TAM earlier known as Recruit Workforce is a set of business processes designed to aid in the scouting and hiring of talent for your business needs, hiring can happen for all employment categories i.e. employees, contingent workers etc using TAM.
Employee referral programs can be created and maintanined as well.
Can be accessed by –
Interview team members
The business processes that we will be focussing on are :
1. Create and maintain Job Openings
2. Create and maintain Applicant data.
3. Screen, Route and Interview applicants
4. Make Offers and push for hiring
Before we being to look at the business processes in detail, we need to know the TAM related control tables that have to be set up, here we assume
i. The basic HCM configuration as discussed in the previous posts is in place.
ii. The checkbox against Talent Acquisition Maanger has been selected in the Products page following the navigation, SetUp HRMS >> Install >> Installation Table >> Products
The TAM implementation setup begins with setting up the implementation defaults as follows,
i. Define Recruiting Installation Default values for the Template Segmenting Type, for the Requisition Default (Standard or Continuous Job Opening), enable / disable approvals for Job Opening creation, for Job Offers, allow or disallow multiple positions in a Job Opening etc
ii. Specify starting numbers for system assigned number sequences such as the Job Opening ID, Applicant ID etc
The pages for the above setup are part of the Recruiting Installation template and can be reached through the path SetUp HRMS >> Install >> Product and Country Specific >> Recruiting Installation.
iii. Job Postings Set Up, When Job Openings are created, they include text based descriptions, these descriptions can be selected and included from the Job Postings library, to create Job Postings, A Job Posting can thus include text from various Job Postings that can collectively describe your organisation, the job profile, detail the responsibilities involved, mention qualificationsrequired, contain directions on who can and cannot apply etc.
first a Job Posting type is defined, delivered values include qualifications, responsibilities, who may apply etc and then the Job Posting description is written, the description has a Description Label and the Description text, the path followed is SetUp HRMS >> Product Related >> Posting Descriptions
iv. Define roles that you want to be available on the Job Posting page for tagging the Job Posting.
v. Setup Recruiting locations for your organisations, these locations help in searches for Job Openings
vi. Specify the type of attachment that the applicants are allowed to submit, attachment types include resumes,cover letters, reference letters etc, the ftp locations for the submitted documents is also specified during the setup.
vii. Setup Applicant screening levels
viii. Setup Interview types & evaluation categories
ix. Setup offer component types and offer components
x. Setup recruiting templates, recruiting templates can be used to define and control the format and content of specific pages in TAM, examples are Resume Templates, Job Opening Template, Job Opening – Posting Template, Screening Template, Interview Evaluation Template. And one or more of the preceeding templates can be grouped into a Recruitment Template which can then be associated with a Job Opening.
xi. Setup recruiting statuses, recruiting statuses are used to identify the current condition of an applicant and/or a Job Opening in the following recruitment areas, Applicants, Job Openings, Recruitment Summary, Route, Interview and Offer
xii. Setup sites
Delivered Workflow and Roles
Delivered approval framework exists for
i. Job Opening Creation
ii. Job Offer Creation