Recruitment for ADP Workforce Now. Automatic Data Processing, Inc. ES Canada

Recruitment for ADP Workforce Now Automatic Data Processing, Inc. ES Canada

ADP s Trademarks The ADP Logo, ADP, ADP Workforce Now and IN THE BUSINESS OF YOUR SUCCESS are registered trademarks of ADP, LLC. Third-Party Trademarks Global Crossing and Ready-Access are registered trademarks of Global Crossing Holdings, Ltd. in the United States and other countries. Microsoft, Excel, and Word are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other trademarks and service marks are the property of their respective owners. 2015 ADP, LLC and its licensors. All rights reserved.

Contents Course Introduction... 1 Course Purpose... 1 Course Objectives... 1 Course Agenda... 2 Module 1: Setting Up Recruitment Module 1 Introduction... 1-1 The ADP Workforce Now Recruitment... 1-2 The Recruitment Process... 1-4 Exploring an Online Job Posting... 1-5 Setting Up Recruitment Validation Tables... 1-6 Demonstration: Setting Up Recruitment Validation Tables... 1-7 Explore: Career Center... 1-8 Demonstration: Creating an External Career Center... 1-9 Creating Job Posting Questions... 1-10 Demonstration: Creating and Copying Prequalification Questions... 1-12 Creating E-mail Communications... 1-14 Demonstration: Creating an Auto-Reply E-mail for Screening Applications... 1-15 Explore: Offer Letter Template... 1-16 Explore: Manage Job Boards... 1-17 Explore: Recruitment Settings Tab... 1-18 Practice Activity: Setting Up Recruitment... 1-19 Practice Activity Results: Setting up Recruitment... 1-20 Module 1 Summary... 1-21 Module 2: Creating and Posting Requisitions Module 2 Introduction... 2-1 Creating Requisitions... 2-2 Requisition Process... 2-3 The Requisition Dashboard... 2-4 The Requisition Wizard... 2-5 The Steps of the Requisition Wizard... 2-6 Demonstration: Creating a Requisition... 2-7 Posting Requisitions... 2-11 2015 ADP, LLC iii W009_ILT_WFN80V01_0615

Exploring the Requisitions Page... 2-12 Demonstration: Posting a Requisition to the Career Center... 2-14 Activity: Posting a Requisition to LinkedIn... 2-16 Activity: Creating and Posting a Requisition... 2-17 Activity Results: Creating and Posting a Requisition... 2-18 Making Changes to Requisitions... 2-19 Manager Access... 2-20 Module 2 Summary... 2-21 Module 3: Tracking Applicants Module 3 Introduction... 3-1 Registering for and Using Career Center... 3-2 The Applicant Landing Page... 3-3 Explore: Creating a Profile in the Career Center... 3-4 Explore: Applications Dashboard... 3-7 Working with Applicants... 3-9 Demonstration: Searching for Qualified Candidates... 3-10 Exploring the Candidate Record... 3-11 Activity: Applying an Applicant to Another Posting... 3-12 Updating an Applicants Status... 3-13 Activity: Updating an Applicant's Status... 3-15 Activity: Extending an Offer Letter to an Applicant... 3-16 Activity: Hiring an Applicant and Mass Updating Applicants' Statuses... 3-17 Applicant Reporting... 3-18 Knowledge Check... 3-19 Module 3 Summary... 3-20 Module 4: Course Closing Support After Class... 4-1 ADP Client Service Centre... 4-2 ADP Workforce Now Support Centre... 4-3 The Bridge... 4-4 Course Closing... 4-5 Training Evaluatiion... 4-5 2015 ADP, LLC iv W009_ILT_WFN80V01_0615

INSTRUCTOR GUIDE Estimated Time Course Module Course Introduction Setting Up Recruitment Creating and Posting Requisitions Tracking Applicants Course Closing Total: Course Duration Total Course: 1 day (3hrs) 2015 ADP, LLC vii W009_ILT_WFN80V01_0615

Recruitment for ADP Workforce Now Course Introduction Automatic Data Processing, Inc. ES Canada

Course Introduction Welcome Welcome to Recruitment for ADP Workforce Now. Let me introduce myself. Does everyone have a copy of the handout manual? You'll refer to it throughout the course. The following paragraph is for VC only. To minimize background noise, use your phone's mute function or on your phone's keypad, press *6 to mute the line and *7 to un-mute the line. Be sure to state your name before speaking. Do not place your phone on hold. Present the following information by referencing the slides and handout manual as indicated. Introductions and Expectations (ILT Only). Administrative (ILT Only) Norms Course Purpose This course has been designed to provide you with the knowledge and hands on experience required to be comfortable using the Recruitment for ADP Workforce Now. Course Objective Upon completion of this course, participants will be able to: Set up Recruitment Create and Post Requisitions Track Applicants Access Support After Class 2015 ADP, LLC 1 W009_ILT_WFN80V01_0615

COURSE INTRODUCTION Course Introduction Course Purpose This course has been designed to provide you with the knowledge and hands on experience required to be comfortable using the Recruitment for ADP Workforce Now. Course Objectives Upon completion of this course, participants will be able to: Set up Recruitment Create and Post Requisitions Track Applicants Get Support after Class 2015 ADP, LLC 1 W009_ILT_WFN80V01_0615

Course Agenda Say: Throughout this course we will explore several topics. Each topic and module within the ADP Workforce Now training has been designed to build upon the previous topic/module. Upon completion of the training, you will have a complete picture of how each individual module functions, and how they work together to create a complete solution. In addition, ADP provides three different online tools that are designed to support your learning after class. In this course, you will explore the following topics: Module 1: Setting Up Recruitment Module 2: Creating and Posting Requisitions Module 3: Tracking Applicants Module 4: Course Closing 2015 ADP, LLC 2 W009_ILT_WFN80V01_0615

COURSE INTRODUCTION Course Agenda During this course you will explore the following topics: Modules Module 1: Setting Up Recruitment Module 2: Creating and Posting Requisitions Module 3: Tracking Applicants Module 4: Course Closing Topics Use the ADP Workforce Now Recruitment Set up Recruitment Validation Tables Set up Career Centers Create Job Posting Questions Create E-mail Communications Create Offer Letter Templates Manage Job Boards Define Recruitment Settings Create Requisitions Post Requisitions Make Changes to Requisitions Manager Access Register for and Use the Career Center Work with Applicants Update Applicants' Statuses Knowledge Check Support After Class Summary Training Evaluation 2015 ADP, LLC 2 W009_ILT_WFN80V01_0615

Recruitment for ADP Workforce Now Module 1: Setting Up Recruitment Automatic Data Processing, Inc. ES Canada

Module 1 Introduction Purpose Review the information in the handout manual. Objectives Refer to the previous slide. 2015 ADP, LLC 1-1 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Module 1 Introduction Purpose This module prepares you to set up Recruitment. Objectives Upon completion of this module, participants will be prepared to: Use the ADP Workforce Now Recruitment process Set up Recruitment Validation Tables Set up Career Centers Create Job Posting Questions Create E-mail Communications Create Offer Letter Templates Manage Job Boards Define Recruitment Settings 2015 ADP, LLC 1-1 W009_ILT_WFN80V01_0615

The ADP Workforce Now Recruitment Overview Review the slide contents and refer participants to the handout manual. The Recruitment Process Review the slide contents and refer participants to the handout manual. You'll notice that we use the term "requisition" when we talk about creating the job opening in Recruitment and the term "job posting" once we publish the requisition to websites. We'll go into more detail about creating requisitions later in class. First, let s look at an example of the Recruitment process. Example Review the information in the handout manual. 2015 ADP, LLC 1-2 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT The ADP Workforce Now Recruitment Overview Most job hunters and recruiters use the Internet in their search for job opportunities and qualified candidates, respectively. The ADP Workforce Now Recruitment allows you to leverage the Internet in your recruitment process. The Recruitment Process The ADP Workforce Now Recruitment process provides a simplified way to create requisitions and then post them to company and Web-based sites. The feature saves you time and money from placing job ads in newspapers and other periodicals. Use the Recruitment process to perform tasks such as: Creating requisitions or job postings Searching for qualified candidates Tracking applicants' statuses from application through hiring in ADP Workforce Now Example The Geneva Entertainment Company has several openings for salespeople so they follow the Recruitment process: 1. The HR practitioner uses the Recruitment process to create the requisition, specifying the number of open positions, the job description, responsibilities, and requirements. 2. From within the Recruitment process, the HR practitioner posts the requisition to the ADP-hosted Career Center, CareerBuilder.com, Monster.com, LinkedIn, and Facebook. 3. When applicants apply for the positions, the HR practitioner and hiring managers use the Recruitment search tools to identify the most qualified candidates and proceed through the interview and hiring process, updating candidates' statuses throughout the recruiting process. 2015 ADP, LLC 1-2 W009_ILT_WFN80V01_0615

Benefits and Descriptions Review the slide contents and refer participants to the handout manual. Additional benefits and descriptions are listed in your handout manual. Important Information Review the information in the handout manual. 2015 ADP, LLC 1-3 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Benefits and Descriptions Accessibility Benefit HRIS integration Web design technology Applicant tracking Manager Self Service Extensive searching capabilities Description Using Recruitment requires only an Internet browser and an Internet connection. For all participants in the Recruitment process, accessibility is achievable and affordable. Recruitment uses collected HR job, job description and salary information to streamline the employee hire process. Nontechnical recruiters are able to design job posting descriptions with prequalification questions to place on recruitment sites. Manage candidate applications using the applicant-tracking tools. Recruiters are able to search an applicant database using advanced search tools to find the best candidate for an open position. Recruiters are also able to delete old candidate information from the database Manager Self Service includes Recruitment. Managers can receive applications for review without manual intervention by recruiters. If given proper security permissions, managers can update the status of a candidate s application to communicate the next step in the Recruitment process. Recruiters are able to search for candidates based on responses to prequalification questions. Recruiters are also able to search for keywords within an applicant's text or attached résumé if the attachment is in one of the following file types: Microsoft Office Word Microsoft Office Open XML (.docx) Rich Text Format (.rtf) Microsoft Office Excel (.xls) Important Information Pre-employment screening is optional. For more information, speak to your implementation specialist. 2015 ADP, LLC 1-3 W009_ILT_WFN80V01_0615

