Oracle Taleo Recruiting: Requisition Management Training Guide - Section 2

Oracle Taleo Recruiting
Requisition Management
Training Guide - Section 2
June 2013
Section 2 - Oracle Taleo Recruiting – Requisition Management
TABLE OF CONTENTS
Oracle/Taleo Staffing - Requisition Management .......................................................................... 3

Creating a Requisition .................................................................................................................................... 3
Navigating the Requisition Form .................................................................................................................... 7
Multi-tiered Pre-screening ............................................................................................................................ 10
Managing Job Descriptions .......................................................................................................................... 18
Assigning Screening Services ..................................................................................................................... 22
Adding Evaluations / Questionnaires ........................................................................................................... 24
Approval Management ................................................................................................................ 27
Approver Selection ....................................................................................................................................... 27
Approval Execution ...................................................................................................................................... 31
Candidate Sourcing ..................................................................................................................... 34
Candidate Search ........................................................................................................................................ 34
Posting to the Client's Career Section ......................................................................................................... 44
Posting to Job Boards & Social Media ......................................................................................................... 47
Posting to Agents/Agencies ......................................................................................................................... 49
Using this guide: Look for these important points throughout this exercise:
Icon Definition
Basic theme, concept or point of the exercise
Action step that is part of the hands-on exercise
Important value, note or differentiator
Section 2 - Oracle Taleo Recruiting – Requisition Management ii

Oracle/Taleo Staffing - Requisition Management
Creating a Requisition
Procedure
Creating a requisition is a function of one’s user permissions. Any authorised user can create a
requisition.
Regardless of who creates the requisition, the system makes this very simple and it can be done from
virtually anywhere in the application. For today's purposes, we will initiate the process from the user's
Centre Stage.
Step Action
1.
Ensure that you have changed your Centre Stage view to your assigned Training
Organisation. To do this, select your Training Organisation from the ‘Show Information
for’ drop down list on the top left of the Centre Stage. The User’s Centre Stage should
now populate with Requisitions and Candidates, as shown below.
Section 2 - Oracle Taleo Recruiting – Requisition Management 3

Step Action
2.
There are many ways a requisition can be created. Requisitions can be duplicated,
imported and/or created by using a simple wizard as will be presented herein.
To begin the process, click, "Create Requisition." in the

Requisition section the home page.
3.
The user can enter a job title or job code in the "Requisition Template" field.
This will pre-populate the Requisition form with the job details from the template.
However, if the user isn't sure which job code/title to select, the template library can be
opened by clicking the selector button. This opens a simple search window that enables
the user to find the desired job title.
Click the “Selector” button to view a list of available templates.
4.
Once the desired job template is found, the user clicks "Select" to continue.
Oracle Taleo Recruiting – Requisition Management 4

Step Action
5.
Notice the system has automatically populated the hiring manager's name. The
system allows users to specific preferences to help auto-populate commonly used data,
e.g. the hiring manager our recruiter works with most frequently.
Select the appropriate Hiring Manager and click to continue.
The Organisation, Location and Job Function can be automatically populated

based on the Requisition template. These are critical data elements to which user groups,
workflow and other content can be associated and automatically populated.
The Organization, Location and Job Function hierarchies are core components of the
application. They have a direct impact on the end user experience.
These are key values that will drive many of the downstream processes and workflow.
In the same way users support different subsets of the organisation, e.g. different
business units, locations and job types, these grouping can be created within the
application to support data security. Content can also be associated with these
groupings, so that when the user logs in, the system automatically presents the User with
the process, correspondence, job codes, etc. that are associated to their area of
responsibility.
Click the “Selector” button next to the Organisation to view a list of

Organisations.
Click next to your Training Organisation
Fields can also be populated manually by a User, and where possible the system
will aid the User in finding the appropriate content.
Type ‘London’ in the Location field, and see how the system provides suggestions

Step Action
for the User.
Select Europe > United Kingdom > London as the Primary Location and click
to proceed to the final step of the requisition creation wizard.
6.
Upon clicking the "Save" button at the top of the form, the system
automatically assigns the requisition a unique "Requisition ID" and places the
requisition in draft status for further editing, approval routing and posting.
7.
End of Procedure.

Navigating the Requisition Form

Procedure
Navigating the different sections of the requisition form is simple and easy.
Clients have the ability to design requisition and candidate forms and place content in any
order desired.
These forms can be different for different job types and configured to display/hide information
based on user role and user security.

