21A Career Mobility - Open Jobs and Alerts For My Career

Career Mobility: Open
Jobs for My Career

Includes story without Job Alerts,
and story with Job Alerts.
Recruiting Cloud | Career Development | Learning Cloud

| Opportunity Marketplace | Profile Management
Demo Release:
20DD02+ without Job Alerts
21AD01+ with Job Alerts
1 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

Demo Services: HCM New Feature Demo Story
Story Career Mobility: Open Jobs for My Career

New Feature (i) Roles in Careers of Interest now show current Open Jobs for those Roles
(ii) Job Alerts push notifications of role-linked Open Jobs to users
Demo Release (i) 20DD02+
(ii) 21AD01+
Modules Recruiting Cloud, Career Development, Learning Cloud, Opportunity Marketplace,
Profile Management
Author Rob Woodfine, Odette Bordei, Demo Services
Date February 2021

Career Mobility: Open Jobs for My Career
Deck Contents
5-8 Storyboard: Open Jobs for My Career WITHOUT Job Alerts

• Feature Explanation and Value proposition
• Demo considerations and requirements summary
• Persona – Background and Goal
• Storyboard
9-12 Storyboard: Open Jobs for My Career WITH Job Alerts

• Feature Explanation and Value proposition
• Demo considerations and requirements summary
• Persona – Background and Goal
• Storyboard
13-23 Click through demo flow
24+ Appendix: Demo considerations and setup requirements

Jobs for My Career
Without Job Alerts

Demo Release:
20DD02+ without Job Alerts

Feature explanation and Value Proposition
• What is it:
 Presents the employee with a count of Open Jobs in Career Development when reviewing
Careers of Interest or Current Role.
 Users can check the Job opening details from the Role page and go ahead and apply.
• Value Proposition:
 Employees can manage their Career more effectively by viewing Open Jobs specifically related
to their Careers of Interest or current role.
 When employees explore and learn about roles in their organization, it’s useful to see whether
there are current Open Jobs and apply directly (and without the need to navigate to Recruiting).
It also gives the employee insight into what kinds of positions may be available in the future, if
they want to pursue the Role.
• Broader Product context:
 Dependency on Recruiting Cloud, Career Development and Profile Management.

Demo considerations and data requirements (also refer to Appendix)
The flow as presented here is supported by existing demo data for US Commercial. For other countries or
Verticals, please note the requirements listed below.
• Potential Entry Points
 US Commercial Manage Talent Story or any demo story concerned with managing and promoting
internal Career Mobility for High Potential, High Performing talent.
• Potential Exit Points
 Opportunity Marketplace - to gain experience relevant to future Careers of Interest
 Internal Recruitment - to fill Open Job relevant to future Careers of Interest
 Learning to gain new skills or levels of Competence relevant to future Careers of Interest
 Succession Planning to maintain pipeline
• Baseline pre-staged requirements to show this demo
 Suitable High Potential worker with future role identified on Careers of Interest, and with Talent
Profile showing gaps to that role.
 Learning content with Outcomes (e.g. Competencies) to fill Profile gaps.
 Open Job in Recruiting which uses Job contained within role used in Careers of Interest.
 Relevant Gigs in Opportunity Marketplace.
Persona
Background
 Elizabeth is a highly engaged and ambitious professional, she is always looking for
High Potential Director looking to advance
her career ways to maximize her potential and take charge of her career.
 The organization values her talents and needs to keep her engaged.
Goal
 Elizabeth is keen to explore potential future roles to help her along the path to
fulfilling her career ambition of moving into a C Level role.
 To support this effort, she maintains a rich and strong talent profile, including an
ambitious Development Plan.
 Elizabeth has identified a Senior Director role she is interested in and feels she is
working towards the right skills match to take that next step.
 She sees that Open Jobs are available for this future role and is curious to find out
more.
 For the organization, processes around Career Mobility must be targeted and
integrated so that High Potential Talent like Elizabeth can actively be presented with
Elizabeth Mavery opportunities for career mobility and progression.
 The power of the Recruiting system can be leveraged directly from Career
Development where it will have the highest impact.
Storyboard
Setting the scene Exploring New Roles Role Requirements Exploring Open Jobs
Elizabeth is an ambitious professional
Elizabeth reviews her Development Plan Elizabeth is presented with the Elizabeth is not ready just yet to change
with plans to progress to a C level
to identify actions to keep her on track. requirements of the Senior Director role, jobs, but she is curious about
position. She manages her Career
She has already added the Senior Director including a list of Competencies with the understanding what kind of openings are
Development Plan to ensure it remains
Role to her Careers of Interest. required levels of Proficiency. available for her Career of Interest.
relevant and supportive of her career
In Oracle HCM Cloud, she quickly and She also sees Open Jobs which match this She clicks on the link for Senior Director
aspirations.
easily navigates to her Career role and is excited and engaged to see this – HCM and reviews the Job posting and
Development application to review the presented right at the point she is likes what she sees, it’s exactly the kind
She has identified that performing in
Senior Director role and examine the role reviewing her fit to the role she plans to of role which would support her journey
Senior Director roles would support her
requirements. move into. to a C level role.
longer term career objective.
Elizabeth feels that she needs to