The Recruitment Process Overview Navigate to the Recruitment Setup page to access the Recruitment process graphic in online Help. Select Setup > HR & Talent > Recruitment. Click the Help icon. Stages and Descriptions Review the information in the handout manual. Important Information Refer participants to the handout manual. Additional Resources Refer participants to the handout manual. 2015 ADP, LLC 1-4 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT The Recruitment Process Overview The Recruitment process includes several stages from setting up validation tables, to hiring a candidate. Stages and Descriptions Stage Set up validation tables Set up Recruitment Create a requisition Publish a job posting Search for candidates Apply a candidate to a posting Hire a candidate Description Set up validation tables from which to pull information when creating requisitions, such as job description, question categories, application status labels, and cost type. Create a pool of questions to add when creating requisitions, create standard e-mail communications, and define Recruitment settings. Follow the steps in the Requisition wizard to create requisitions. Publish the URL for the specific job posting to the Career Center (an ADP-hosted site), CareerBuilder.com, Monster.com, LinkedIn, and Facebook. Search for qualified candidates for specific positions using keywords, applicants' name, or answers to prequalification questions. For applicants who do not apply through the Career Center or other posting sites, create a Candidate Record to apply to requisitions, as appropriate. From the Candidate Record, click Hire Candidate to navigate to the New Hire wizard and enter the new hire into ADP Workforce Now. Important Information If you want managers to participate in the Recruitment process, make that part of your company's workflow. Additional Resources For more information on: The Recruitment process Recruitment workflows for Managers Online Help Refer to: Workflow Management for ADP Workforce Now course 2015 ADP, LLC 1-4 W009_ILT_WFN80V01_0615

Exploring an Online Job Posting Overview Review the information in the handout manual. Elements and Descriptions For the Job Title and Description section, say: The job title, description, responsibilities, and requirements, in this section, come from the Job validation table. You can update the Job validation table as one of your setup tasks, which we'll discuss in a few minutes. 2015 ADP, LLC 1-5 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Exploring an Online Job Posting Overview The online job posting is generated when you use the Recruitment wizard to create a requisition. Job applicants see the online job posting when they click the URL for the posting from any of its published locations. Elements and Descriptions Element Go back to Search Results button Job Title and Description section Print button Share button Apply button Step 1: Personal Information Step 2: Additional Information Step 3: Questions Step 4: Review and Submit Description The applicant clicks this link to access the requisitions list. The job title, description, and all other details designated during the creation of the requisition display. Allows applicants to print the job posting. Allows applicants to share the job posting with friends via Email and social networking sites. The applicant clicks this button to proceed to the job application. Note: If the applicant has not created a profile, he and she proceed to the profile creation process. The applicant enters personal information, unless a profile exists. In that case, the existing information is displayed in the appropriate fields. The applicant uploads or attaches additional documentation to support their job application. The applicant can upload up to ten documents. Information entered by applicant/s flows into Workforce Now. The applicant answers the questions added to the requisition when it was created. The applicant can also indicate their desired salary range and provide any additional information. The applicant reviews the information entered and submits the application. Note: If Attestations are setup, then the applicant will have to complete the attestation section to be able to submit their job application. 2015 ADP, LLC 1-5 W009_ILT_WFN80V01_0615

Setting Up Recruitment Validation Tables Overview Review the slide contents and refer participants to the handout manual. Recruitment Validation Tables Refer to the previous slide and refer participants to the handout manual. Review the list of validation tables associated with the Recruitment process. Then Say: Here are some other Recruitment related Validation tables: Award Types Course Name Course Subject Education Level Education Major/ Minor Language Learning Institute License Certification Category/ Type Membership category Skill Category Skill Proficiency Level Spoken Proficiency Written Proficiency Example Review the information in the handout manual. Validation Tables and Descriptions Review the information in handout manual. Later in class, you'll see how easy it is to create requisitions and track applicants in Recruitment once you have validation tables in place. Now, let's see how to set them up. 2015 ADP, LLC 1-6 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Setting Up Recruitment Validation Tables Overview Set up Recruitment validation tables to ensure that certain information like job descriptions, posting question categories, application status labels, and cost types is part of the application database and will appropriately display when you create requisitions. Starting Point: Setup > Tools > Validation Tables Recruitment Validation Tables Recruitment-related validation tables include: Job Title Application Status Cost Type Disposition Code Posting Question Category Note: There are other validation tables relevant to Recruitment. Job Title is part of the Position category, while the other tables are found in the Recruitment category. Benefits Validation tables are used to help you enter information that will be standardized across your recruitment candidates. Setting up these tables simplifies the data entry process. Example You are creating a requisition. The Job validation table contains the job description, so that description is displayed in the related step of the Requisition wizard. Validation Tables and Descriptions Validation Table Category Description Job Title Position Contains the job title, description, salary structure, pay grade, job class, job category, and competencies. Descriptions entered in this validation table pre-populate relevant fields when creating a requisition, which will save your time. Application Status Recruitment Contains the various application status labels that you use when updating an applicant's status. You can use the existing labels or create custom ones for all statuses except New Applicant, Hire, and Knockout. Cost Type Recruitment Contains the codes and descriptions for categorizing costs associated with Recruitment, such as advertising, career fairs, etc. Disposition Code Recruitment Helps identify and track the reasons why an applicant was rejected during the recruitment process. Posting Question Category Recruitment Contains categories for job posting questions so that you can organize the questions as you create them. Posting question categories are optional. French can be selected for an alternate language setting. 2015 ADP, LLC 1-6 W009_ILT_WFN80V01_0615

Demonstration: Setting up Recruitment Validation Tables I will now demonstrate how to set up a recruitment validation table. Upon completion of the demonstration you will have the opportunity to complete the exercise yourself. If you would like to follow along during the demonstration, refer to the activity located in the Handout Manual. Scenario: Complete these steps for each of the related validation tables to ensure that the information you need for the requisitions is in ADP Workforce Now. Instructions: Demonstrate setting up the Job validation table. It is the only validation table related to Recruitment not listed in the Recruitment category. Since this is a setup task, we start by accessing the Setup menu. Select Setup > Tools > Validation Tables. Select Job Title. The list of jobs in the Job validation table will be the list of jobs from which you can select when creating a requisition. Click ITDIR A job posting description is necessary for attracting applicants to a position. You can enter it here when you set up Recruitment, or you can enter it as you create the requisition. As a best practice, enter the job description during the setup of Recruitment. Doing so saves time because information from the Description field populates the job description when you create a requisition for the specific job title. You'll see how that works later in the class. Demonstrate the steps to add a new job category under the Job Title validation table. Let us review the steps to add a new job within the Job Title validation Table. Stay in or navigate to the Job Title validation table. Click Add Review the fields on the Add - Job Title page. Do not complete the fields. Important Information Review the information in the handout manual. Best Practice Review the information in the handout manual. Additional Resources Refer participants to the handout manual. 2015 ADP, LLC 1-7 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Demonstration: Setting Up Recruitment Validation Tables Instructions Navigate to each validation table listed below. Identify if the specified values have the required information to complete a requisition. Log in as a Practitioner. Starting Point: Setup > Tools > Validation Tables Step Action 1 Select Job Title validation table. Click on ITDIR and review it. Click on BENSPEC and review it. 2 Select the Posting Questions Category validation table. Search for TECH and review it. Search for GENRL and review it. 3 Select the Application Status validation table. Click on New Application and review it. 4 Select the Cost Type validation table. Click on JOBBRDFEE and review it. Important Information If you need to add new values to a validation table, on the Validation Tables page, click the Add button. For Example: You are planning to recruit a Help Desk Technician and want to add a new Job category within the Job Titles Validation table. Navigate to Setup > Tools > Validation Tables. Next, click the Job Titles validation table. Click Add to create a new job title for Help Desk Technician position. Best Practice Complete the Description field for the Job validation table with information that you want to display in the requisition for that job. You can include information such as the job description, job responsibilities, and candidate requirements. Additional Resources For more information on setting up Recruitment validation tables, refer to online Help. 2015 ADP, LLC 1-7 W009_ILT_WFN80V01_0615

Explore: Career Center Overview Review the slide contents. Say: A career center is a website where job requisitions and other company related information are available for internal as well as external candidates. Review the slide contents and refer participants to the handout manual. Why would clients want to create a custom career center? Answer: It is common for clients to create a custom career center (or multiple career centers) for reasons including different departments or countries, seasonal jobs, specific jobs for a new office location, interns, and so on. It is an option for those clients who want to create a career center to post a sub category of jobs that would be available on the default external career center. Additional Resources Refer participants to the handout manual. 2015 ADP, LLC 1-8 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Explore: Career Center Overview Creating a branded career center is the highlight of ADP Workforce Now V8.0. It is an effective way for clients to attract new talent. ADP provides two default career centers: Internal - where all the internal jobs are posted; and External - where all external jobs are posted. Clients can choose from three different layouts, add graphics, documents, link to videos, and so on. The default career centers cannot be Deleted. Clients can create more than one external career center. To navigate to the Career Center tab, log in as a Practitioner. Starting Point: Setup > HR & Talent > Recruitment > Career Center Additional Resources For more information on Career Centers, refer to online Help and Learning Bytes. 2015 ADP, LLC 1-8 W009_ILT_WFN80V01_0615