Step Action
1.
You can use the scroll bar to the right of the form, but the easiest way to navigate
any form in the system is to use the form's table of contents. The scroll bar is always
available, but the table of contents allows the user to jump directly to any point in the
form.
Click on the Requisition Table of Contents drop-down to the right of the
requisition tab.
Click on the different sections of the table of contents to move throughout the
form.
2.
The table of contents is based on the configuration of the form.
3.
Based on user permissions, the user can tailor the requisition details to reflect the
unique nature of this posting.
4.
Depending on the design of the form and the fields, displayed data might also be
presented and edited via drop-down lists such as this one depicting the expected
schedule for this particular posting.
5.
End of Procedure.


Multi-tiered Pre-screening
Procedure
Structured prescreening is one of the most important features and long-time differentiators of
the Oracle/Taleo application.
Structured prescreening gives clients a configurable, consistent and defensible way of

automating the screening process and reducing time to hire by helping the recruiter identify the more
qualified candidates quickly and efficiently.

Step Action
1.
Multi-tiered prescreening gives clients the ability to define the screening process
on a job-by-job basis leveraging the tools that are applicable in screening for a certain
job type.
The different tools can become hurdles that help facilitate and automate narrowing the
list at each step of the way.
Disqualification Questions: Also known as knock-out questions. These reflect the

basic qualification for employment (e.g. eligibility to work, criminal history, etc.) The
system can automatically disposition or progress candidates based on their responses.
Prescreening: These are job specific questions that assess the candidate's skills,
abilities and education. These are also used to define the candidate pool reflecting the
basic and preferred qualifications for the job. The system automatically groups, ranks
and sorts candidates based on their answers. Each response is also tracked in history
providing a clear, defensible, consistent approach to pooling for tracking and reporting
purposes.
Assessment: Taleo provides and open platform for leveraging scientific

assessments as part of the screening process. Clients can build their own assessments,
use Oracle/Taleo's or deliver a preferred vendor's assessment - or any combination of
these options providing ultimate flexibility.
Interview: Evaluation management enables clients to build dynamic interview

guides and capture rankings from the various members of the interview team.
Other Services: Finally, where appropriate, 3rd party services such as background,
WOTC or reference check services can be activated, the results of which can auto-
progress the candidate through the workflow or disposition them where results so merit.
2. Based on the form layout and our user's permission, the user can view the screening
components that are part of this requisition.
It is important to recall that when our user created this requisition, the content
was automatically populated based on the template selected. In other words, the client
associated prescreening content with the selected job code, and it was automatically
populated as we will see in the following screens.
Click on the Prescreening link to view the

prescreening content associated with your requisition.

Step Action
3.
Disqualification questions are created and assigned to either locations and/or job
functions. Based on the corresponding values in the requisition, the disqualification
questions are automatically populated and cannot be edited by the end user.
This ensures that the appropriate content automatically becomes part of the requisition.
Select the “Disqualification Questions” link to view the defaulted

questions:

Step Action
4.
Next select the “Skills” link to add/view competencies and skills to

the requisition.
The system provides almost both technical and behavioral competencies that can
be used for prescreening purposes.
These same competencies can later be used as part of performance reviews and
development activities providing a common language of talent across all phases of talent
management.
This provides a mechanism against which to evaluate and build selection models that
will better predict performance and time to contribution for new hires based on
proficiency levels and attainment of these skills by successful incumbents in the role
over time.
Click the “Add” and “Remove” buttons to add or remove skills to/from the
requisition.

Step Action
5.
Next select the “Questions” link from the requisition table of contents
to add/view prescreening questions to the requisition.
Structured prescreening questions are the most commonly used

prescreening tools.
Clients can create an unlimited library of questions and pre-assign them to job
codes or even build competency models that can include both skills and prescreening
questions which can be applied easily and quickly to new requisitions.

Step Action
6. Based on user permissions, the recruiter or manager can be given rights to add questions
to the requisition from the screening library.
Limiting users to adding questions from the centralized library is a best practice
and drives consistency in prescreening. Questions can be used later for searching and
matching purposes, so the more they are commonly used, the best the data set for
candidate mining.
Click the “Add” button to access the question library
Click “Select” to select the desired question.
Click “Done” to return to the requisition form.

