SAP E-Recruiting Part 3: Source Talent Globally While Supporting Local Regulations and Business Needs

  • by Mark Ingram, Consultant, Ingram Talent, Inc
  • August 15, 2005
Recruiting practices not only determine the quality of your employees but also must comply with local and international business laws. Learn the important considerations for using SAP E-Recruiting in a global environment. Most of these tips for using SAP E-recruiting are also valid for single-country deployments.
Key Concept

A context is a version of the user interface driven by the desired user experience. This experience is determined by both business and user needs. For example, experienced engineers might only complete the registration process if they are presented with very few fields. The context drives which screens are shown in which order, and the attributes of fields on screens (e.g., whether fields are required or hidden).

Although meeting the needs of different businesses within a global organization is challenging, supporting external users such as job candidates is even more complicated because they are unfamiliar with your organization’s culture, processes, and technology. Supporting processes across different cultures and geographies adds a layer of complexity.

SAP E-Recruiting allows you to standardize your global talent management strategy while still meeting local needs. We will show you what to consider when planning for a global SAP E-Recruiting implementation.

We’ll use the example of company X, which has 20 business units in eight countries. You’ll see how it uses SAP E-Recruiting to comply with local regulations — from protecting data privacy to data retention practices — and how it adapted SAP E- Recruiting to meet its varied business needs. We’ll start with four compliance practices.

Mark Ingram

Mark Ingram is a recruiting technology consultant and entrepreneur with a focus on SAP systems. Mark was the product manager at SAP for E-Recruiting before consulting. You may follow him on Twitter @ingramtalent, or read his blog at http://blog.ingramtalent.com.

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