Demonstration: Creating an External Career Center I will now demonstrate how to create an External Career Center. Upon completion of the demonstration you will have the opportunity to complete the exercise yourself. If you would like to follow along during the demonstration please refer to the activity located in the Handout Manual. Scenario You want to create an external career center for logistics department. Instructions Complete the steps in the handout manual. Starting point: Setup > HR& Talent > Recruitment At step 2, say: You can select a layout for your career center. You can choose from Full Featured, Streamlined and Simple layout options. For this example, we are going to select the Full Featured layout, which is selected by default. At step 3, say: You can build different components of the home page. You can add the Company Logo, Branding Images, Welcome message, Videos, Documents, Links, Social Media components and the Powered by ADP component. For this example we will be adding the Go Green Logo. At step 4, say: If your page has certain components for which you did not add any content, then the following message window displays. Click Yes to continue. You can come back to add the components at a later time. At step 13, say: In Step 3 of the wizard, you can preview and publish the career center. In the Preview section, you can click on Preview Home page to get a glimpse of what your Career Center Home page will look like to the candidates. The Preview Job Postings button will provide you a preview of the job postings page that a candidate will see, if you give them direct access to this page. You also have the option to direct the applicants to a specific page after they have submitted their job applications. Enter the details in the Additional Content page URL section. Important Information Refer participants to the handout manual. 2015 ADP, LLC 1-9 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Demonstration: Creating an External Career Center Scenario You want to create an external career center for the logistics department. Instructions Starting Point: Setup > HR & Talent > Recruitment Step Action 1 Click the Create Career Center button. Result: The Create Career Center wizard displays. 2 In Step 1 of the wizard, click the Name field; enter Career Center for Logistics Dept. as a name for the Career Center. 3 Click Next. 4 In Step 2 of the wizard, Click Add Image. Note: Follow the steps as prompted to complete uploading the logo. When finish click Done. 5 Click on Edit icon in the Links section to Add corporate links. 6 Click Add Link icon. 7 In the Link Label field, enter a name for the link you want to add. 8 In the Jump to this web address, enter the URL. 9 Click Done. 10 In the Create Career Center page, Click Preview This Page. Result: A preview of all the components you have will be displayed. 11 Click Next Result: A message window displays indicating that Some components on the Career Center Home page do not have content. 12 Click Yes Note: You can come back to add the components at a later time. 13 In Step 3 of the wizard, Click the button next to Unpublished to publish the Career Center. Result: The Confirm Action message window displays. 14 Click Yes to proceed with publishing the career center. `15 Click Done. 2015 ADP, LLC 1-9 W009_ILT_WFN80V01_0615

Creating Job Posting Questions Overview Review the slide contents and refer participants to the handout manual. Poll Do you currently use a recruitment tool? Yes No Take a minute to answer this question. Show results. Prequalification Questions Review the information in the handout manual. Example Review the slide contents and the information in the handout manual. 2015 ADP, LLC 1-10 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Creating Job Posting Questions Overview The Recruitment process provides you with the ability to create job posting questions, the answers to which will help you to identify qualified candidates. You can create a pool of prequalification questions when setting up Recruitment, and you can add questions while creating requisitions. The process is the same in both cases. Starting Point: Setup > HR & Talent > Recruitment > Posting Questions Prequalification Questions Prequalification questions define the minimum requirements for an open position. You can organize prequalification questions by posting question category, which will become useful as you build a prequalification question database. Example Your company has an open position for a Help desk technician, so you create a prequalification question to identify applicants' Help desk experience. 2015 ADP, LLC 1-10 W009_ILT_WFN80V01_0615

Answer Types and Descriptions Refer participants to the handout manual. Give participants a few minutes to review the chart. You can choose from a variety of answer types when creating questions. You can refer to this description chart when determining which type is most appropriate for the question you want to ask. Some of the more common types used may include: Drop List Provides a list of responses, from which applicants choose one answer. Multi-Select Menu Similar to Drop List, but applicants can choose multiple answers. Text Field Applicants can enter an answer of their own. Think about your Company. What are some relevant questions that you would ask and what Type would they fit into? Allow participants to think about this question and ask for volunteer/volunteers to talk about their answers. 2015 ADP, LLC 1-11 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Answer Types and Descriptions Answer Type Description Example Comment Date Field Drop List Money Field Multi-Select Menu Number Field Percent Field Phone Number Text Field Yes/No Buttons For information that needs to be entered as a large block of text For information that needs to be in date format For information in which a singular item is chosen from a list of options, a user can only select one item from the list For information that needs to be entered in Canadian dollars For information in which one or multiple items are chosen from a list of options For information that needs to be entered in numerical format For information that needs to be entered in percent format For information that needs to be entered in phone number format For information that can be entered without format, such fields can hold text, numbers, punctuation, or symbols For information that requires a yes or no answer Previous customer relations experience Date available to start work Preferred choice of work location, which contains a list of all of your office locations Current salary Languages spoken Years of experience in the field Percentage willing to travel % Alternate phone number Current job title Are you a Certified General Accountant? 2015 ADP, LLC 1-11 W009_ILT_WFN80V01_0615

Demonstration: Creating and Copying Prequalification Questions I will now demonstrate how to create and copy prequalification questions. Upon completion of the demonstration you will have the opportunity to complete the exercise yourself. If you would like to follow along during the demonstration, refer to the activity located in the Handout Manual. Scenario Your company has a job opening on the Sales team. You want to create prequalification questions to identify candidates' inside sales and project team experience. Instructions: Part 1 Create a Question Complete the steps in the handout manual. Notice our question bank already contains questions. Creating a bank of questions streamlines creating a requisition, as you'll see later. After completing step 1, say: The Category field displays information previously entered in the Posting Question Category validation table. If you have not previously created question categories, you can do it while adding questions. Question categories are not required, but they do help you organize your questions for future reference. Some ways in which you might categorize questions include: General category for questions such as, "When are you available to start?" or "Is it okay for a recruiter to contact you?" Technical category for questions related to technical expertise such as "What technical certifications do you hold?" Sales category for questions such as "How many years of inside sales experience do you have?" Instructions: Part 2 Copy a Question If you have questions with the same answers, you can copy the existing question and edit it, as appropriate. 2015 ADP, LLC 1-12 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Demonstration: Creating and Copying Prequalification Questions Scenario Your company has a job opening on the Sales team. You want to create prequalification questions to identify candidates' inside sales and project team experience. Log in as a Practitioner. Instructions: Part 1 Creating a Question Starting Point: Setup > HR & Talent > Recruitment > Posting Questions Step Action 1 Click the Create Question button. Result: The Create Question page is displayed. 2 In the Question Text field, type How many years of inside sales experience do you have? 3 In the Question Category field, select SALES (Sales). In the Answer Type field, select Drop List. 4 In the Drop List Menu Options section, click Add/Edit. Result: The Add Option window opens. 5 In the Answer Choices window, enter Option 1 as 0-3. Click Add another option link and enter Option 2 as 4-6. Click Add another option link and enter Option 3 as 7+. Note: You can add additional new lines and enter options as per your requirement. 6 Keep the default for Use as needed in the Requisition. Check that the question is in Active state. Click Done. Result: The success message is displayed and the question appears in the Posting Questions Bank list. Instructions: Part 2 Copying a Question Step Action 1 Select the check box next to the question. 2 Click Copy Question. 3 The Create Question page is displayed. In the Question Text field, modify the text as How many years of project team experience do you have? 4 Make changes to the other fields/sections if needed. 5 Click Done. Tip When adding multiple questions during setup, use the Add Another feature to continue adding questions until all questions are entered. Once complete select Done. 2015 ADP, LLC 1-12 W009_ILT_WFN80V01_0615

Important Information Review the information in the handout manual. 2015 ADP, LLC 1-13 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Important Information You can only edit or delete a question if no applications are associated with that question. Once applications are associated with a question, you can modify your list of answer options by adding or deactivating options. You can change a question's category regardless of whether applications are attached to that question. 2015 ADP, LLC 1-13 W009_ILT_WFN80V01_0615

Creating E-mail Communications Overview Review the slide contents and refer participants to the handout manual. E-mail Communications Refer to the previous slide and review the information in the handout manual. Example Review the slide contents and the information in the handout manual. 2015 ADP, LLC 1-14 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Creating E-mail Communications Overview You can create standard e-mail messages to send to candidates throughout the application process, such as to arrange an interview or to make an offer. You can also create custom e-mail communications when you update a candidate's status. Starting Point: Setup > HR & Talent > Recruitment > Communication E-mail Communications The HR practitioner or hiring manager has the option, upon changing a candidate's status, to either create an e-mail message or use a predefined e-mail message to send to the candidate. Key times to send an e-mail communication include: Receipt of a new application Screening the candidate Arranging an interview with the candidate Making the candidate an offer Keeping the candidate on file Rejecting an application Important Information Create a status label before you create the candidate communication e-mails. Candidate communication e-mails are tied to status labels. Example The following graphic illustrates the creation of an e-mail communication for interviews: 2015 ADP, LLC 1-14 W009_ILT_WFN80V01_0615

Demonstration: Creating an Auto-Reply E-mail for Screening Applications I will now demonstrate how to create an auto-reply e-mail for screening applications. Upon completion of the demonstration you will have the opportunity to complete the exercise yourself. If you would like to follow along during the demonstration please refer to the activity located in the Handout Manual. Scenario You want to create a standard e-mail message that is automatically sent upon receipt of an application to a job posting. Instructions: Creating an Auto Reply E-mail for Screening Applications Complete the steps in the handout manual. At step 5, say: After entering the message into the Content field, practitioners can opt to allow managers to send e-mail communications by selecting the Allow Managers to Send This E-mail check box. This generally applies to e-mails other than New Application e-mails. Important Information Refer participants to the handout manual. 2015 ADP, LLC 1-15 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Demonstration: Creating an Auto-Reply E-mail for Screening Applications Scenario You want to create a standard e-mail message that is automatically sent upon receipt of an application to a job posting. Instructions Starting Point: Setup > HR & Talent > Recruitment Step Action 1 On the Recruitment page, click the Communication tab. 2 Click the Add button. Result: The Add an E-mail page is displayed. 3 In the E-mail Name field, type New Application. 4 In the E-mail Subject field, type Thank you for your interest. 5 In the Content field, type Thank you for your interest in our company. Only selected applicants will be contacted. 6 In the Status Type section, select New Application 7 Click Done. Important Information You can only associate one e-mail communication with the New Application status. 2015 ADP, LLC 1-15 W009_ILT_WFN80V01_0615