Step Action
7. The user can be given permissions to remove questions from the requisition where
defaulted questions might not be applicable to this posting.
Select the question you wish to remove by clicking on the checkbox to the left of
the question.
Click the “Remove” button to remove it from the requisition.

Step Action
8.
The final step will be to determine which answers will be required and which
will be assets. This will drive the automatic sorting and ordering of the candidate list
based on the importance of the individual requirements. This feature saves recruiters
time and drives the defensibility of the process by creating an automated, consistent way
of ranking candidates.
 Requirements correspond to the basic qualifications for the position. In other
words, the candidate must meet this requirement to meet the basic qualifications
for the role.
 Assets are preferred qualifications or "nice to haves" that can be used to further
weight and rank candidates. When a group of candidates meet all of the basic
qualifications, assets help further distinguish candidates from one another.
Click an entry in the list and assign it as either a requirement or an asset by

selecting the appropriate value from the “Require/Asset” column in the question section
of the requisition.
You will also notice that you can add weighting to questions as well to give
some answers more importance than others. We will not cover this in detail
during this training; however, feel free to play with the weighting if desired.
9.
The small amount of additional effort in adding and ranking prescreening
questions and competencies will pay big dividends later for the recruiter in reducing the
time to identify the best candidates for the role.
Candidate list will automatically sort and rank candidates based on their prescreening
responses. This automates the most time consuming component of screening - creating
the short list - and enables the recruiter to instantly identify the top candidates and focus
on them immediately.
End of Procedure.

Managing Job Descriptions

Procedure
One of the most powerful tools in the Oracle Taleo Recruiting application is the configurable
job descriptions. The recruiter’s job is to make the new requisition as compelling and interesting as
possible in order to attract the attention of qualified candidates.
Step Action
1. Using the requisition form navigation, you can quickly review both the external and
internal job descriptions for the requisition.
Click on the Requistion table of contents and select the Job Posting Description
list item.

Step Action
2. To better edit the job description, use the "Enlarged" view to get a full-screen view of
the job description or qualifications.
Click the Enlarged view button displayed above the job description editing
window.
Step Action
3.
As you can see, the enlarged view gives the recruiter ample space to edit and/or
add additional content or formatting. The familiar rich text editing buttons (similar to
what you might see in Word or other word processing tools) make it easy for her to add
bullets, bold text, change fonts, etc.
Finally, users can perform even more detailed formatting, by viewing/editing the
underlying HTML code.
Click the Source option displayed above the job description.

Step Action
4. While most recruiters would seldom access the HTML code itself, system and/or
content administrators who configure the job templates and baseline look and feel of job
descriptions find this a very powerful tool to deliver 'copy-ready' job descriptions to
their recruiters.
Click the “Ok” button to return to the job description window.

Step Action
5.
It is always a best practice to save your changes incrementally by clicking on the
save button, especially when making a number of changes. This leaves the form in edit
mode but ensures that changes made to this point are saved. When you’ve completed all
of your edits, the "Save and Close" button close remove the form from edit mode and
enable you to take the next steps in the workflow.
Finish your edits, and click the “Save and Close” button.
6. With the job description complete, you are ready to move on to the next step in
reviewing her new requisition.
It is important to note, that you can manage the internal and external job
descriptions separately. They could be exactly the same or very different depending on
the messaging the organization desires to deliver to its respective internal and external
talent pools.
End of Procedure.

Assigning Screening Services

Procedure
During the course of the selection process, we may desire to leverage additional screening tools to
augment selection activities. These might be tools like validated assessments, background screening
or tax credit screening.
Some of these may be tools managed by the organization; however, in many cases these are services
provided by partners. These services can be predefined as part of the template and/or assigned to the
requisition by the recruiter.
Step Action
1.
Navigate to the “Screening / Partner Services
section of the form by clicking on the appropriate link in the Requisition table of
contents.
This section of the form is dedicated to screening services. Screening services are
tools and services that supplement the selection process. This can include anything from
background check, reference check, assessment and other services that are either
delivered by partners or even other Oracle Taleo modules like assessment and self-
service interview scheduling (Scheduling Center).
Here you can review and/or add any services appropriate for the screening of candidates
applying to your new requisition.

