Formatting Job Requisition Data

Objectives

After completing this lesson, you will be able to:

  • Format job requisition data

Best Practices for Job Requisition Data Formatting

Formatting data in a job requisition requires the use of best practices.

SAP SuccessFactors Recruiting Management Best Practices for Location

The most common error in data formatting involves location information.

Multi-location Job Posting

Multi-location posting only works with the standard Location Foundation Object field. Functionality allows for job requisitions with multiple location values, where a job can be filled in more than one location. One of the location values must be selected as the Primary Value. Each of the location values is sent to Recruiting Marketing.

The advantages of using the Location Foundation Object include the following:

  • You don’t need these fields on the requisition: City, State, Postal Code.

  • You don’t always need to maintain two Country fields. For example, the Country filter field (for the Careers page) is not needed.

  • Note that if your customer uses application overrides, you will still need to set up the standard country field and select the options from Admin CenterSet up Job Board Options.

  • Note that the standard country field is used for Data Privacy, too.

Note
Instruction for creating Location Foundation Object field is covered later in this course.

Original Recruiting Marketing Location Functionality (if Location Foundation Object Field is Not Used)

The considerations for Recruiting Marketing locations include the following:

  • "Location" within Recruiting Marketing typically referred to the concatenation of specific Recruiting Marketing fields: City, State, Country, and Postal Code (when used).

  • Examples:

    • San Francisco, CA, US, 94103

    • Sydney, Australia

  • The data is made up of the following elements:

    • City: Required for all jobs

    • State/Province: Should be populated for all jobs

    • Country: Required for all jobs

    • Postal Code: Not required, but can be very useful in supporting Recruiting Marketing features such as radial search

When using these fields, consider the following:

  • If the location is not configured correctly, there will be issues with the job map, search grid, job distribution, and more.

  • For every job specify a single, primary location.

  • A multi-select picklist cannot be used for location.

  • Secondary locations can be listed in a separate field or in the body of the job description. In that case, you will enable only the Keyword search on the career site and disable the Location search from Command Center. Then, when candidates search for any location, it will be found from the Keyword search.

Note
Detailed information is covered in SAP SuccessFactors Recruiting Marketing Academy (THR84).

SAP SuccessFactors Recruiting Management Best Practices for the Job Title and Job Description

The best practices for the job title and job description are as follows:

  • Job Title: Use the extTitle field.

  • Job Description Content: Use the extListingLayout field. The first few sentences of the job description should be specific to the job.

  • Job Description Formatting: For REC customers using Real-time Job Sync (RTJS), formatting is not removed from postings, so customers must make sure to properly format their posted jobs. When pasting job description content from a Microsoft Word document, use the "Paste from Word" button. Bullets and fonts come across from Recruiting Management to Recruiting Marketing for customers using RTJS. The use of advanced HTML, such as tables or heavily formatted content, is not recommended and may result in display issues in Recruiting Marketing and downstream boards. Simple tags like <li>, <b>, and so on are acceptable, but not advanced tags such as <div> and <span>. If job information is not displaying properly, or customers need to make changes, they can update their job descriptions in real time.

SAP SuccessFactors Recruiting Management Best Practices for Other Fields

The best practices for other fields are as follows:

  • Job Category, Function, Industry: The category or industry that the listing falls under. A category field is crucial for Recruiting Marketing, so make sure to map a field from Recruiting Management containing basic job category data. Examples are Information Technology, Healthcare, Retail, or other broad descriptions. (Highly Recommended)

  • Department, Organization or Business Unit: The department or work area that describes the job. This appears as a sub-listing under the category field, and is recommended to be a picklist. Examples are Clinical Staff, Web Development, and so on. (Highly Recommended)

  • Experience and Education Level: The experience or education level required for the role. Examples are Professional, Bachelors Degree, and so on. Recommended to be a picklist. (Highly recommended where appropriate)

  • Facility: The physical location or branch where the posting is located. This could be ‘1514 Left Street, Store #0380’ or ‘Northbrook Branch’. Recommended to be a picklist. (Highly recommended for retail, banking, and other customers with multiple locations in a city)

  • Job Type: This field designates what type of position is available. Typically, this is full-time, part-time, or contract. Recommended to be a picklist. (Highly recommended where appropriate)

  • Shift or Schedule: This field designates the job hours. Typically this is listed as first shift, overnight, 8–5, and so on. Recommended to be a picklist. (Highly recommended where appropriate)

  • Brand: Use this field only if your customer has a multi-branded Recruiting Marketing site. This field determines which brand attributes are displayed on a job page. This field only supports alphanumeric characters, and not spaces or special characters. Recommended to be a picklist. If the customer wants to write rules based on the brand value, it must also be mapped to another field, like Custom Fields 1-5 or Business Unit.

  • Custom Field 1: The five additional custom fields can be mapped from Recruiting Management as needed for additional data or rules. However, it is recommended that you leave these blank if possible, as Advanced Analytics can use them as needed.

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