Explore: Offer Letter Template Overview Refer participants to the handout manual. Point out the graphic on the slide and explain that some data, such as applicant name and position, populate based on the information in the requisition and application. Additional Resources Refer participants to the handout manual. 2015 ADP, LLC 1-16 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Explore: Offer Letter Template Overview An Offer Letter template is a predefined letter that you can use to create job offer letters for candidates. The template can include the terms and conditions of employment, and job information such as description, responsibilities, reporting structure, starting date, and, compensation, company policies, and other policies based on the employment type such as benefits, time off, and so forth. Practitioner users can now create Offer Letter Templates using the wizard. Alternatively, they can use the sample offer letter template provided by ADP as the starting point and customize it as required. Starting Point: Setup > HR & Talent > Recruitment > Offer Letter Template The graphic below is an example of an offer letter created using the ADP-supplied sample template. Additional Resources For more information about Offer Letter Templates, refer to online Help. 2015 ADP, LLC 1-16 W009_ILT_WFN80V01_0615

Explore: Manage Job Boards Overview Review the slide contents and refer participants to the handout manual. You may choose to navigate to the Manage Job Boards tab via Setup > HR & Talent > Recruitment and show participants to Turn On/Off a job board and map it to the external career center. Do not click Save, but you can say that to activate your selections, click the Save button. 2015 ADP, LLC 1-17 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Explore: Manage Job Boards Overview Practitioner users can now map External career centers with external job boards such as (Indeed, CareerBuilder, Monster, LinkedIn, Facebook). Once mapped, the jobs posted on the external career centers will get posted to these external job boards. When Indeed is turned on, any job postings marked external will automatically get posted. Indeed is always mapped to the Default External Career Center. Clients can post requisitions to any website using the URLs provided when they create the postings. Starting Point: Setup > HR & Talent > Recruitment > Manage Job Boards 2015 ADP, LLC 1-17 W009_ILT_WFN80V01_0615

Explore: Recruitment Settings Tab Let's take a tour of the Recruitment Settings tabs. Explain to participants that you will review the elements on each of the tabs. Pages and Descriptions Review the settings on each tab and refer participants to the handout manual. Navigate to Setup > HR & Talent > Recruitment Click the Settings tab. The Required Fields page is displayed by default. On the Required Fields page, you can set fields that applicants will be required to complete on an online job application. The fields that you set as optional will display on the online job application but won't be required. Click the Posting Settings page. On the Posting Settings page, you define the e-mail address from which e-mail communications are sent. Then, you define the settings for résumé submission whether it is required or not. The external career center URLs are provided to create postings on websites other than the websites ADP Workforce Now provides links to. Click the Attestations page. On the Attestations page, you can require applicants to read attestation text and acknowledge that the information provided in the job applications is true. You can modify the ADP-provided attestation text. Applicants see the attestation text that you define here when they are applying for a position. Additional Resources Refer participants to the handout manual. 2015 ADP, LLC 1-18 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Explore: Recruitment Settings Tab Let's take a tour of the Recruitment Settings tab: Starting Point: Setup > HR & Talent > Recruitment > Settings Tabs and Descriptions Page Required Fields Posting Settings Attestations Description Define whether to turn off settings or set to optional or required for personal information, professional background, and additional information like salary and note. When fields are set as required, applicants must complete them in order to move through the online application. Designate the e-mail address from which the new application auto-reply is sent. Define whether applicant's résumé is required or not. URL for the external Career Centers are provided the location to which job postings are published. Attestation text that applicants see on the job application and can read and acknowledge that the information provided in the job applications is true. Additional Resources For more information about the Recruitment Settings tab, refer to online Help. 2015 ADP, LLC 1-18 W009_ILT_WFN80V01_0615

Practice Activity: Setting Up Recruitment Scenario Refer participants to the handout manual. Instructions Refer participants to the handout manual. 2015 ADP, LLC 1-19 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Practice Activity: Setting Up Recruitment Scenario Geneva Entertainment hosts an annual recruiting event for recent graduates. To prepare for this event, there are several setup tasks to complete for the Recruitment in ADP Workforce Now. Refer to the procedures outlined in this handout manual to complete the practice activities. Step Action 1 From the Posting Questions Tab, create the following prequalification questions: What languages, other than English, do you speak fluently? (Hint: Generic question category, and Combo Menu answer type) Enter the following answer choices: Spanish, French, Japanese, Mandarin, and Other. Only external candidates are required to answer this question. Describe the responsibilities of your current position. (Hint: Text Field answer type) 2 From the Communication tab, create an e-mail communication with the status Keep on File communicating that you are moving forward with the other applicant's application at this time but will keep the applicant's résumé on file. 3 From the Settings tab, select Posting Settings page, and pace a check in the résumé required for job applications field. 2015 ADP, LLC 1-19 W009_ILT_WFN80V01_0615

Practice Activity Results: Setting Up Recruitment Ask participant volunteer/s to share their screen and display the results of the activity performed. If possible, have 1 volunteer display one activity result so that you can have 4 different individuals sharing & discussing their results and experiences. When reviewing the first posting question result, Say: These menu options can be reordered by selecting the option and dragging it up or down. Debrief Review the module using the following SIGA processing questions: S: How do you feel about setting up Recruitment? I: What do you understand better about setting up Recruitment? G: How would you summarize what we just discussed? A: How will you use this back on the job? 2015 ADP, LLC 1-20 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Practice Activity Results: Setting Up Recruitment Note: If you completed your activity, inform the trainer and share your results and your experience with the entire class. Your results may differ from each other if you chose to do differently from the activity scenario. 2015 ADP, LLC 1-20 W009_ILT_WFN80V01_0615

Module 1 Summary Objectives Review the slide contents. In this module, you reviewed many of the steps necessary to set up Recruitment. 2015 ADP, LLC 1-21 W009_ILT_WFN80V01_0615

MODULE 1: SETTING UP RECRUITMENT Module 1 Summary Objectives You are now prepared to: Use the ADP Workforce Now Recruitment Set up Recruitment Validation Tables Set up Career Centers Create Job Posting Questions Create E-mail Communications Create Offer Letter Templates Manage Job Boards Define settings for Required Fields, Résumé, Career Center URLs and Attestations 2015 ADP, LLC 1-21 W009_ILT_WFN80V01_0615

Recruitment for ADP Workforce Now Module 2: Creating and Posting Requisitions Automatic Data Processing, Inc. ES Canada

Module 2 Introduction Purpose Review the information in the handout manual. Objectives Refer to the previous slide. The Recruitment Process Navigate to the Recruitment process graphic in online Help. Select Setup > HR & Talent > Recruitment. Click the Help icon. Under Additional Information section, click About Setting Up Recruitment. We've completed the setup stages of the Recruitment process, and now we are ready to begin creating requisitions so that we can publish them as job postings. 2015 ADP, LLC 2-1 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Module 2 Introduction Purpose This module prepares you to create requisitions and post them in ADP Workforce Now. Objectives Upon completion of this module, participants will be prepared to: Create Requisitions Post Requisitions Make Changes to Requisitions Manager Access 2015 ADP, LLC 2-1 W009_ILT_WFN80V01_0615

Creating Requisitions Overview Review the slide contents and refer participants to the handout manual. Requisitions Review the slide contents and refer participants to the handout manual. Example Display the slide and review the information in the handout manual. 2015 ADP, LLC 2-2 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Creating Requisitions Overview Once you have set up Recruitment, you can use the Requisition wizard to create requisitions to post them as job postings to the company website, the ADP-hosted Career Center, job posting sites such as CareerBuilder.com and Monster.com, or social networking sites such as LinkedIn and Facebook. Requisitions A requisition is a request made to fill an open position within a company. The published version of a requisition or job posting is what the potential applicant sees. It includes several components of information that allow the applicant to review the job description and requirements of the opening. The requisition can be for a single job opening or multiple openings. In addition, a job posting allows the applicant to respond to prequalification questions, submit a résumé, and provide other required applicant information. Example Your company Web site has a Careers page that lists all of your open positions. Interested applicants can view a complete description of each job and apply to any open job. 2015 ADP, LLC 2-2 W009_ILT_WFN80V01_0615

Requisition Process Review the slide contents and refer participants to the handout manual. 2015 ADP, LLC 2-3 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Requisition Process Creating a requisition includes the following tasks: 1. Formatting a job description with position information and posting details. 2. Setting up a resume setting. 3. Adding posting questions. 4. Assigning managers to requisitions and allowing them to send an e-mail to candidates. 5. As an optional feature, a workflow can be created for requisition approval. 6. If the approval is required, the requisition must be approved before the job posting is published. 2015 ADP, LLC 2-3 W009_ILT_WFN80V01_0615

The Requisition Dashboard To begin the process of creating a requisition, you will need to navigate to the Requisitions Dashboard. Let's review the dashboard. Overview Review the information in the handout manual. Elements and Descriptions Review the dashboard using a question and answer format. You will notice that there are two dashboards: Requisitions and Applications. We will discuss the Applications Dashboard in Module 3. 1. How many requisitions exist? Requisitions dashboard. Refer to the graphic in the handout manual and point out that it looks different from what is on the screen. The screen shows only the Open status filter while the graphic has four status filters: Setup in Progress, Open, Rejected, and Evergreen Positions. A status filter will be displayed only when there are corresponding requisitions. 2. In the screenshot displayed in your handout manual, there is one Evergreen position. Can someone describe an evergreen position? Answer: An evergreen position is one that has no start date or limit on the number of positions because the position is always open. Note: An evergreen position is the one that remains in an open status forever on the Career Center page until the practitioner closes it. The start date and number of positions are not required for an evergreen position. Certain industries such as retail, food services, and customer service typically have evergreen jobs. 3. Suppose that in your requisitions list, you had over a hundred requisitions. How would you narrow down the list to the ones that you want to see on the page? Answer: Using Filters. Click Filters In the Job Title list, select Executive Assistant and click Apply. Now we only see the Executive Assistant requisition on the page. Next, click the As you can see, once you click on the requisition, detailed information about the requisition displays on the right-hand-side of the screen. The following sections are displayed: Requisition Status, Aging Applications, Recruiter, and Total Costs To Date. 4. How do you create a new requisition? Answer: By clicking ADD. 2015 ADP, LLC 2-4 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS The Requisition Dashboard Overview The Requisition Dashboard is a snapshot of the recruitment process in your organization. The following graphic shows the Requisition Dashboard. Elements and Descriptions Element Filters link Requisition Status filters ADD button Requisitions list Requisitions Status section Aging Applications section Recruiter section Total Cost To Date section Days Since Open section Description Allows you to filter your search results by requisitions status, hiring manager, location, days since open, and/or job title. Once you have made your selection, click Apply to view the results. Displays requisition statuses: Open (default), Setup In Progress, Rejected, and Evergreen Positions. Allows you to create a new requisition. Displays requisition information such as Priority, Requisition ID, Job Title, Location/s, Hiring Manager, and Action. Displays the selected requisitions status, requisition number, number of positions, number of positions filled, last edited date, and posting status. Graphical representation of the number of candidates/applications in New Application, Screening, Interviewing, and Offer status against the number of days it is in the same status. Displays the information of the assigned recruiter such as recruiter name, phone number, fax number, and email address. Displays the total cost of the selected requisition. Displays the priority indicators that can be adjusted, if required. 2015 ADP, LLC 2-4 W009_ILT_WFN80V01_0615