Elizabeth’s Career Development Elizabeth is keen to explore other ways to From reviewing Roles available within the
strengthen her Talent Profile before
application is integrated with Learning strengthen her skill set and to try out new organization and comparing to her current
applying for a role like this and so plans
Cloud and so she can see right here which opportunities and so with this in mind she skillset, through exploring Open Jobs and
to work on her development.
Related Learning would deliver the opens up Opportunity Marketplace. evaluating ways to strengthen her Talent
She returns to the Senior Director role and
desired proficiency outcomes. This is a great place for her organization Profile, Elizabeth is more engaged and
reviews the Competencies and
to post temporary Gigs which she can motivated than ever.
Proficiency levels for gaps against her
She decides to check her schedule before apply for and which will give her the She is confident that she has the support to
own Profile.
going ahead and enrolling in any learning. skills and experience she needs. fulfill her career mobility journey.
She notes a gap for Adapting to Change.
Assessing Skills Gaps Fill Gaps with Learning Development through Gigs Career Mobility
TOPIC CLICK PATH SCRIPT TALK TRACK
 Elizabeth is a highly engaged and ambitious professional, she is always looking for ways
to maximize her potential and take charge of her career.
 She has plans to progress to a C level position and so manages her Career Development
Plan to ensure it remains relevant and supportive of her career aspirations.
Login: elizabeth.mavery  She has identified that performing in Senior Director roles would support her longer term
career objective.
 To support Elizabeth’s career plans, she maintains a rich and strong talent profile,
including an ambitious Development Plan.
 She has access to extensive tools in Oracle HCM Cloud to support her on her journey and
Navigate: Me > Career and navigates there to take action on the next step.
Performance > Career Development

 Elizabeth’s Development Plan includes Career Outlook which shows details of her
Current Role and potential future roles registered as her Careers of Interest.
 She can search and select roles as her Careers of Interest or can have them recommended
to her by her manager or Talent specialist.
Click role name: Senior Director  Elizabeth sees the Senior Director role as a stepping stone in her career journey to C level
and so has registered this as a Career of Interest.
 As part of her exploration of this role, Elizabeth would also like to review any current
Open Jobs for Senior Director to get a feel of the kinds of openings available in the
organization. She’s excited to see right away that her Development Plan is automatically
indicating to her Open Jobs which she can review.
 Elizabeth is keen to drill further into the skills requirements of the Senior Director role
and to investigate whether she needs to improve her skillset to match or exceed those
requirements.
 She clicks into the Senior Director role to find out more.
 The role page shows the Competence and Degree requirements of the role in addition to a
region containing information on Open Jobs.

 The role information gives Elizabeth an insight into the competencies required by the
role and at what proficiency levels.
 Elizabeth drills in to take a look. Green ticks clearly indicate the competencies and levels
Click downward arrow to expand she already matches.
Competencies region.
 On the Careers of Interest page, Elizabeth had noted that 2 open jobs were associated
with the role.
 This is great, not only can she review the role requirements – and assess how much of a
Click downward arrow to expand skills gap she would need to fill – but she can also drill into open jobs to see the kinds of
Open Jobs Region opportunities that could be available to her within the organization. This reassures
Elizabeth that she could find the next career step she wants without leaving the
organization.

