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HCM Recruitment
 Table of
Contents

01
Overview of
02
Vacancies and
03
Applicant and
Recruitment Staffing Status Applicant Data

04
Applicant Actions
05
Selection of
06
Transfer
(Status) Applicant Applicant to PA
01 Overview of
Recruitment
 Overview
SAP HR Recruitment Process is the essential part of the complete SAP
HCM system process. It uses positions that exist within the Organization
Plan for creation and maintenance of vacancies. Applicant data can be
added, maintained and evaluated, with identified successful applicants being
transferred to the Personnel Administration component of SAP HCM.

Recruitment in SAP allows the complete recruitment process to be

performed, from creating the vacancy (requisition) to hiring successful
candidates.
02 Vacancies and
Staffing Status
 Vacancies and Staffing Status
A company’s workforce requirements are represented in the Recruitment
component by means of vacancies. A vacancy is a position that must be
staffed, either completely or partially. Vacancies are maintained by a line
manager or personnel officer.

The staffing status of a vacancy specifies the extent to which a vacancy is

occupied or not.

Value Staffing Status

Vacant The vacancy is not occupied
Occupied The vacancy is completely
occupied
03 Applicant and
Applicant Data
 Applicant and Applicant Data
Before you can create or edit existing data records on an applicant, you
must know the names of the infotypes in which they are grouped.
Otherwise it is not possible to access specific data records or indeed store
data in the correct place in the system.

Many of the infotypes used in Personel Administratio are also used in

Recruitment:

· Organizational Assignment (infotype 0001)

· Personal Data (infotype 0002)
· Addresses (infotype 0006)
· Educarion (infotype 0022)
· Previous Employment (infotype 0023)
· Qualifications (infotype 0024)
· Bank Detials (infotype 0009)
04 Applicant
Actions (Status)
 Applicant Actions (Status)
The Applicant Actions serves as a record of all applicant actions carried out
for an applicant. These applicant actions can be:

• Data entry procedures (e.g. Initial entry of basic data , Enter additional
data )
• Procedures that change the overall status of the applicant (e.g. Reject
applicant , Put applicant on hold )

The most important piece of information contained in the Applicant Actions is

the applicant's overall status (e.g. Processing , On hold , Rejected ). The
overall status depends on the last applicant action type performed for the
applicant. If, for example, the applicant action type Put applicant on hold is
performed, the applicant is assigned the overall status On hold. In the
standard SAP system, a new record is created in the Applicant Actions for
every applicant action type performed for an applicant.
05 Selection of
Applicant
 Selection of Applicant
The aim of recruitment is to select and hire the most suitable applicants. This
places a large responsibility on the decision-making process. The selection
of applicants component helps you to select staff by providing concrete
support in this decision-making process. You can judge how suitable
applicants are by comparing their qualifications against the requirements of
the jobs that
are vacant. You can also include unsolicited applicants in the selection
procedure, and search for candidates with specific qualifications in the
applicant pool. All these provide you with reliable information for making well-
informed human resource related decisions.

The selection of applicants component enables you to depict and manage all
business processes and selection procedures used in your company to fill
vacant positions.
06 Transfer
Applicant to PA
 Transfer Applicant to PA
If an applicant is to be hired, his or her data can be transferred to Personnel
Administration.

An applicant’s data can only be transferred to Personnel Administrator if the

applicant’s overall status is to be hired .

When the applicant is assigned the overall status To be Hired, the system
automatically creates the Hire Applicant and Transfer applicant data activities
as reference activities. There must be a reference between these two
activities because the hiring date specified in Hire applicant is
required for the Transfer applicant data activity.