The Requisition Wizard Overview Review the slide contents and the information in the handout manual. Let's look at the Requisition wizard, which you will use to create requisitions. Pathway: Process > Talent > Requisitions > ADD Examples of Requisition Information Review the slide contents and the information in the handout manual. 2015 ADP, LLC 2-5 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS The Requisition Wizard Overview The settings that you establish during Recruitment setup, structure the Requisition wizard pages. The users with appropriate access can navigate to the Requisition wizard by following: Pathway: Process > Talent > Requisitions > ADD The Requisition wizard walks you through the following steps to create a requisition: 1. Position Information 2. Posting Details 3. Posting Questions 4. Confirm Selections Examples of Requisition Information When creating a requisition, you may want to include the following types of information: Job description Experience required Job location Recruiter name, phone/fax number, and email address 2015 ADP, LLC 2-5 W009_ILT_WFN80V01_0615

The Steps of the Requisition Wizard Review the slide contents and refer participants to the handout manual. In the handout manual, there is a table with each step of the wizard and blank space beside it to make notes. Explain that they can use the blank space to write their notes as you review the wizard. Step 1: Position Information You can use the Setup using an Employee (Optional) field to select an employee as a reference point. After you select an employee, the employee's position information populates in the appropriate fields, which you can use or modify. Note: You would only use this field when an existing employee holds the same position for which you are posting a new requisition. Alternatively, you can choose to create your requisition from scratch by completing the required sections in this step. Step 2: Posting Details You can make a selection to show the job posting to internal, external, or both applicants. If you opt to show the job posting to internal and external applicants, you can make separate posting details. You can also opt to make it bilingual. If your company uses ADP Screening and Selection Services, you can request consent for screening and selection to verify that applicants' backgrounds meet your hiring guidelines. You can opt to require applicants to indicate attestation, meaning they are attesting that the information provided in the application is true. In the Posting Name and Job Description section, you can click (edit) and format how the job posting will be displayed. Note: If the participants ask how the job Title and Job Descriptions get here, explain that they will be displayed if they were added to the Job Title Validation table (Setup > Tools > Validation Tables > Job Title). Step 3: Posting Questions The panel on the right-hand-side has questions from your existing question bank. You can select questions you want to include in your requisition from this list by clicking on the question and dragging it to the left. You can sort existing questions by filtering categories provided under the Sort By dropdown list. You can add your own questions by clicking Create Question. You can remove a question from the left-hand-side, by clicking (trash). Note: You can also mark a question as Required. When you select Required, you get an option to make it a Knockout Question. We will discuss this in more details later in the module. Step 4: Confirm Selections You can review all the information included in the requisition when completing the previous three steps. You can go back to any step and make changes, if required; else you can confirm your selection in this step. 2015 ADP, LLC 2-6 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS The Steps of the Requisition Wizard Steps 1. Position Information Notes 2. Posting Details 3. Posting Questions 4. Confirm Selections Important Information Selections in the Corporate Groups section (Step 1) are informational only for the job posting, and they will not flow to the New Hire wizard. 2015 ADP, LLC 2-6 W009_ILT_WFN80V01_0615

Demonstration: Creating a Requisition I will now demonstrate how to create a requisition. Upon completion of the demonstration you will have the opportunity to complete the exercise yourself. If you would like to follow along during the demonstration, refer to the activity located in the Handout Manual. Scenario You are an HR Practitioner and you received a request from the Sales department manager, Michele Heroux, to create a requisition for a sales associate in the Calgary office. Instructions Step 1: Position Information Refer participants to the handout manual. At step 1 say: We are creating a requisition for Sales Associate position, so we can use an existing employee with that same position to begin with or we can create a new requisition. We will create a new one, so let us select Sales Associate from the list in the Job Title field. You will notice that the Job Title, Target Start Date, and Number of Positions are the only mandatory fields and are marked with (asterisk). You can complete the other fields if you have the information or if your company policy requires it. In this activity, as we go along, we will key in as much information possible, but you can leave it blank and fill it in later as well. Complete the rest of the fields using the information provided in the handout manual. Remind them that as discussed earlier, for the Target Start Date, you can enter a date if specified or you can mark the requisition as an evergreen posting. If marked as evergreen, date is not required. We are creating a requisition for one open position, so we will leave the Number of Positions field at 1. However, if we needed more than one sales associate, we would increase the number here, yet we would only have to create one requisition. Walk the participants through all the steps outlined in the handout manual. 2015 ADP, LLC 2-7 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Demonstration: Creating a Requisition Scenario You are an HR Practitioner and you received a request from the Sales department manager, Michele Heroux, to create a requisition for a sales associate in the Calgary office. Instructions Step 1: Position Information Starting Point: Process > Talent > Requisitions Step Action 1 Click ADD. In the Job Title field, select Sales Associate from the list. 2 In the Target Start Date field, click the Calendar icon and select the 15th of the next month. 3 In the Employment Type, select Full-time Regular (FR). 4 In the Hiring Manager field, select Michele Heroux. 5 In the Number of Positions field, leave the entry as 1 under New Positions. 6 In the Business Unit field, select Canada (CAN). 7 In the Home Department field, select Sales. 8 In the Location field, select Calgary (CAL). 9 In the Salary Information, type in 50000 in the From field and 55000 in the To field. 10 In the Recruiter Information section, type Recruiter Name Brady Beamer, Recruiter Email brady.beamer@adp.com. 11 Click Next. 2015 ADP, LLC 2-7 W009_ILT_WFN80V01_0615

Demonstration Continued: Creating a Requisition Instructions Step 2: Posting Settings Refer participants to the handout manual. Review the key sections in this step of the wizard. The Show The Job Posting To is set to Internal Applicants Only by default. Depending in your requisition requirements, you can select appropriate option from the available choice. This job posting is for internal and external applicants, so we will select Internal and External Applicants option. Posting Name and Job Description field is automatically populated with information from the Job validation table, if defined during setup. If you did not complete that setup task, you can enter the information now. You can also edit this field if you would like the online job posting to include a different job description. When you click the Edit icon, the Edit Posting Details window appears. You can make separate postings for internal and external applicants if you want the details to be different. Notice that the job description is not formatted the way we would like it to display in the job posting. You can format it here, applying bold type, bulleted lists, and so on. For demonstration purposes, we are going to skip the formatting step today. You can also specify the following information here: Language in which applicants may apply, applicants need to send in a résumé and consent for screening and attestations, as well as the Auto-reply E-mail settings. Walk the participants through all the steps outlined in the handout manual. 2015 ADP, LLC 2-8 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Demonstration Continued: Creating a Requisition Instructions Step 2: Posting Settings Step Action 1 Select Internal and External Applicants. Choose the language(s) in which the applicant may apply. 2 In the Posting Name and Job Description section, click the Edit icon 3. Enter some basic text in the Job Description field. Click Done. 4 In the Application Settings section, keep the default fields for Internal Applicants. For External Applicants, select Require a résumé and keep the default field for attestation. 5 For the email address, keep the default fields. 6 Click Next. 2015 ADP, LLC 2-8 W009_ILT_WFN80V01_0615

Demonstration Continued: Creating a Requisition Instructions Step 3: Posting Questions Refer participants to the handout manual. In this step, you see that all questions that you created during setup are available to include in the requisition under the Question Bank section. You can select any applicable questions from the list on the right and drag & drop it to the space on the left. For our requisition, we need to include this question from the Question Bank: How many years of sales experience do you have? Let us search for this question and drag & drop it to the section on the left. Now, if you do not have the question in the Question Bank, you can also create new questions here. How do you think you create/add the questions to the requisition? Answer: Click the Create Question button. The process for adding questions while creating a requisition is the same as creating questions during setup. Click the Create Question button and explore the sections of the Create Question window. Do not create a new question. Next, when adding questions to a posting, you can drag and drop questions one at a time. You can select them in the order in which you want them to appear. The questions will display in the online application in the same order you see on this page. If you wish to change the order of the questions, simply select the question you want to move, drop it above/ below the question after/before which you want it to appear. In this step, you also indicate which questions you require internal/external/both applicant types to answer. 1. How can you indicate which questions applicants are required to answer? Answer: In the question itself, you will see checkbox for Ask Internal Applicants and Ask External Applicants. You can select/unselect the checkbox as required for each question you have selected for your specific requisition. If participants ask, where these options come from here, tell them that this is part of the question creation either during setup or in the Create Question button here in this step (discussed a few minutes ago). 2. What did you notice about marking questions required? Answer: When you select Required (if only for Internal or External applicants) or Required for (both applicant types), you get an option to make it a knockout question. 2015 ADP, LLC 2-9 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Demonstration Continued: Creating a Requisition Instructions Step 3: Posting Questions Step Action 1 Scroll to the Question Bank and select the question How many years of sales experience do you have? 2 Click on the question, drag and drop it on the left-hand-side. 3 Keep the default values for Ask Internal Applicants and Ask External Applicants. 4 In the Required For column, select Internal & External Applicants option from the list. 5 The Knockout checkbox appears. Click the checkbox to select the knockout option. 6 In the Knockout Answer Selection window, select Option 4 Less than 1 year as the Knockout criteria. Click Done. 7 Click Next. 2015 ADP, LLC 2-9 W009_ILT_WFN80V01_0615

