PS HCM – Talent Acquisition Manager

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

Candidate Gateway & Talent Acquisition Manager – Intro

Talent Acquisition Manager or Recruit Workforce in the earlier versions is a set of business processes that are available for you to handle hiring for your organisation.

Candidate Gateway is an external applicant facing utility, this can also be used by employees of your organisation.

CG & TAM offers roles to the following types of users;

Can create Job Postings and Job Openings TAM
Can screen and route applicants TAM
Can schedule interviews and keep the interviewers and interviwee informed TAM
Can make Offers to applicants TAM
Can pushed Applicants for hiring TAM

Applicants or external candidates
Can browse open Job Openings CG
Can apply for Job Openings and upload resumes CG
Can track status of application CG

Can browse and apply for internal Job Openings CG
Can refer friends for external Job Openings CG

Integration within PS HCM

CG & TAM integrate with each other.

Data for Applicants who accept the offer has to be transferred to Administer Workforce for hiring, now the applicant becomes an employee and his emplID is recorded against his ApplID in the system. This data transfer from TAM to Administer Workforce occurs through internal Integration Broker messaging in PS HCM.
Also details like the Company, Business Unit, Location etc details for which the Job Opening is being created is from the shared control tables.
And when a Job Opening has to be created, it can be based on a Job Profile present in the Profile Management module, thus TAM integrates with Profile Management as well. In this case all the attributes of a job Profile like the Competencies, Educational Qualifications etc are used in TAM.
Third Party Applications Integration

TAM can integrate with external job portals,recruitment vendor portals,resume extractors and background verification vendor portals through the Peoplesoft Open Integration Framework, for job portals, recruitment vendors, BGV portals the Integration Broker is configured to send and receive data in the form of XML messages with the vendor portals.

For data to be transferred from PS HCM – TAM, the initiation comes from within, like publishing an external Job Opening to a set of job portals or a particular vendor portal or requesting for a BGV check, when an initiation happens the relevant data is mapped by the PS OIF to generate an XML message and then transformed to a format readable by the vendor’s interface and then transferred by the IB to the TPA.

For data published by a TPA to which PS HCM – TAM subscribes, IB picks up the incoming XML message in the vendor’s interface format for e.g. a web service, the PS OIF reads the XML message and maps it into PS readable data using XSLT and the data is then processed as applicable.

Resumes are in a pdf/doc/docx/rtf format and relevant data has to be collected from such files, PS HCM does not have a delivered resume extractor and a third party resume extractor has to be setup to enable PS HCM to read resume that have been submitted by applicants through emails or through the Candidate Gateway portal or through external job portals.


CG lets you use Text Catalog, a PS HCM feature to edit delivered page headings, page content,labels etc so that you can make them more relevant to your organisation.

PeopleSoft HCM – Company Setup

As promised in my previous post today we will create a multi Company organisation in PS HCM

before you actually log onto the application and start the configuration it is essential to sort out how you are going to organise and share control data in your implementation, assuming you are planning to setup a multi company organisation, some questions you have to answer before you start could be:

i) Will the Departments be shared across the implementation fully or partially or not at all, keep in mind that the decision you take in relation to Departments affects the access allocation for power users directly, so watch out on this one.

ii) and Will the Locations be shared across the implementation fully or partially or not at all, Locations refer to those cities where your organisation does business.

iii) Will you have a list of Business Units setup and let all the Companies share them or will you create BUs specific to each Company.

And please note that the answers to these 3 questions are essential and should be well though out. And there is no hard and fast rule for this, you can share Locations or restrict them and same holds good for the Departments too(again think access here).

One of the implementations i have been part of shared Departments and Locations across a multi Company organisation under a single Set ID.
Another implementation had shared Locations and out of the bunch of Departments created, the majority were shared across a set of 3 Companies and the rest were created and maintained specific to each Company.This translates to a single Set ID for the Locations data and Company specific Set ID plus a common Set ID for the Departments.
And do keep in mind that a Business Unit definition maps thru Set ID to JobCodes, Salary Plans, Salary Grades etc control data which are crucial to Core HCM.


Assuming we are looking at a scenario where we will share Departments & Locations across the implementation, we create a TableSet ID i.e. a SetID called SHARE using below path after logging onto PS HCM

PeopleTools >> Utilities >> Administration >> TableSet IDs

Once this is done, we can create all the necessary Departments and Locations under this SetID, also remember that both Departments & Locations are effective dated so choose the effective date appropriately, usually a back date like 1/1/1900 is choosen.

Path for creating Department is
SetUp HRMS >> Foundation Tables >> Organization >> Department

remember Departments can have heirarchy that comes into play for row data access and reporting, so remember to establish the heirarchy using the Department Tree at the Tree Manager menu.

and Location is
SetUp HRMS >> Foundation Tables >> Organization >> Location

Now we have created Department & Location data shareable across the organisation,

Next as an example, we go on to create Company specific data, and we start with creating a Set ID for the Company using the same path as above

PeopleTools >> Utilities >> Administration >> TableSet IDs

we will call this Set ID as SAMP

next create the Company using below link
SetUp HRMS >> Foundation Tables >> Organization >> Company

A Company has a Company Code and Description and we will assume our Company Code is SMP for puposes of referance, remember a Company is effective dated, while creating a Company we will associate the previously created Company specific Set ID SAMP with it on the Company creation page using the Default SetID field.

so now onto assigning defaults to the Company.

We use the path below and associate the earlier created Set ID with the Company Code, assign a Currency Code and default Country to it

SetUp HRMS >> Foundation Tables >> Organization >> Business Unit Options Default

so here we have associated SAMP to Company Code SMP and default it to IND & INR.

next we create the business units, for this the path is

SetUp HRMS >> Foundation Tables >> Organization >> Business Unit

we create a business unit SMPD and select the appropriate value in the Set ID field, this value ties to the Default Record Set Groups referenced by this Business Unit and should be the Company specific SetID SAMP if the BU will be specific to the Company and if the BU will be shared across the organisation choose SHARE as the value.
Next access the TableSet Control for this BU and set the SetID values for the Record Groups that will be Company driven to SAMP and leave the rest as it is. for example, If you want JobCodes and Salary Plans(and hence Salary Grades) to be Company specific then select SetID value for Record Group HR_02 for Jobcodes as SAMP else leave it as the default SHARE.
For Salary Plans, the Record Group is HR_05.

Navigation for this is
PeopleTools >> Utilities >> Administration >> TableSet Control

next we create Salary Plans, Salary Grades and Job Codes in order, again all these three are effective dated, so there….

path for Salary Plan is

Setup HRMS >> Product Related >> Compensation >> Base Compensation >> Salary Plan

we create a salary plan SLSM under the setID SAMP because remember we want Salary Plans to be Company driven

and then Salary Grades

Setup HRMS >> Product Related >> Compensation >> Base Compensation >> Salary Grades

we create Salary Grades SM1, SM2 etc under the Set ID SAMP and Salary Plan (also called Salary Administration Plan) SLSM

and next using these we create JobCodes following the path

SetUp HRMS >> Foundation Tables >> Job Attributes >> Job Code Table

we create jobcodes 10001, 10002 etc

Now we are ready with a Company that has been setup in PS HCM and this entire procedure or relevant parts of it have to be followed for each Company you create in a multi Company structure.

So till next time, take care folks 🙂