 Elizabeth really likes how the HCM application is presenting all of these aspects of her
career planning in one place.
 She clicks one of the open jobs to find out more.
Click on the link: Senior Director –
HCM (757)
 Elizabeth is presented with all the information she needs right here. It’s exactly the kind
of role which would support her journey to C level.
 She can review videos about the role, see relevant Job information such as work location,
and scroll down to see more, such as organization and job descriptions.
Scroll down to see Job Details

 There is everything Elizabeth needs to know right here, including details of the attributes
of candidates who would likely fit the role.
 If she wants to find out more, she can easily access the job contacts – Hiring Manager
Scroll to the foot of the Job Details to and Recruiter – through the links at the bottom of the posting information.
see Contacts information
 As Elizabeth is not ready right now to apply, she decides to tag this opening as a
Favorite. This will make it easier for her to go directly to the opening in her Employee
Job Openings portal.
Click Favorites button in header  She is keen to explore the opportunities available to help her fill gaps in the skills to
move her closer to the role requirements and so returns to the role page.
Click Back arrow in header to return
to the role

 Elizabeth is going to take a closer look at the role requirements so that she can plan how
to address any gaps and strengthen her talent profile.
Click downward arrow to expand

Competencies region
 Elizabeth can see instantly that she already meets some of the competence requirements
as denoted by the green ticks beside the competence names.
 The lack of a green tick on some competencies allows her to focus right in on these as
Scroll to competence: Adapting to they are the ones needing action.
Change and click downward arrow to  She scrolls down to the first competence without a green tick and can see that she needs
expand Related Learning to take action to close the gap between her current level of competence and that required
by the role.
 Her Development Plan is seamlessly integrated to the Learning Cloud application and
she can see that related learning is available to support her in achieving the necessary
competence and at the right proficiency level.
 Elizabeth goes ahead to review related learning opportunities.

 Elizabeth is presented with learning which, on successful completion, would provide the
required competence and proficiency level.
 This information is coming directly from the Learning Cloud by matching the outcome
of the learning to the requirements of the role.
Click on link: Exploring Competition  Elizabeth is keen to find out more and so drills into one of the proposed learning items.
in Business
 Elizabeth reviews the learning information, it could be just the right learning to
strengthen her talent profile.
 To find out what kinds of offerings are available which deliver the learning, she opens up
Click downward arrow to expand the Available Offerings region.
Available Offerings region

 Elizabeth is able to see real-time information on the offerings available.

 The could include, for example, Classroom based or Self-Paced learning, and so enabling
Elizabeth to evaluate the best approach for her circumstances and requirements.
 She could Enroll right here from this page but first she’s going to take a deeper look.
Click link: View Details
 Drilling into the details Elizabeth can get a full picture of the type of learning and so can
form an opinion on whether it is suitable for her.
 Again, she can Enroll right here with no need to navigate away to the Learning Cloud
application.
 But in this case she needs to check her work schedule before going ahead and
committing to formal learning and so she chooses not to enroll at this time.

 The organization Elizabeth works for values the experience and skills which can be
gained by employees through short term, temporary work assignments – or Gigs.
Click on magnifier icon in header to  These are not full assignment changes in the standard employment sense, but are
open Global Search temporary assignments which aim to provide experience and skills outside of the normal
Enter text in search field: Opportunity day to day work role through projects outside of the employee’s regular job.
Marketplace  These Gigs are managed, posted and applied for through the Opportunity Marketplace,
another element of the integrated HCM Cloud.
Click link in search results: Navigator
> Opportunity Marketplace
 In Opportunity Marketplace, Elizabeth is presented with a dashboard showing the Gigs

currently available.
 She can maintain her own Interests which the application uses to match the employee to
Click button: Update Interests potential Gigs and to make recommendations.