Demonstration Continued: Creating a Requisition Instructions Step 3: Posting Questions 3. What do you think a knockout question is? Answer: When you designate a question as a knockout, you can select which answers to the questions will automatically filter the candidates who do not meet expected criteria. For example, if you have an open truck driver position, there may be a knockout question asking if the applicant has a valid driver s license. Any applicants who answer the question as no will be "knocked out," or not considered, for the job position. The candidates will still be in the system but will have a status called, "knockout." Note: Configuring a knockout question is possible for questions with the following answer types: Yes/No, Drop List, Multi-Select Menu, Date Field, Number Field, Percentage Field, and Money Field. Instructions Step 4: Confirm Selections Refer participants to the handout manual. At this point, you confirm the entries that you've made. You can edit any of the information by clicking on the appropriate step at the top of the page. Important Information Refer participants to the handout manual. Additional Resources Refer participants to the handout manual. 2015 ADP, LLC 2-10 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Demonstration Continued: Creating a Requisition Instructions Step 4: Confirm Selections Step Action 1 Review all the information entered during Steps 1 to 3. Click Done. Important Information To edit any of the information entered during these steps, click the step name at the top of the Requisitions page. If you mark a question as Required while it is still in the Question Bank, that question will be required on all requisitions and will be displayed in the list of questions to add to the requisition. When a question is always required, you cannot delete it from an individual requisition the way you can when you select specific questions. If you move a question to the list of individual requisition questions and then mark it required, that question is only required for that requisition. Additional Resources For more information about creating requisitions, refer to Online Help. 2015 ADP, LLC 2-10 W009_ILT_WFN80V01_0615

Posting Requisitions Overview Display the slide and review the information in the handout manual. Posting a Requisition Refer to the previous slide and refer participants to the handout manual. Example Refer participants to the handout manual. Career Center Review the slide contents and refer participants to the handout manual. Example Display the slide and refer participants to the handout manual. 2015 ADP, LLC 2-11 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Posting Requisitions Overview Once you create requisitions, you can post them on a variety of websites so that qualified candidates can access and apply to them. Both practitioners and managers, if permitted, can publicize the requisition, or job posting, on job posting sites and social networking sites. Managers must have the appropriate permissions to publish job postings. Posting Requisitions Posting requisitions makes the job postings available on Web sites that job seekers are likely to view for potential job opportunities, such as: The Company website, if your company has a Careers page The Career Center Online job posting sites, such as CareerBuilder.com and Monster.com Social networking sites, such as LinkedIn and Facebook Example You want to make sure that the administrative assistant position is published to as many sites as possible. You post it to your company's Web site Careers page, the Career Center, CareerBuilder.com, Monster.com, LinkedIn, and Facebook. Career Center The Career Center is an ADP-hosted site where applicants can: Log into or register an account Search for and view listings of open jobs at your company View job details View and update their profiles Apply to open jobs The Career Center stores an applicant's profile information, which makes it easy for the applicant to apply to multiple positions and provides you with consistent information. Note: The entries you make in the validation tables appear as is in the Career Center listing, so ensure that you have typed in the correct Job Code. Example The following graphic shows a job listing on the Career Center: 2015 ADP, LLC 2-11 W009_ILT_WFN80V01_0615

Exploring the Requisitions Page Refer participants to the handout manual. Open up the Requisitions page and share your screen as you proceed. Overview Review the information in the handout manual. Activity: Exploring the Requisitions Page Refer participants to the handout manual, ask them to take a few minutes (2 minutes) to review the elements of the Requisitions page as shown in the image. Reconvene after 2 minutes and Say: We will now discuss the elements of the requisitions page together. 2015 ADP, LLC 2-12 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Exploring the Requisitions Page Overview The Requisitions page is displayed after you complete the final step of the Requisition wizard. Activity: Exploring the Requisitions Page 2015 ADP, LLC 2-12 W009_ILT_WFN80V01_0615

Elements and Descriptions Point to each element in the application as you describe its functionality. Refer participants to the handout manual. You can see that the status of the requisition is open. Why might you want to change the status? Answer: Hiring freeze put the requisition on hold Filled the position close the requisition You may have situations in which you create the requisition and then, for example, your company enforces a hiring freeze. You can put the requisition on hold by changing its status to On Hold once it has been posted. This will not block candidates from applying. In order to block candidates from applying, you need to change the status to Not Accepting. Once you fill the position, you may want to change the status to Closed. To display the other status options, click Change. Before you can publish the requisition to job posting sites, the Requisition Status must be set to Open or On Hold and the Posting Status must be set to Accepting Applications. Important Information Refer participants to the handout manual. 2015 ADP, LLC 2-13 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Elements and Descriptions Requisition Element Requisition Status field Posting Status field Job posting website tabs (Career Centers, CareerBuilder, Monster, LinkedIn, Facebook ) Internal Career Center fields Default External Career Center fields Add Another link Submit button Return to Requisition button Return to Requisitions List button Description Displays Requisition ID and Job Title Indicate whether the requisition is open, on hold, or closed Indicate whether the posting is accepting or not accepting applications Use the tabs for each of the job posting websites to provide the required information for posting to the specific site Publish requisitions that are visible to job seekers within your company Publish requisitions that are visible to job seekers outside of your company If your Company has multiple External Career Centers, you can post requisitions to them as well Allows you to post the requisition to specific websites Returns you to the last page of the Requisition wizard Returns you to the list of requisitions Important Information To publicize the job posting on outside job posting sites and social networking sites, the Requisition Status must be Open or On Hold and the Posting Status must be Accepting Applications. 2015 ADP, LLC 2-13 W009_ILT_WFN80V01_0615

Demonstration: Posting a Requisition to the Career Center I will now demonstrate how to post a requisition to the Career Center. Upon completion of the demonstration you will have the opportunity to complete the exercise yourself. If you would like to follow along during the demonstration, refer to the activity located in the Handout Manual. Scenario You are ready to post the requisition for Sales Associate we created to the Internal and External Career Center. Instructions We'll post the requisition to the Career Center. What do we need to do before posting the requisition? Answer: Change the Posting Status to Accepting Applications Follow the instructions in the handout manual. The Career Center is displayed, listing the job openings posted to the site, including the one you just published. When potential applicants access the Career Center, they click the job title to view a description of the position. Important Information Refer participants to the handout manual. 2015 ADP, LLC 2-14 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Demonstration: Posting a Requisition to the Career Center Scenario You are ready to post the requisition to the Internal and External Career Center. Instructions Starting Point: Process > Talent > Requisitions Step Action 1 Navigate to the Requisitions page for the desired requisition (here we will navigate to the Sales Associate requisition). 2 Enter the dates for the Internal Career Center: In the Publish Date field, leave the default date. In the Unpublish Date field, using the Calendar icon enter a date two weeks from today. 3 Enter the dates for the External Career Center: In the Publish Date field, using the Calendar icon enter a date two weeks from today. In the Unpublish Date field, leave the date as is. 4 Click Submit. 5 To access the, Career Center click View Job Result: The Posting Status changes to Accepting Applications, and the requisition is posted to the Internal Career Center. Note: The requisition will be posted to the External Career Center two weeks from today. 2015 ADP, LLC 2-14 W009_ILT_WFN80V01_0615

Demonstration Continued: Posting a Requisition to the Career Center Important Information Refer participants to the handout manual. Additional Resources Refer participants to the handout manual 2015 ADP, LLC 2-15 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Important Information To publish a requisition on external job sites and social-networking websites, the requisition must be Open or On Hold, the posting status must be Accepting Applications, and the Publish Date must be current. The following table describes how the posting status changes based on the requisition status, publish, and unpublish dates. If the Requisition Status Is And Then the Posting Status Is Open or On Hold Published Accepting Applications Open or On Hold Unpublished Not Accepting Applications Closed Published or Unpublished Not Accepting Applications The process for posting requisitions to job sites and social networking sites is essentially the same. Each site may have its own requirements. Jobs can only be posted on.com sites. If the client wants the job to be posted on.ca sites, it must be done separately outside the Workforce Now application. In order to complete this outside of Workforce Now, follow these steps: Step Action 1 Create a job on a.ca site. 2 Copy and paste the Career Center link. 3 Prompt the candidate to copy and paste the link in the address bar to apply for the position. Note: Career Center link cannot be hyperlinked. Additional Resources For more information about publishing requisitions and publishing them on or removing them from social-networking websites, see online Help. It includes specific topics for each of the websites listed on the Requisitions page. 2015 ADP, LLC 2-15 W009_ILT_WFN80V01_0615

Activity: Posting a Requisition to LinkedIn Scenario Refer participants to the handout manual. Here, let us take a look at the process for posting a job opening to LinkedIn. You can use these steps as a guide for when you have an actual position you want to post on the site. Instructions Review the steps involved in posting the position as an overview. On the Requisitions page, click the LinkedIn tab. Career Centers is the default tab. Each of the job posting and social networking sites has different requirements for publishing to its site. Choose the Career Center that you want to map to LinkedIn. Click the Sign in with LinkedIn button and log onto your account. Your company must have accounts with the different sites in order for you to publish job openings to them. Write a message in the Comment field. We customized the message in this example. Then set the option for who should be able to view this job posting. click Post to LinkedIn. A success message is displayed. The job posting has been published to LinkedIn. You'll see the posting on your company Wall. Important Information Refer participants to the handout manual. 2015 ADP, LLC 2-16 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Activity: Posting a Requisition to LinkedIn Scenario You are ready to post the requisition to LinkedIn. Instructions Step Action 1 On the Sales Associate Requisitions page, click the LinkedIn tab. 2 Select the Default External Career Center from the list beside Choose a career center to map to LinkedIn field. 3 The Sign in with LinkedIn button appears, click on it to log onto your account. 4 In the Comment field, enter the message you want to display. 5 Keep the default for Visible To field. 6 Click Post to LinkedIn button. Important Information To publish job postings to the job posting and social networking sites, your company must have accounts with each site. A manager must have permission to complete posting a job on job boards or social sites. 2015 ADP, LLC 2-16 W009_ILT_WFN80V01_0615