Step Action
2.
Select a new assessment screening service for Assessment. Check the box to the
left of the “Assessment (provided by Taleo), and select the “Professional” option from
the Assessment Version drop-down list.
.
3.
Based on the configuration of the candidate portal, the candidate may be
presented with the services as part of the application process. Activating the service also
allows the recruiter to trigger the service at a later point in the selection process.
It is important to note that the Oracle Taleo Recruiting application is integrated

with over 200 different service providers. These are pre-built integrations created on the
same platform to which partners must certify. In doing so, we have created a scalable,
predictable plug-and-play partnership model that significantly reduces the time, effort
and cost in developing these types of integrations.
4.
Click "Save and Close" to save the change.
5.
End of Procedure.

Adding Evaluations / Questionnaires
Procedure
During the course of the selection process, the Recruiting Team may wish to collect feedback and
evaluation information on the Candidate. This can be achieved through the Evaluation Management
feature, which allows clients to build questionnaires and evaluation forms, attach them to Requisitions
(directly or via a Requisition Template), and distribute them via email to collect feedback online. All
feedback is collected and aggregated within the system, and can be viewed by those with appropriate
security privileges.
Step Action
1.
Navigate to the “Questionnaires” tab of the Requisition form
This form is dedicated to the creation, attachment and deletion of Questionnaires

to a Requisition. A Requisition can contain many Questionnaires, each to serve a
different purpose, and to collect different information about a Candidate. Questionnaires
are created and saved in a Questionnaire Library.
Here you can preview, add and delete any Questionnaires that will be available to
distribute to people associated with this specific Requisition.
2.
Select ‘Add’ to view the Questionnaires that are
available from within the Library to add to the Requisition.
.
3.
Click next to the Competency Assessment Post Interview
Quesionnaire to attach it to the Requisition

Step Action
4.
Click to return to the Questionnaire Tab.
You will now see that you have attached a Post Interview Questionnaire to the
Requisition
5.
From here you can preview how the Questionnaire will look to the end user.
Click on the radio button to the left of the Questionnaire title
and then click above.
You can see from the sample Questionnaire that the questions contain a mixture
of free text fields, radio buttons and drop down lists to allow maximum flexibility and a
mixture of qualitative and quantitative data. Questionnaires can be created in as many
languages as you have configured within the system.
Click to return to the Requisition

Step Action
6. Now that we have reviewed all aspects of the requisition, the vast majority of which
were pre-populated into the form just by selecting the desired job code or title, we are
ready to route the requisition for approval and sourcing.
End of Procedure.

Approval Management
Approver Selection
Procedure
The Oracle Taleo Recruiting Application provides robust workflow capabilities for requisition
approval routing. The process can be as simple as the user selecting the appropriate approvers. Or the
client can define/employ dynamic business rules that create and route the approval workflow based on
various conditions in the requisition.
Step Action
7. Once saved, the "Request Approval" action will appear in the "More Actions" drop-
down at the top of the requisition form.
The client can define the fields in the requisition that must be completed before
the requisition can be saved, approved and/or posted. Where approvals are concerned,
this ensures that recipients have all the information they need in order to make an
approval decision.
Click on the More Actions drop-down at the top of the requisition for, and select
“Request Approval” from the available options.

Step Action
8.
If the “Request Approval” option is not visible, you are missing a required field
from the form.
The "Request Approval" action only appears when these fields have been
completed. If the action is not available (as pictured here) the user can quickly validate
which field(s) are missing by clicking on the Diagnostic tool in the left-hand tool
bar.
9. Based on the client's approval process, the system can default or derive approvers as
illustrated here.
Users can also be given permissions to adjust or create the approval workflow by
selecting additional approvers.
Click the "Add Approvers" button at the bottom of the form to

select an additional approver.

Step Action
10. The filters on the left hand side provide a number of different tools to navigate and find
the desired approver.
Find the recruiter user assigned to you for this training.
Click "Select" button to the right of your recruiter user to add him/her
to the workflow.
11. You can also adjust the order in which the approvals will be sent, and add any desired
comments or instructions.
Click "Done," and the approval notifications will be sent in turn to

each selected approver.
Each recipient will be able to review and execute their approval decision either
from within the system or from within their email inbox.
12. Once approval has been requested, an “Approvals” tab will appear in the list of tabs
above the requisition.
Click on the “Approvals” tab to view the progress of your approval request. Here
you will be able to view the details of each approval decision as it happens. You can
also send reminders and/or amend the approval path as necessary.

