TAM Presentation1

7/30/2019 TAM Presentation1

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Prepared by - Srinivas Ala

April 2012

People Soft

Talent Acquisition Manager


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What is TAM

Talent Acquisition Manager is a complete,integrated system that enables organizations to

effectively manage workforce acquisition across

all employment categories.

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Primary Recruiting Process Flow

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TAM Process Flow

Create and manage job openings. Enter and manage applicant information.

Manage job postings.

Search for job openings and applicants. Screen applicants.

Route applicants.

Manage applicant interviews. Manage offers.

Prepare applicants for hire.

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Recruiting Status Areas

Recruiting statuses help a recruiter identify thecircumstances of an applicant and job opening

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Six Status Areas

Job Openings: helps identify where to focusefforts regarding a job opening.

For example, the job opening status can indicate

whether a job opening is Pending Approval, Open, or

Filled/Closed.

Applicants: helps identify who to act on, and what

actions to take. For example, the applicant status can indicate whether

the applicant is Active, Inactive, or Hired.

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Six Status Areas Continue

Recruitment Summary: indicates an applicant'soverall status with regards to a particular job

opening.

For example, the recruitment summary status, or

disposition, can indicate that an applicant has Applied,been Screened, been Interviewed, received an Offer, or

been Hired or Rejected.

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Six Status Areas Continue

Route: indicates the options for further steps totake for an applicant after screening or other

preliminary assessment.

Interview: identifies the progress of an applicant

within the interview stage and the options for

further steps to take for the applicant.

Offer: identifies the progress of an applicant

within the offer stage.

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Example of Status changes

when you hire an applicant into a job opening, you canset the status of the applicant to Hired,the status of the

job opening to Filled/Closed,the dispositions of all other

applicants for that job opening to Reject - Another

Applicant Was Hired, and the hired applicant'sdisposition with regards to any other job openings to

Reject - Selected for Other Position.

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Screening Processes

Screening is the process used by recruiters toevaluate a list of potential candidates and

narrow the list to a few qualified applicants that

can be interviewed or hired.

Prescreening is a special use of screening that

can filter out applicants even before they submit

an application

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Four types of screening criteria:

General requirements

Education and experience

Screening questions.

Profile content types

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Example of a question

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Types of Applicants

Internal applicant mode:Navigate to Self-Service, Recruiting Activities,

Careers.

External applicant mode:

select Careers under the main menu.

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Applying Job

External applicants must register beforeapplying for jobs

Internal applicants are identified through their

PeopleSoft user ID and do not need to register.

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Recruiting Team

Recruiters

Hiring Managers

Interviewers

Interested Parties

Screening Team Members

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Row Level Security

Access to Job Opening Data

Access to Applicant Data

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Recruiting Templates

Five types of templates that control specificrecruiting processes

Resume templates control the structure and content of

the pages that applicants see when they use

PeopleSoft Candidate Gateway to submit an online

application.

Job opening templates define the structure and content

of the pages you use to create and view job openings.

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Recruiting Templates Continue

Job posting templates define the structure and contentfor job postings in a job opening.

Screening templates provide default screening settings

for a job opening

Interview Evaluation templates define the evaluation

categories and rating scale that interviewers use when

evaluating applicants.

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Templates Assoc with Job Opening

The job opening is associated with a recruitmenttemplate, which is in turn associated with the

five types of process-specific templates.

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Approval Delegation in TAM

Talent Acquisition Manager uses delegation to authorizeone person to serve as another person's representative

when performing the following actions:

Approving a job opening.

Approving a Job offer.

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Job Openings

Enter primary job opening information.

Work with multiple job codes in a job opening.

Add staffing and salary information.

Add job qualifications.

Add screening questions to a job opening.

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Job Openings Continue

Set up screening for a job opening.

Create job postings.

Identify recruiting team members for a job opening.

Create job openings from positions or from other job

openings.

Approve job openings.

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Create Job Opening

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Entering Basic Job Information

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Education and Work Experience

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Staffing Information

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Salary Info

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Open-Ended Screening Questions

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Load Screening Questions

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Job Posting

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Job Posting Continue

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Job Posting Continue

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Recruiting Team for Job Opening

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Recruiting Team for Job Opening Continue

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2 Step Approval Process

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View Pending Approvals

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Job Opening Approval

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Enter Applicant Details

Contact details.

Applications.

Verification.