Activity: Creating and Posting a Requisition Scenario Refer participants to the handout manual. The scenario provides information required to complete the Requisition wizard. You can provide any non-required information that you want, but that information will not display in the practice results in the handout manual. Instructions Refer participants to the handout manual. 2015 ADP, LLC 2-17 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Activity: Creating and Posting a Requisition Scenario You received a request from Richard Telford, the hiring manager, to create and post requisition for five customer service representatives in your call center. All the five positions will have to be filled-in externally. The expected start date for these positions is four weeks from today. There are three different shifts day, evening, and overnight. In addition to adding any other questions to the requisition, you want to ask applicants which shift they prefer. Require applicants to provide a résumé and answer all of the questions. You are going to post the requisition to the External Career Center. Instructions Refer to the procedures previously outlined in your handout manual as well as on online Help. You may enter any additional information you want to include in the requisition. Step Action 1 Create a requisition for the customer service representative positions. 2 Post the requisition to the External Career Center. 2015 ADP, LLC 2-17 W009_ILT_WFN80V01_0615

Activity Results: Creating and Posting a Requisition Refer participants to the handout manual. Ask for a volunteer to show the results. Debrief Review the module using the following SIGA processing questions: S: How do you feel about creating and posting a requisition? I: What do you understand better about the tasks related to creating and posting a requisition? G: How would you summarize this topic of creating and posting requisitions? A: How will you use this back on the job? 2015 ADP, LLC 2-18 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Activity Results: Creating and Posting a Requisition Note: Your results may differ from each other. 2015 ADP, LLC 2-18 W009_ILT_WFN80V01_0615

Making Changes to Requisitions Overview Review the slide contents and refer participants to the handout manual. Exploring Requisition Actions Share your screen and navigate to the Requisitions Dashboard. Click Process > Talent > Requisitions Let's take a look at how you can make changes to existing Requisitions. Refer participants to the handout manual. Requisition Actions and Notes Refer participants to the handout manual and remind them that they can use the blank spaces in the table to write down their notes or questions as you review each requisition action. Use a question and answer format as you explore the dashboard to engage participants. Notice we are back on the Requisitions dashboard. This is where you can make changes to requisitions. You can change a requisition by clicking (action). 1. When would you use View/Edit? Answer: To view or edit the details in the Requisition wizard 2. When would you use Delete? Answer: To delete a requisition Explain to participants that they cannot delete a requisition when the posting status is Accepting Applications. 3. When would you use Give Access and Notification for Others? Answer: You can use this action to allow managers to send candidates email messages and to provide users access to requisitions and notifications when an application status changes. 4. When would you use Copy? Answer: To copy a requisition. This action is also a quick way to copy data from an existing requisition to a new requisition. Important Information Refer participants to the handout manual. Note: Even if you remove the question from any requisition that it is attached to, it still cannot be edited if it was already answered. The reason for this is to protect the integrity of the data. For example, if someone answers a question as "Yes," the question cannot be changed because "Yes" may no longer be what the applicant wanted to say. 2015 ADP, LLC 2-19 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Making Changes to Requisitions Overview After you have created and posted a requisition, you can use the Requisitions dashboard to make changes, if necessary. Exploring Requisition Actions Requisition Actions and Notes View/Edit Requisition Action Notes Delete Give Access and Notifications for Others Copy Important Information When you edit a requisition, you need to repost it to the Career Center and external jobposting and social-networking websites. You cannot edit the text of a posting question or the existing answer choices after an applicant has answered the question. However, you can add another answer choice to the question. 2015 ADP, LLC 2-19 W009_ILT_WFN80V01_0615

Manager Access Overview Review the slide contents and refer participants to the handout manual. Background Note: If they do not want managers to see Recruitment, they can access Setup > Security > Access Permissions and specify which menus and menu items managers can view and/or edit. Information Available to Managers Refer participants to the handout manual. Example Explain to participants that the purpose of this activity is to show them where managers access the Recruitment and what they can see. Select My Team > Talent > Requisitions. Use a question and answer format to engage participants. 1. This page is what managers see when they access Recruitment. What do we call this page? Answer: The Requisitions dashboard 2. How do managers create a requisition? Answer: They click Add. Click the requisition. 3. The hiring manager wants to close the Driver requisition. How can she do this? Answer: By clicking View/Edit Click View/Edit. This opens the requisition wizard directly in Step 4. Navigate to the Requisitions page by clicking Done on Step 4 of the wizard. 4. What does the manager need to do to close the requisition? Answer: Under Requisition Status, click Change. Select Closed status from the Select a New Status field. 2015 ADP, LLC 2-20 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Manager Access Overview One of the benefits of the Recruitment is the ability to give managers proper permissions to create applications, receive applications for review, and update the status of a candidate's application to communicate the next step in the Recruitment process. Information Available to Managers Managers can see requisitions and applications that they have access to and, if given proper permissions, requisitions that they created. Example The hiring manager, Michele Heroux, received zero applications for review and has access to two requisitions and one evergreen requisition. 2015 ADP, LLC 2-20 W009_ILT_WFN80V01_0615

Module 2 Summary Objectives Review the slide contents. In this module, you reviewed many of the steps necessary to create and post requisitions. 2015 ADP, LLC 2-21 W009_ILT_WFN80V01_0615

MODULE 2: CREATING AND POSTING REQUISITIONS Module 2 Summary Objectives You are now prepared to: Create Requisitions Post Requisitions Making Changes to Requisitions Manager Access 2015 ADP, LLC 2-21 W009_ILT_WFN80V01_0615

Recruitment for ADP Workforce Now Module 3: Tracking Applicants Automatic Data Processing, Inc. ES Canada

Module 3 Introduction Purpose Review the information in the handout manual. Objectives Refer to the slide. The Recruitment Process Navigate to the Recruitment process graphic in online Help. Select Setup > HR & Talent > Recruitment. Click the Help icon. Click View Recruitment Process. Orient participants to the next stages in the Recruitment process search for qualified candidates and apply candidates to other postings. 2015 ADP, LLC 3-1 W009_ILT_WFN80V01_0615

MODULE 3: TRACKING APPLICANTS Module 3 Introduction Purpose This module prepares you to track applicants to your posted positions from application through hiring. Objectives Upon completion of this module, participants will be prepared to: Register for and use the Career Center Work with applicants Update applicants' statuses 2015ADP, LLC 3-1 W009_ILT_WFN80V01_0615

Registering for and Using Career Center Overview Review the slide contents and refer participants to the handout manual. Important Information Refer participants to the handout manual. 2015 ADP, LLC 3-2 W009_ILT_WFN80V01_0615

MODULE 3: TRACKING APPLICANTS Registering for and Using Career Center Overview When you post requisitions, applicants can view the job descriptions and apply for those positions through the Career Center once they have created a profile. Applicants can optionally enter extensive professional background information such as Skills, Education, Licenses and Certifications, Memberships, Previous Employer and apply to multiple job postings without having to re-enter their personal information each time. Applicants' Registration Account registration, login, and reset password processes are enhanced for the first-time applicants as well as returning applicants. Applicants must first register an account, login, and create a profile before they can submit an application to a job posting/s. Single Sign On feature allows applicants to log in with the same email across all Workforce Now clients. Applicants will have the ability to upload up to ten attachments per application, and attach a resume or enter a text resume per application. They will be able to view a working list of the jobs they have applied to. Career Center A career center option is available to clients, providing a central navigation point for returning applicants to view and update their profile, view their application history, apply to jobs among other tasks. Clients also have Internal Career Center option to post job openings internally for employees within the Company who would wish to apply to other open positions in same/different departments. Important Information You do not require applicants to log on through a specific URL. You can post the URL to external job boards and implement the page on your company website as your Careers page. You can customize the page with your company s logo or background theme, corporate links, images, documents, videos, and social media links, which then displays across all pages of your Career Center website. 2015ADP, LLC 3-2 W009_ILT_WFN80V01_0615

The Applicant Landing Page Let's take a look at the Applicant Landing page. Overview Refer participants to the handout manual. Elements and Descriptions Refer participants to the handout manual. What do you see on this page? Answers: Current Openings section Search Jobs link Sign In button Show All Job Openings button You can find descriptions for each of these elements in your handout manual. Important Information Refer participants to the handout manual. 2015 ADP, LLC 3-3 W009_ILT_WFN80V01_0615

MODULE 3: TRACKING APPLICANTS The Applicant Landing Page Overview The Applicant Landing page is displayed when applicants click a link for the job posting that points them to the specific URL for that position. Elements and Descriptions Element Search Jobs section Sign In button Language Selector Current Openings section Show All Job Openings button Data Chip Job Title and Job Description Description Allows applicants to search for other jobs posted for this company Applicants click this button to log into Career Center or to create a profile Allows applicants to select the language (ENG or FR) Displays a maximum of twelve job openings auto-populated in the date order (newest to oldest) When applicants click this button, it takes them to the page that displays all open job postings Indicates total number of job openings in the career center Data chip appears regardless of the jobs displayed on the job search page Provides title, location, and posted date of the job Clicking this takes applicant to the job details page Important Information After creating a profile, the next time an applicant logs in the Career Center and applies to a job posting, the personal information previously entered is automatically populated in the appropriate fields. An applicant registered via Workforce Now Career Center can now log in with the same email across all Workforce Now clients. For Example: Companies ABC & XYZ are Workforce Now clients. Applicant 1 can log in to ABC & XYZ companies career sites with the same email ID. However, if Applicant 1 is logged into ABC's career site, they will not be able to see XYZ's career site/jobs. Profile would still be different for each client. 2015ADP, LLC 3-3 W009_ILT_WFN80V01_0615