Step Action
13.
The application tracks each individual approval. Each decision is date/time
stamped and clients can measure the overall time it takes for requisitions to be approved
as well as the time it takes for each approval to occur. This gives important insight into
how the client can continue to improve and streamline their time to fill.
End of Procedure.

Approval Execution
Procedure
Approvals decisions can be captured from the user's desktop and/or directly from the approval
request email. This depends on the user's preferences set in their user account.
When approving from the desktop, the approval request appears as a task on the recipient's task list.
To complete the following exercise, you must have sent the approval request to the recruiter
user you were assigned per the instructions in the previous section.
Step Action
14.
From the recruiter home page, click on the link entitled ‘To be completed’ within
the section entitled “Tasks.”

Step Action
15. This opens the task list. Note the system has automatically filtered tasks to the
requisition approval task(s) assigned to this user.
Click on the "Approve Requisition" link to open the approval

window and enter the approval decision.
16.
Click the decision drop-down, and select "Approve" from the lists
of values.
Click the “Done" button to save the approval decision.

17.
Upon entering your approval decision, the system automatically tracks it as part
of the requisition history.
In situations where multiple approvals are required, each is tracked and can be viewed
and/or reported on individually.
18. The approval task is now marked as complete.
Return to the recruiter home page by clicking on the "Recruiting" link
at the top of the page.

Step Action
19. As mentioned, approvals can also be executed from email. The approval decision
process works exactly the same way and is recorded in real time. This email-based
capability helps streamline and speed up the approval process for users who are not
frequently in the system and/or only perform an approval role in the process.
End of Procedure.

Candidate Sourcing
Candidate Search
Procedure
Once approved and opened, the requisition is ready for sourcing.
The client's candidate database will quickly become one of its most effective sourcing tools.
Each candidate in the candidate database represents an investment on the client's part in terms of
previous selection processes, open houses, recruiting efforts and marketing - all the activities the
client has done over time to attract and engage talent.
The ability to use this candidate database as a sourcing tool, is an important component of the
client's return on investment.
The Oracle Taleo Recruiting application provides two types of search: structured (e.g. fielded
and key-word driven) and conceptual (using concepts in the job description and qualifications in the
requisition and comparing those to concepts in the candidates profile to create a list of matching
candidates).

Step Action
20.
Now that you have a complete requisition, you can leverage all the details from
the requisition and create a search query with a single click.
Click on Structured Search icon at the top of the requisition
21. This opens the search form. Notice that it is pre-populated with all of the details in the
requisition including location, requirements and even skills and prescreening questions.
Click the "Customize" button at the top of the form.

Step Action
22.
All fields in the system (including client-defined fields or UDFs) can be made
searchable by the system administrator. You can scroll through the list to find the
field(s) and add them to the search query.
Click on the “All” drop-down to see the various categories by which the fields
can be filtered..
23. Due to limited data in the training database we will not add fields to the search as a
formal exercise, however, feel free to explore the available fields and add them as
desired.
Click "Done" to return to the search form.
24. Now that you have returned to the search window, you can indicate which criteria must
be met in order to return a match by indicating whether the value is required or desired
in the "Required" drop-down.
Scroll down to the location section of the search form.

Step Action
Click the “Required” drop-down to see the different options that can be assigned
to each search criteria added to the form:
25.
Finally, you can also tailor the keyword search to include a string of keywords
using Boolean logic, wildcards, etc.
In the example above, the search include anything with the prefix "Account" like
Accountant, Accounting etc. or anything with the verb "Account" in it like Accounts.
The asterisk is the wildcard operator.
26.
Click the "Search" button to run the search. This.
This will search across all candidates and include not only fielded data but will
also search any attachments (e.g. resume, cover letters, etc.) that are part of the
candidate's profile.
27. Once the search executes, you can return to the query to adjust the criteria, etc.
Click the Return icon in the upper right hand corner of the form to return
to the search form
28.
There’s a good chance only one or two candidates were returned by the search
due to limited data in the training database. You can adjust the search criteria to return
more results.
By default, the search included the work location indicated in the requisition.