 Elizabeth has tagged the types of roles she is interested in and has selected the option to
be notified of new Gigs matching her interests.
 This will mean she will have notification of new matching opportunities proactively and
automatically pushed to her.
Click Cancel
 Back on the dashboard, Elizabeth sees a Gig which could be what she’s looking for, so
she takes a deeper look to check it out.
Click link: Corporate Social

Responsibility Launch Coordinator

 Opportunity Marketplace presents Elizabeth with a detailed description of the Gig,

including Location (and whether flexible), start and end dates, and hours per week.
 She can also review the Career Growth potential offered by the Gig – it looks like it
could definitely strengthen her profile and help execute on her career plan.
 Elizabeth can apply right here, but in this case decides to reach out to the Gig Manager
directly before applying.
 From reviewing Roles available within the organization and comparing to her current
skillset, through exploring Open Jobs and evaluating ways to strengthen her Talent
Profile with Learning and with Gigs, Elizabeth is more engaged and motivated than ever.
 She is confident that she has the tools and support to fulfill her Career Mobility journey.
End of flow

Jobs for My Career
With Job Alerts

Demo Release:
21AD02+ with Job Alerts

Career Mobility: Open Jobs for My Career with Job Alerts
Feature explanation and Value Proposition
• What is it:
 Employees can Subscribe to automated Job Alerts triggered when a Job Opening is posted
which matches a role on their Careers of Interest. A link embedded in the notification takes the
employee directly to the job posting.
 Additionally, presents the employee with a count of Open Jobs in Career Development when
reviewing Careers of Interest or Current Role. Users can check the Job opening details from the
Role page and go ahead and apply.
• Value Proposition:
 Employees can manage their Career more effectively by being alerted to Open Jobs specifically
related to their Careers of Interest or current role.
 When employees explore and learn about roles in their organization, it’s useful to see whether
there are current Open Jobs and apply directly (and without the need to navigate to Recruiting).
It also gives the employee insight into what kinds of positions may be available in the future, if
they want to pursue the Role.
• Broader Product context:
 Dependency on Recruiting Cloud, Career Development and Profile Management.
Persona
Background
 Elizabeth is a highly engaged and ambitious professional, she is always looking for
High Potential Director looking to advance
her career ways to maximize her potential and take charge of her career.
 The organization values her talents and needs to keep her engaged.
Goal
 Elizabeth is keen to explore potential future roles to help her along the path to
fulfilling her career ambition of moving into a C Level role.
 To support this effort, she maintains a rich and strong talent profile, including an
ambitious Development Plan.
 Elizabeth has identified Senior Director as the role she is interested in progressing
towards and is aiming for the right skills match.
 She subscribes to automated Job Alerts which will notify her when Open Jobs which
match her ambitions are posted.
 For the organization, processes around Career Mobility must be targeted and
integrated so that High Potential Talent like Elizabeth can actively be presented with
Elizabeth Mavery opportunities for career mobility and progression.
 The power of the Recruiting system can be leveraged directly from Career
Development where it will have the highest impact.
Storyboard
Setting the scene Exploring New Roles Alerted to opportunity Exploring Open Jobs
Elizabeth is an ambitious professional Elizabeth receives a Job Alert notification
Elizabeth has already added the Senior Elizabeth is not ready just yet to change
with plans to progress to a C level by email that a Job Opening has been
Director Role to Careers of Interest on her jobs, but she is curious about
position. She manages her Career posted internally for a Senior Director
Career Development Plan. understanding what kind of openings are
Development Plan to ensure it remains role.
available for her Career of Interest.
relevant and supportive of her career
She has also subscribed to automated Job
aspirations.
Alerts which will notify Elizabeth She reviews the Job posting and likes
She uses a link in the notification to go
whenever a Job Opening for the Senior what she sees, it’s the kind of opportunity
She has identified that performing in directly to the Job Posting to review the
Director role is posted by the Recruiting which would support her journey to a C
Senior Director roles would support her opening. It could be the role she is
Team. level role.
longer term career objective. looking for.
Elizabeth feels that she needs to

