: Current: The version is being used and cannot be edited. Draft: The version can be edited and activated when ready. Future: The version is scheduled to be used at a later time. It can be edited. Ended: The version was used in the past and has been replaced by another one. It cannot be edited. You can select these options for the job application flow: Legal Disclaimer: You can ask candidates to accept a legal disclaimer. The legal disclaimer appears at the end of the job application flow. Candidates must click Agree to proceed with their job application. The legal disclaimer is configured in the Recruiting Content Library. E-Signature: You can ask candidates to sign their candidate job application with an e-signature. The e-signature appears at the end of the job application flow. The e-signature is configured in the Recruiting Content Library. Campaign Opt In: You can ask external candidates if they agree to receive recruitment marketing communications. Candidates don't have to agree to proceed with their job application. The opt-in check box appears with this short sentence "I agree to receiving future recruitment marketing communications." If an active version of the campaign opt-in statement is available in the content library, the sentence is displayed as a link that the candidate can click to read the full statement. The campaign opt-in statement is configured in the Recruiting Content Library. One Page Application Flow: A job application flow can be presented on one page or on multiple pages. Use this option if you want to display the flow on a single page so that candidates quickly fill in the minimum information. Add Sections and Blocks A job application flow contains sections, and each section contains blocks of information or questions for candidates. By default, there are four sections: Personal Information Job Application Questions Experience More About You You can change the name of a section by clicking the edit icon. 18

27 Chapter 4 Job Application Flows You can decide which blocks appear in each section. You can delete blocks, reorder blocks within a section, and move blocks to another section. To perform these actions, use the Actions menu available for each block or drag and drop blocks in the desired sections. You can edit the headline of a block. The headline is the block name displayed to candidates. You can add instructions in a block to provide specific information to candidates. Click the edit icon to change the block headline and instructions. There are no required blocks for internal job application flows. For external flows, the only required block is the Contact Information block. There are blocks that you can only add to external job application flows. This is because internal candidates are your employees and they already have a lot of information in their profiles. There is no need to ask them the same questions again. Activate the Flow When you're done entering the information, click Save and Activate to make the flow available for use or Save as Draft to edit and activate the flow at a later time. Job Application Flow Sections and Blocks: Explained A job application flow contains sections, and each section contains blocks of information or questions for candidates. When an external candidate applies for a job, the first thing that the candidate has to do is to enter an address. A verification is done in the database to check for any records already connected with the candidate's address. If a record is found, an is sent to the candidate to validate his or her identity. Once the identity is validated, the candidate is presented with the first block of the job application flow and information is prepopulated with information from the candidate's last job application. The candidate can edit the information prior to submitting the job application. If no record is found and it is a brand new candidate, the candidate is presented with the first page of the job application flow upon entering an address. When the candidate submits the job application, an is sent to the candidate to validate his or her identity and confirm the submitted job application. Depending on how the job application flow is configured, the candidate can import a profile from a third party such as LinkedIn and Indeed or manually fill out a job application. The following sections are available in a job application flow: Personal Information Job Application Questions Experience More About You Summary Personal Information The Personal Information section only appears in external career sites. For internal candidates applying for a job, the personal information is prepopulated with information from their person record to streamline the process. 19

28 Chapter 4 Job Application Flows The Personal Information section can contain these blocks: Profile Import: This block appears at the beginning of the flow. It contains profile import options. Candidates can import their profile from a third party such as LinkedIn and Indeed. These options must be enabled to appear on the job application flow. Contact Information: This block contains the name, phone number, and fields. Address: The content of this block varies depending on the country selected by candidates. Job Application Questions The Job Application Questions section contains questions that the candidate must answer, that is disqualification questions and prescreening questions marked as required. Based on the answers provided, the candidate's job application is entered in the selection process or can be automatically rejected from the selection process. When disqualified, the candidate is not notified of their disqualification during the application process and the candidate can finish and submit their job application. Also, although a job application may have been automatically rejected based on the candidate responses to disqualification questions, the recruiter, upon the review of the candidate's responses, can still consider the job application and move the job application back to active in the selection process (by undoing the rejection). Experience The Experience section contains the candidate education and work experience. The education and experience information can be displayed in a graphical timeline or in two separate blocks. Education: This block contains fields defined in the Degrees content section (Manage Profile Types task in the Setup and Maintenance work area). Experience: This block contains fields defined in the Previous Employment content section (Manage Profile Types task in the Setup and Maintenance work area). Timeline: This block can be used instead of the Education and Experience blocks. It combines their content, displayed in a graphical timeline. Only available in external career sites. The information is prepopulated if a candidate record is found in the database or if the candidate imported a profile from a third party. Otherwise, the candidate enters the information manually. The timeline is built as the candidate enters information. More About You The More About You section allows candidates to upload files such as resume and cover letter, to add links to external web sites, and to provide details about licenses, work preferences, and spoken languages. Supporting Documents: This block enables candidates to add attachments and URLs to their social profiles. Licenses and Certificates: This block contains fields defined in the Licenses and Certifications content section (Manage Profile Types task in the Setup and Maintenance work area). Work Preferences: This block contains fields defined in the Work Requirements content section (Manage Profile Types task in the Setup and Maintenance work area). Languages: This block contains fields defined in the Languages content section (Manage Profile Types task in the Setup and Maintenance work area). Summary The Summary page is the last step of the job application flow and provides candidates with an overview of their job application. Candidates can still edit the content before submitting their job application. 20