Step Action
Clear the defaulted value in the location field to open the search to additional locations:
29.
Clicks search again to re-run the query.
Now the search should return additional matches which you can begin to review
and work with. If not, continue to alter the search criteria until you return a few
candidates for the next step of the exercise.
30.
As mentioned earlier, the client’s candidate database will quickly become one of
its most effective sourcing tools.
One of the reasons this is the case is that the recruiter can take numerous actions with a
candidate or against the list as a group (as will be described later in this demonstration)
to continue to build a good working relationship and keep the candidate engaged.
Click on the name of one of the candidates returned by your search.
31.
Use the scroll bar or the table of contents to move through the candidate’s record
to become familiar with his experience, education, etc.
32.
Click on the attachments tab at the top of the candidate profile:
Any match to her keyword search will be highlighted, whether in his profile or
within any attachments to his record. Here we see a number of matches to the keyword
"sales" helping the recruiter get a sense of how closely the candidate might meet the
requisition's requirements.

Step Action
33.
All attachments are available in their native format (pictured at left under in the
column, "File Name". The system also creates an HTML copy to ensure that the user
can open the file regardless of its application of origin. In the HTML file, any keyword
matches will also be highlighted.
Click the link representing your candidate’s resume. It should look something like this:
If your candidate does not have a resume attached, simply select another
candidate from your search

Step Action
34.
Scroll through the converted resume to see the highlighted elements representing
each key word match.
Click the Close button in the upper right hand corner of the form to return to
the candidate profile.
Step Action
35.
As mentioned above, the recruiter can take any number of actions with the search
results to build candidate pools, correspond, set follow-up tasks, track her activities, etc.
All of these actions help the recruiter build a pipeline of engaged, interested candidates
that can be leveraged when needed in the future
We’ve just learned about the structured search capabilities. For our hands-on purposes
today, let's explore the other type of search, conceptual search, before taking some of
the aforementioned actions.
Click on the "Requisitions" link to return to the list of requisition.

36.
Open the requisition you created earlier by clicking on the requisition title.

Step Action
37.
Next we will learn about conceptual search. Conceptual search uses complex
algorithms to understand and compare concepts described in the job description,
qualifications and candidate profiles.
Sometimes called "fuzzy logic" searches, conceptual search matches ideas rather than
keywords or fielded data elements.
Click on the conceptual search icon at the top of the requisition form.
38.
The system automatically returns a matching list of candidates for further review
and action.
Notice the system has automatically presented them in descending order of relevance
reflecting how closely they matched the concepts in the job description.
Across the top of the list, you will see a number of different icons representing the
different actions that can be taken from the search results view. As mentioned earlier,
actions can be taken individually or against groups of candidates.
Mouse-over the “Add Comments icon .
The recruiter can select any number of candidates and add comments to their history
tracking for future reference.

Step Action
39. You can also file the candidates in a personal or shared folders for future reference and
candidate relationship management activities.
Mouse-over the “File in a Folder” icon
40. For our purposes today, let’s create a folder and place candidates in it. We will reference
this folder later in the Candidate Relationship Management section of our training
Select a handful of your candidates returned by your search by clicking on the

checkbox to the left of their names
Next click the folders icon
Select “Create Folder”
Name the folder, “Accounts”
Click “Done” to complete the task. This will place the selected candidates in your
new Accounts folder.
41. In addition to these examples, you can select actions from the "More Actions"
drop-down like send correspondence. We will review these actions

in detail in a later section of today’s hands-on.
Return to the list of requisitions by clicking the "Requisitions" link in banner at

the top of the page.
42. The ability to leverage the Organization's existing candidate database to find viable
candidates provides a faster and less expensive avenue to find good candidates.
These are individuals who have already expressed some interest in the organization. In
many cases, these candidates have already been reviewed or interviewed for previous
postings. This insight can further accelerate the process.
End of Procedure.


Posting to the Client's Career Section

Procedure
The Oracle Taleo Recruiting application provides a number of tools to execute the sourcing strategy
for all types of requisitions.
These tools include the ability to post to any number of client-hosted career pages supporting various
types of internal and external recruitment activities. Clients can also post to social media they desire
to use; they can post to any desired job board(s) from a single page, and even invite agents/agencies to
submit candidates where necessary.
Step Action
43. Now that our requisition has been approved, and we’ve searched the internal candidate
database, let’s look at some of the resources available to advertise our new opening to
various external and internal audiences to maximize the chances of finding the best
candidate to fill the role.
To access the Sourcing Manager, click on the link in the

"Status Detail" column.