strengthen her Talent Profile before Elizabeth notes a gap for Adapting to Elizabeth is keen to explore other ways to From reviewing Roles available within the
applying for this role. Change. Her Career Development strengthen her skill set and to try out new organization and comparing to her current
In Oracle HCM Cloud, she quickly and application is integrated with Learning opportunities and so with this in mind she skillset, through being alerted to Open
easily navigates to her Career Cloud and so she can see right here which opens up Opportunity Marketplace. Jobs and evaluating ways to strengthen
Development application to examine the Related Learning would deliver the This is a great place for her organization her Talent Profile, Elizabeth is more
role requirements. desired proficiency outcomes. to post temporary Gigs which she can engaged and motivated than ever.
She reviews the role Competencies and She decides to check her schedule before apply for and which will give her the She is confident that she has the support to
Proficiency levels for gaps against her going ahead and enrolling in any learning. skills and experience she needs. fulfill her career mobility journey.
own Profile.
Assessing Skills Gaps Fill Gaps with Learning Development through Gigs Career Mobility
 Elizabeth is an ambitious professional with plans to progress to a C level position.

 She manages her Career Development Plan to ensure it remains relevant and supportive of her career
aspirations.
Login: elizabeth.mavery
 She has identified that performing in Senior Director roles would support her longer term career objective.
Navigate: Me > Career and Performance >

Career Development

 Elizabeth has already added the Senior Director Role to Careers of Interest on her Career Development
Plan.
 She has also subscribed to automated Job Alerts which will notify Elizabeth whenever a Job Opening for
the Senior Director role is posted by the Recruiting Team
Career Development :Check Senior Director
role subscription
 Elizabeth receives a Job Alert notification by email that a Job Opening has been posted internally for a
Senior Director role.
 She clicks one of the New jobs opportunities notification to find out more.
Click on the link > New Job opportunities

 She uses a link in the notification to go directly to the Job Posting to review the opening. It could be the
role she is looking for.
 Elizabeth is not ready just yet to change jobs, but she is curious about understanding what kind of
Scroll down to see Job Details openings are available for her Career of Interest.
 She reviews the Job posting and likes what she sees, it’s the kind of opportunity which would support her
journey to a C level role.
 Elizabeth feels that she needs to strengthen her Talent Profile before applying for this role.
 In Oracle HCM Cloud, she quickly and easily navigates to her Career Development application to examine
the role requirements.
 She reviews the role Competencies and Proficiency levels for gaps against her own Profile
Click Back arrow in header to return till
Career and Performance
Click on Skills and Qualifications
Click downward arrow to expand

Competencies region

Elizabeth notes a gap for Adapting to Change. Her Career Development application is integrated with Learning
Cloud and so she can see right here which Related Learning would deliver the desired proficiency outcomes.
Scroll to competence: Adapting to Change and She decides to check her schedule before going ahead and enrolling in any learning.
click downward arrow to expand Related
Learning
Navigate: Me > Opportunity Marketplace Elizabeth is keen to explore other ways to strengthen her skill set and to try out new opportunities and so with
this in mind she opens up Opportunity Marketplace.
This is a great place for her organization to post temporary Gigs which she can apply for and which will give her
the skills and experience she needs.

From reviewing Roles available within the organization and comparing to her current skillset, through being
alerted to Open Jobs and evaluating ways to strengthen her Talent Profile, Elizabeth is more engaged and
motivated than ever.
She is confident that she has the support to fulfill her career mobility journey.
End of flow