Explore: Creating a Profile in the Career Center Let's take a look at the application process from the applicants' perspective once they click the Sign In button from the job search page or Apply button from the job details page. Applicants complete a wizard to create a profile, which is necessary to apply for a position. This information is stored. When applicants access the Career Center in future, their information is pulled into the current application. Log In Review the slide contents and the information in the handout manual. After clicking Sign In or Apply, the applicant is directed to the Log In page. At this point, the applicant creates a profile or uses previously established user ID and password. Create a Profile Review the slide contents and the information in the handout manual. 2015 ADP, LLC 3-4 W009_ILT_WFN80V01_0615

MODULE 3: TRACKING APPLICANTS Explore: Creating a Profile in the Career Center Log In After the applicant clicks Sign In from the job search page or Apply from the job details page, the Log In page displays. First time applicants must register an account and log in before applying to a job. Returning applicants who want to apply to another job must first log in but their previously entered information populates the related fields. Create a Profile When creating a profile, a recaptcha window displays to ensure that the activity is not a hacking attempt generated by a computer. 2015ADP, LLC 3-4 W009_ILT_WFN80V01_0615

Step 1: Enter Your Contact Information Review the slide contents and the information in the handout manual. Step 2: Create User ID & Password Review the slide contents and the information in the handout manual. Notice that, in this case, the applicant used her e-mail address as her user ID, and the user ID is available, per the message at the top of the screen. 2015 ADP, LLC 3-5 W009_ILT_WFN80V01_0615

MODULE 3: TRACKING APPLICANTS Step 1: Enter Your Contact Information The applicant enters first name, last name, and e-mail address. Step 2: Create User ID & Password When an applicant enters a user ID, a message displays indicating whether the user ID is available. When creating a password, the Password Strength bar indicates the strength of the applicant's password. The illustration of a Strong Password link provides an example. 2015ADP, LLC 3-5 W009_ILT_WFN80V01_0615

Step 3: Select Security Questions and Answers Review the slide contents and the information in the handout manual. The applicant selects three security questions from a bank of questions. Then if the applicant requests a replacement password, she will provide the answers to these security questions as validation. Step 4: Review and Submit Your Information Review the slide contents and the information in the handout manual. Say: Applicant is now registered and can proceed with searching and applying for job/s. Refer participants to the Learning Bytes to review the Learning Byte that shows steps to apply for job/s using the wizard as well as Job application steps for internal applicants. 2015 ADP, LLC 3-6 W009_ILT_WFN80V01_0615

MODULE 3: TRACKING APPLICANTS Step 3: Select Security Questions and Answers The applicant selects three security questions and provides answers. Step 4: Review and Submit Your Information The applicant reviews the user ID, contact information, and security questions and answers. When the applicant clicks Done, a message displays, indicating that an e-mail with the applicant's user ID has been sent to the provided e-mail address. 2015ADP, LLC 3-6 W009_ILT_WFN80V01_0615

Explore: Applications Dashboard Review the slide contents and refer participants to the handout manual. Overview Refer participants to the handout manual. 2015 ADP, LLC 3-7 W009_ILT_WFN80V01_0615

MODULE 3: TRACKING APPLICANTS Explore: Applications Dashboard Overview The Applications dashboard provides an overview of your company's current job application status and the number of applications with each status. 2015ADP, LLC 3-7 W009_ILT_WFN80V01_0615

Explore: Applications Dashboard Elements and Descriptions Review the information in the handout manual. Point out the elements listed in the handout manual. When you get to the Application Status section, say: This section has a color-coded donut chart that displays the number of applications for each application status. Application status labels are designations that represent the stage in the recruitment process of an application. You can use status labels to track an application's "life cycle". For example, if you want to track candidates screened by phone, you can use the status label Phone Screen to track these candidates. Note: Status labels must be active and have the correct notification settings (through Setup > Tools > Validation Tables) in order for practitioners and managers to view and access them. Refer to the graphic in the handout manual and point out that it looks different from what is on the screen. The graphic shows one slice in the chart while the screen shows multiple slices. Why do you think the chart has only one slice? Answer: All applications in the database are in New Application status. Once the applicant's status changes as they progress through the various stages of the recruitment cycle, the donut chart will display multiple slices. We will revisit this section so you can see the changes in the chart. When you get to the Applications section, explain that the applications populate here based on the selections in the Application Status and Sourcing Efficiency charts. The breadcrumb trail right under the Application Status section displays the path to what information is displayed in the Applications section. 2015 ADP, LLC 3-8 W009_ILT_WFN80V01_0615

MODULE 3: TRACKING APPLICANTS Elements and Descriptions The following table describes the sections of the Applications dashboard. Element Application Status Sourcing Efficiency Applications Description Displays the number of applications for each application status. Displays the sourcing efficiency using a conversion rate and applications received for each job board. The conversion rate is calculated as the number of candidates hired by the number of applications received. Provides access to do the following: Search for applications using either: a. Sematic/Smart search; or b. Can't find what you are looking for? Search options. Filter applications using requisition ID, job title, location, date range, applicant type, application status, and applications' aging period. Add a new application. Change an application's status. Delete an application. 2015ADP, LLC 3-8 W009_ILT_WFN80V01_0615

Working with Applicants Overview Review the slide contents and refer participants to the handout manual. Searching for Candidates Review the information in the handout manual. Example Review the information in the handout manual. 2015 ADP, LLC 3-9 W009_ILT_WFN80V01_0615

MODULE 3: TRACKING APPLICANTS Working with Applicants Overview Once you start to receive applications for open positions, you begin the process of searching for qualified candidates and applying applicants to other positions, as necessary. This topic covers: Searching for qualified candidates Applying applicants to other positions Searching for Candidates When applicants apply to job postings, their application data is stored in ADP Workforce Now for your reference. You can search for qualified candidates by selecting specific search criteria. Example Several applicants applied to the Financial Analyst position. You use the search feature to find the qualified candidates based on criteria in their applications. 2015ADP, LLC 3-9 W009_ILT_WFN80V01_0615

Demonstration: Searching for Qualified Candidates I will now demonstrate how to search for qualified candidates. Upon completion of the demonstration you will have the opportunity to complete the exercise yourself. If you would like to follow along during the demonstration, refer to the activity located in the Handout Manual. Overview Refer participants to the handout manual. Scenario: The hiring manager for the Sales Associate position in Calgary wants to begin scheduling interviews because he needs to fill the position as soon as possible. You will be able to perform this activity when you are in your own database with actual applicants. Instructions: Searching for Qualified Candidates Refer participants to the handout manual. Let's begin our search using the availability criteria because the hiring manager needs to hire someone as soon as possible. What are some criteria you might use for this search? Answers: Job title Hiring Manager Location Requisition ID Application Status Tip Continue with the demonstration by following the instructions in the handout manual. What are our results? Answer: <Review the results as displayed on the screen.> Refer participants to the handout manual. Additional Resources Refer participants to the handout manual. 2015 ADP, LLC 3-10 W009_ILT_WFN80V01_0615

MODULE 3: TRACKING APPLICANTS Demonstration: Searching for Qualified Candidates Overview You can search for candidates that are qualified for a particular position using a variety of criteria, including: Applicant's name Keywords from attached files Requisition ID Job title Location Hiring manager Applicant type Application date Application status Scenario: The hiring manager for the Sales Associate position in Calgary wants to begin scheduling interviews because she needs to fill the position as soon as possible. Log in as a Practitioner. Instructions: Starting Point: Process > Talent > Applications Step 1 In the Search field, type Sales Associate 2 Click the (Search) icon Action Result: A list of applicants meeting your criteria displays. Note: You may not see any search results due to our demonstration limitations. Tip You can click Can't Find What You Are Looking For? link to filter your search results. Additional Resources For more information on searching applicants, refer to online Help. 2015ADP, LLC 3-10 W009_ILT_WFN80V01_0615

Exploring the Candidate Record Review the main components of the page by sharing the application or from the slide and refer participants to the handout manual. The candidate search results will be displayed from the previous activity. Select an applicant. The candidate record includes the Application(s), Applicant Profile, Offer Letter tab and, if you use pre-employment screening, the Screening tab. Note: The Offer Letter tab will display if the candidate is in the Make Offer application status. Tabs and Descriptions Refer to the previous slide as you point out the elements listed in the handout manual. Explain that the content in the handout manual may not match what participants see back on the job. They will not see the screening tab if their company does not use preemployment screening. On the Application(s) tab, say the following: If you determine that an applicant is more qualified for another position, you can apply the applicant to that position by clicking Apply to Another Posting. You can change the status of an application by clicking Change Status. You can view the applicant's status history by clicking View Status History. Next, click the Applicant Profile tab. You can click Edit to update the candidate's personal information. Click the Offer Letter tab. You can use this tab to create and send offer letters to applicants. The application status must be in the Make Offer status to start creating the offer letter. Navigate back to the Application(s) tab and demonstrate how to change the status to Make Offer. Click Change Status link. Result: The Change Status window opens. In the Application Status field, select Make Offer. In the Email Option field, select No Email. Click Done. Click the Screening tab. This tab is not shown in the image here. You can discuss it & tell participants that they can see this tab only if their Company has pre-employment screening set up. You can use this tab to run background checks for job candidates if preemployment screening is set up. Note: Pre-employment screening is optional. Participants can speak to their implementation specialist for more information. 2015 ADP, LLC 3-11 W009_ILT_WFN80V01_0615

MODULE 3: TRACKING APPLICANTS Exploring the Candidate Record Tabs and Descriptions Tab Description Application(s) Applicant Profile Screening Offer Letter You can opt to do the following: Apply the applicant to another position. Change the application status. View the application's status history. Hire the applicant. View the application in PDF format. Delete the application. Review responses to questions answered on the application Add application notes and communication history. Review attached supporting documents & résumé. Upload files. View or edit applicant's personal information, such as email address, phone numbers, and birth date, if applicable. Run background checks for candidates, if applicable. Create and send an offer letter to the applicant. 2015ADP, LLC 3-11 W009_ILT_WFN80V01_0615