Step Action
44. This is the sourcing manager - a single page in which you can configure any/all options
necessary to source this position.
First on the list is to post the requisition to her company's website.
“Career Section” is the Oracle Taleo term for portals the company hosts on its
internal and external websites. Clients can create as many portals as their business needs
require. These are configured by the client through the Configuration portal at no
additional cost.
To access the portals available to her for this type of posting, clicks on the
"Modify" button in the Career Sections portion of the page.
45.
To select the desired portal(s) for posting, click on the Posting Status" checkbox
to the right of the portal. Adjust the dates that the posting will begin and end as desired.
For today’s hands-on session, please make sure you select today’s date as the
posting start date.

Step Action
46.
Notice also that, by default, the system will automatically email any candidates
who meet the requisition's criteria to alert them that a new job has been posted in which
they might be interested.
This is another simple example of how the application helps the client continue to
leverage its candidate database and also how the system can proactively engage
candidates who have expressed interest in receiving such notifications.
47.
Clicks "Done" to return to the sourcing manager. The job is posted
automatically based on your configurations.
48. If there were candidates matching your requisition, you could preview the matching
candidates and even tweak the matching criteria to find and engage candidates who are
in the candidate database
Click the “Preview Matching Candidates” button

49. Once the position is posted to the client's website, the user can then begin to leverage
the other built-in sourcing tools like social media, job boards and agencies.
End of Procedure.

Posting to Job Boards & Social Media

Procedure
Once the position is posted to the client's website, the user can then begin to leverage the other built-
in sourcing tools like social media, job boards and agencies.
These give the client a great deal of flexibility to strategize and source different types of roles
throughout their organization. Additional, the system tracks source performance and activity giving
the client excellent insights into the return on investment they receive from various sources.
Step Action
50.
Click on the “Share” link to the right of the “Preview Matching Candidates”
button.
This link is only available once you have posted your requisition
externally.
51. We will not actually post the new requisition to any social media.
Step Action
Click outside of the list box to close the social media list.
52. Next, we will review the process for posting to job boards to source this requisition.
Oracle Taleo Recruiting uses eQuest as its job board aggregator. eQuest is one of
our most deeply integrated partners.
There is no additional cost for the eQuest integration. eQuest also waives transaction
fees for a handful of commonly used boards. Clients who desire to expand beyond these
enter a separate agreement directly with eQuest.
Scroll down until you arrive at the Job Boards section of the sourcing manager page.
Customers can manage the posting of the Requisition to multiple Job Boards,
and Job Board Aggregators (e.g. eQuest) from this form.
eQuest manages all of the integrations to/from the various job boards which further
streamlines the posting process and overhead it would take to otherwise manage these
integrations manually.
If the job is put on hold, filled or otherwise canceled, etc., the system will automatically
send a message to the job board to unpost the position. This further saves the user time
and effort removing the burden that would be required if managing these postings
manually.
End of Procedure.

Posting to Agents/Agencies
Procedure
The Oracle Taleo Recruiting application provides a built-in Agency management module in
which the client can identify, categorize and maintain interactions with each of the direct hire and
contingent labor agencies.
Core components of this feature include the ability to create accounts for each agency/agent,
correspondence to referring entities, any number of configurable agency portals through which agents
can submit candidates when invited and configurable duplicate checking that prevents submissions of
any duplicate candidate by an agent/agency.
Step Action
53.
Scroll down to the “Staffing Agents” section of the form.
Click on the "Modify" button to open the Agency posting dialogue

box.
54.
The agents presented here are based on a match between the criteria in the
requisition like job function and location and any designations defined in the agency
account, e.g. similar designation as an agency that supports certain job type(s),
location(s), etc. The system has pre-filtered the list of agents to those who are aligned to
support this type of role.
Click "Select" to add the agent(s) to the list of selected agencies.

Step Action
55.
Notice a similar date selection to that which we saw when posting to the client’s
career section.
This is important as the agent can only submit to roles by invitation during the specified
submission window. Once the window has closed, the agency will no longer be able to
submit candidates for this role.
Define the dates of invitation using the date selector fields.
This allows the client to define which agencies will have first opportunity to
submit candidates. The client could have a multi-tiered approached in which its
preferred agency could have a predefined timeframe to submit candidates, and if the
position is still posted at the end of that time, have the system automatically invite the
next agency to submit, etc.
56.
Click the "Post" button to invite the agent to begin submitting candidates.
Click the "Done" button to return to the Sourcing Manager.