 APPENDIX : Demo considerations and
setup requirements

Demo considerations and setup requirements
The flows as presented in this deck are supported by existing demo data for US Commercial. For other countries or
Verticals (or to alter components of the flow for US Commercial) please note the table below.
Story Component Module(s) Element Purpose Required Attributes or considerations
Persona Core HR Employee Story Persona Yes Fully rounded dataset is preferable, with suitable photo
To show integration to Open Jobs, Competencies and Role should include a Job which is also present on an
Career Development Role on Careers of Interest Related Learning Yes open Job Requisition
To show a gap between the Persona's Talent Profile and Competence which is also present on the Role and in
that of the role on Careers of Interest, and which can be which the Persona has a lower proficiency level than
Profile Management Competencies in Skills and Qualifications filled through Learning Yes that required by the Role
Role on Careers of Interest Profile Management Role should include a Job which is also present on an
Role Model Profile The Persona's Career of Interest Yes open Job Requisition
To show a gap between the Profile of the role on Competence which is also present on the Role and in
Careers of Interest and that of the Persona's Talent which the Persona has a lower proficiency level than
Competencies on Role Model Profile Profile, and which can be filled through Learning Yes that required by the Role
Learning Content Learning Cloud
To show Related Learning on Roles in Careers of Interest Learning Outcomes on the Course should include the
with an projected Competence Outcome and Proficiency Competence used in the steps above to show the gap
Course Level to close the gap identifed in rows 4 and 7 above Yes between the Persona and Role proficiency levels
Active Offering in the Couse selected as the Related
Offering Learning Yes
The Open Job should reflect the Persona and their
Career of Interest (e.g. be a realistic level) and must use
a Job which is present in the Work Structure defined for
To show Open Jobs linked to the Role on the Persona's the Role Model Profile (as this is how the link to Open
Open Job Requisition Recruiting Cloud Open Requisition Career of Interest Yes Jobs is controlled).
Optional step to show availabiltiy of temporary Gigs to
promote an alternative route for the Persona to gain Requires published Gigs relevant to the Persona and
Gigs Opportunity Marketplace Open Gigs new skills relevant to the Role on Careers of Interest No Role used in the story
Career Mobility: Open Jobs for My Career with Alerts
Demo considerations and setup requirements
The following represents pre-demo steps specific to showing the Job Alerts triggered from the roles on Careers of Interest:
1. Job Alerts should are enabled in Setup and Maintenance

• Seeded as Enabled and 1 Day pick-up period for all countries and verticals
• Alerts will fire 1 Day after the job opening is posted – 1 Day is the minimum
• Only the last 5 job alerts will fire and the ESS jobs should be running daily
2. Ensure Employee Persona has Subscribed to Job Alerts
• Me > Job Openings > Job Alerts
3. Ensure Employee Persona has Subscribed to Job Alerts for the relevant role(s) on their Careers of Interest
• Me > Career and Performance > Career Development > Careers of Interest > Role > Actions > Subscribe
4. As Recruiter, post new requisition which matches the Role in 3 above or un-post and post requisitions Senior Director – HCM
(757)
5. To generate the Alert, run three ESS jobs after posting the requisition in 4 above
• Maintain Candidates and Job Requisitions for Search
• Prepare Campaign Emails
• Send Campaign Emails – this will generate the notification to the Employee


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Career Mobility: Open

Jobs for My Career

Recruiting Cloud | Career Development | Learning Cloud

1 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

Story Career Mobility: Open Jobs for My Career

2 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

5-8 Storyboard: Open Jobs for My Career WITHOUT Job Alerts

9-12 Storyboard: Open Jobs for My Career WITH Job Alerts

13-23 Click through demo flow

24+ Appendix: Demo considerations and setup requirements

Recruiting Cloud | Career Development | Learning Cloud

4 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

5 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

Elizabeth feels that she needs to

TOPIC CLICK PATH SCRIPT TALK TRACK

9 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

10 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

11 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

12 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

13 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

Click downward arrow to expand

14 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

15 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

 Elizabeth is able to see real-time information on the offerings available.

16 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

 In Opportunity Marketplace, Elizabeth is presented with a dashboard showing the Gigs

17 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

Click link: Corporate Social

18 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

 Opportunity Marketplace presents Elizabeth with a detailed description of the Gig,

19 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

Recruiting Cloud | Career Development | Learning Cloud

20 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

Elizabeth feels that she needs to

TOPIC CLICK PATH SCRIPT TALK TRACK

 Elizabeth is an ambitious professional with plans to progress to a C level position.

Navigate: Me > Career and Performance >

24 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

25 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

Click on Skills and Qualifications

Click downward arrow to expand

26 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

27 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

TOPIC CLICK PATH SCRIPT TALK TRACK

28 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

29 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

1. Job Alerts should are enabled in Setup and Maintenance

31 Confidential – © 2019 Oracle Internal/Restricted/Highly Restricted

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