Eligibility & Identity

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Contact Details

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Application Details

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Verification Details

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Eligibility & Identity

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Types of Search for Applicants

Applicant Search

Resume and Application Search

Advanced Keyword Search

Profile Match

AIRS Oxygen search

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Find Applicant

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Search Results

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Screening Applicants

Evaluate answers to open-ended screeningquestions.

Review and rate applicants.

Run screening levels and apply results.

Route applicants

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Applicant Screening Process Flow

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Review Questions to Evaluate

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Assigning Scores to Answers

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Reviewing and Rating Applicants

Review applicants linked to job openings. Rate applicants.

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Rate Applicants

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Screening Criteria

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Screening Results

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Applying Results

Once you have reviewed the screening results and aresatisfied with them, you can click the Apply Results

button to finalize the result and update applicant

dispositions accordingly.

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Applicant Routing

Routing Status Area: Possible Actions we can take for an Applicant

Routed indicates that the applicant has entered the routing phase and that

you are seeking recommendations for further applicant processing.

Invite for Interview indicates that you intend to proceed to the next step in

the recruiting process by inviting the applicant to interview.

Hold indicates that you do not intend to make a decision yet.

Reject indicates that you are not interested in the applicant.

Withdrawn indicates that the applicant is no longer available for the job

opening.

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Interviewing Applicants

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Interview Evaluation

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Interview Types

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Interview Evaluation Categories

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Interview Ratings

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Job Offer

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Online Job Offer

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Approvals

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Approve Job Offer

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Offer Accepted

Once the offer is accepted by Applicantthrough candidates gateway

The applicant's disposition for the current jobopening changes to 071 Offer Accepted and

the applicant's disposition for any other job

openings changes to 100 Hold.

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Hire Applicant

Once the Applicant is Hired through hire process

Sends the recruiter a notification that applicant was hired.

Updates statuses as follows:

Sets the applicant's disposition with regards to the job opening to

Hired, and also sets the overall applicant status to Hired.

Sets the job opening status to Closed if the Available Openings is

zero.

Sets all other dispositions for other job openings for this applicant to

Reject.

Sets the disposition for other applicants linked to this job opening toReject if the available openings is zero.

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Hire Applicant ..Continue

Updates the applicant record with the employee ID.

Copies applicant data to human resources records.

The specific data elements that are transferred depend on the settings in

the Manage Hire Setup page.

Copies the contract information to human resource records.

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Navigations

Defining General Settings for Templates, Approvals, and Integrations

Access the Recruiting Installation - General page (Set Up HRMS, Install,

Product and Country Specific, Recruiting Installation, General).

Defining Statuses and Reasons Codes

Access the Statuses and Reasons page (Set Up HRMS, Product Related,

Recruiting, Statuses and Reasons, Statuses and Reasons).

Setting Up Sites

Access the Site Setup page (Set Up HRMS, Product Related, Recruiting,

Site, Site Setup).

Assigning PeopleTools Roles to Recruiting Role Types

Access the Recruiter Roles page (Set Up HRMS, Recruiting, RecruiterRoles, Recruiter Roles).

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Navigations .. Continue

Creating Interview Types

Access the Interview Types page (Set Up HRMS, Product Related,

Recruiting, Screening, Interview Types, Interview Types).

Creating Interview Evaluation Categories

Access the Interview Evaluation Category page (Set Up HRMS, Product

Related, Recruiting, Screening, Interview Evaluation Category, Interview

Evaluation Category).

Creating Interview Ratings

Access the Interview Evaluation Ratings page (Set Up HRMS, Product

Related, Recruiting, Screening, Interview Evaluation Ratings, Interview

Evaluation Ratings). Viewing Pending Approvals

Access the Pending Approvals page (Recruiting, Pending Approvals,

Pending Approvals).

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Q&A


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Candidates Gateway

Through Candidates Gateway View information about current job openings in the organization.

Search for job openings that match their interests.

Save job search criteria.

Save job openings. Use multiple resumes in the job application process.

Submit job applications and resumes for specific job openings.

Submit job applications and resumes without applying to a specific job

opening.

Submit employment references, cover letters, and other documents. Complete online screening questionnaires.

View notifications from recruiters.

View interview schedules.

Maintain and update Applicant name and contact information (external

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Registration and Sign In Process

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Careers

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Home page for Applicants


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Online Application Process

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Apply for Job

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View Interview Details

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View Offer Letter

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Q&A

Documents

TAM Presentation1