57.
As soon as the posting is activated, the agency/agent will receive an invitation to
submit candidates. This is just one of many configurable correspondences the client can
maintain in their correspondence library.
Automated correspondence can also be configured to acknowledge submissions entered

by the agent as well as to notify and engage the agency candidate that was submitted.
This provides an automated way of inviting the candidate to review and update
information submitted by the agent.
End of Procedure.

Oracle Taleo Recruiting: Requisition Management Training Guide - Section 2

Hochgeladen von

Dokumentinformationen

Originaltitel

Copyright

Verfügbare Formate

Dieses Dokument teilen

Dokument teilen oder einbetten

Freigabeoptionen

Stufen Sie dieses Dokument als nützlich ein?

Sind diese Inhalte unangemessen?

Copyright:

Verfügbare Formate

Oracle Taleo Recruiting: Requisition Management Training Guide - Section 2

Hochgeladen von

Copyright:

Verfügbare Formate

Oracle Taleo Recruiting

Training Guide - Section 2

Oracle/Taleo Staffing - Requisition Management .......................................................................... 3

Basic theme, concept or point of the exercise

Action step that is part of the hands-on exercise

Important value, note or differentiator

Section 2 - Oracle Taleo Recruiting – Requisition Management ii

Oracle/Taleo Staffing - Requisition Management

Section 2 - Oracle Taleo Recruiting – Requisition Management 3

To begin the process, click, "Create Requisition." in the

Click the “Selector” button to view a list of available templates.

Oracle Taleo Recruiting – Requisition Management 4

Select the appropriate Hiring Manager and click to continue.

The Organisation, Location and Job Function can be automatically populated

Click the “Selector” button next to the Organisation to view a list of

Click next to your Training Organisation

Oracle Taleo Recruiting – Requisition Management 5

for the User.

to proceed to the final step of the requisition creation wizard.

Oracle Taleo Recruiting – Requisition Management 6

Navigating the Requisition Form

Oracle Taleo Recruiting – Requisition Management 7

Click on the Requisition Table of Contents drop-down to the right of the

Oracle Taleo Recruiting – Requisition Management 8

Oracle Taleo Recruiting – Requisition Management 9

Structured prescreening gives clients a configurable, consistent and defensible way of

Oracle Taleo Recruiting – Requisition Management 10

Disqualification Questions: Also known as knock-out questions. These reflect the

Assessment: Taleo provides and open platform for leveraging scientific

Interview: Evaluation management enables clients to build dynamic interview

Click on the Prescreening link to view the

Oracle Taleo Recruiting – Requisition Management 11

Select the “Disqualification Questions” link to view the defaulted

Oracle Taleo Recruiting – Requisition Management 12

Next select the “Skills” link to add/view competencies and skills to

Oracle Taleo Recruiting – Requisition Management 13

Structured prescreening questions are the most commonly used

Oracle Taleo Recruiting – Requisition Management 14

Click the “Add” button to access the question library

Click “Select” to select the desired question.

Click “Done” to return to the requisition form.

Oracle Taleo Recruiting – Requisition Management 15

Click the “Remove” button to remove it from the requisition.

Oracle Taleo Recruiting – Requisition Management 16

Click an entry in the list and assign it as either a requirement or an asset by

Oracle Taleo Recruiting – Requisition Management 17

Managing Job Descriptions

Oracle Taleo Recruiting – Requisition Management 18

Click the Source option displayed above the job description.

Oracle Taleo Recruiting – Requisition Management 19

Click the “Ok” button to return to the job description window.

Oracle Taleo Recruiting – Requisition Management 20

Oracle Taleo Recruiting – Requisition Management 21

Assigning Screening Services

Oracle Taleo Recruiting – Requisition Management 22

It is important to note that the Oracle Taleo Recruiting application is integrated

Oracle Taleo Recruiting – Requisition Management 23

Adding Evaluations / Questionnaires

This form is dedicated to the creation, attachment and deletion of Questionnaires

Oracle Taleo Recruiting – Requisition Management 24

Click on the radio button to the left of the Questionnaire title

and then click above.

Click to return to the Requisition