<![CDATA[Think Talent]]> https://www.thinktalent.net/Communities/Blogs http://www.rssboard.org/rss-specification SunBlogNuke RSS Generator Version 8.0.3.0 Tue, 19 Mar 2024 06:58:07 GMT Tue, 19 Mar 2024 06:58:07 GMT en-us hostmaster@tritoncommerce.com (Think Talent) 0 <![CDATA['Tis the season for OHUG]]>https://www.thinktalent.net/Communities/Blogs/entryid/3/tis-the-season-for-ohugSpring has officially sprung! In Minnesota, that means that the grass is getting greener, the flowers are blooming, and the snow has (almost) all melted. It is also the time of year that you will find the ThinkTalent team busy getting ready for OHUG 2017 Global Conference! What is OHUG, and why the excitement? OHUG stands for Oracle HCM Users Group and every year the OHUG Global Conference is an opportunity for clients and partners across the Oracle E-Business Suite, PeopleSoft and HCM Cloud (including Fusion and Taleo) applications to gather for a week of knowledge sharing and networking. This year’s conference will be June 6th-9th in Orlando, FL.

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Spring has officially sprung! In Minnesota, that means that the grass is getting greener, the flowers are blooming, and the snow has (almost) all melted. It is also the time of year that you will find the ThinkTalent team busy getting ready for OHUG 2017 Global Conference! What is OHUG, and why the excitement? OHUG stands for Oracle HCM Users Group and every year the OHUG Global Conference is an opportunity for clients and partners across the Oracle E-Business Suite, PeopleSoft and HCM Cloud (including Fusion and Taleo) applications to gather for a week of knowledge sharing and networking. This year’s conference will be June 6th-9th in Orlando, FL.

 

As an Oracle Gold Partner, ThinkTalent makes the commitment to attend OHUG each year. We use this time for staying up to date on Oracle roadmaps, participating in break-out sessions, problem solving and brainstorming with other attendees, and making new connections within the Oracle family.  Between the sessions and everything else, there are always many take-aways each year that we  can share with each other and our clients. We also take our commitment to fun rather seriously- our exhibitor booth has been known to have a line of people waiting to play black jack, “beer” pong or Yahtzee!

 

One of the most valuable offerings at the conference are the break-out educational sessions. This year, you will find the ThinkTalent team leading or co-leading 8 of the sessions with topics ranging from addressing audit requests, custom integrations, evergreen and seasonal requisitions, background integrations within the onboarding process and the power of reporting.

 

A question we often get from clients is “why should I attend OHUG? Is it worth it?” Absolutely. Aside from the educational content that is highlighted at the conference, the networking opportunities are worth your time and investment. Attendees have the chance to meet other practitioners who are using the same products and hear about how they have encountered and overcome challenges. The break-out sessions draw people with similar interests, but the Regional User Groups (RUGs) and Special Interest Groups (SIGs) provide an especially unique opportunity for attendees to meet and brainstorm with people who have similar business requirements or challenges that they need to solve for.

 

If you are planning to attend OHUG 2017, the team has put together a list of important to-dos to make sure you get everything you can out of your time! We hope to see you there!

 

  1. Start by preparing a list of priorities, questions or challenges that you are currently struggling with. If you do not find break-out sessions that address these, seek out the experts to help you! If you don’t know who the right person is, ask other attendees or Oracle team members.
  2. Review the break-out session content and find those that align with your priorities. If you have multiple attendees from your company, divide and conquer and then circle back after the conference to teach one another.
  3. Attend a RUG or SIG! The open forum discussion between different companies is invaluable.
  4. Visit the vendor exhibition and seek out conversations with vendors that offer technology/tools that are a high priority to your business. And while you are there, seek out ThinkTalent!
  5. Network, network, network. Introduce yourself to people and ask them questions about their business—you may find you have similar interests!
  6. Bring your business cards and exchange them with the people you meet! Jot down the interesting topics/conversations you had with people on the back of their cards.

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oracletaleo consultingtaleo enterprisenetworkingKate Stonestromhttps://www.thinktalent.net/Communities/Blogs/entryid/3/tis-the-season-for-ohug#Commentshttps://www.thinktalent.net/Communities/Blogs/entryid/3/tis-the-season-for-ohugMon, 08 May 2017 20:05:00 GMT0https://www.thinktalent.net/DesktopModules/SunBlog/Handlers/Trackback.ashx?id=3
<![CDATA[WHAT DOES THE NEW TALEO UX MEAN FOR YOU?]]>https://www.thinktalent.net/Communities/Blogs/entryid/4/what-does-the-new-taleo-ux-mean-for-youFor those of you Taleoites who may have missed this year’s OHUG conference in Orlando, FL, there were a few things of note. Firstly, Taleo is now Oracle Talent Acquisition Cloud (OTAC) – that’s quite a mouthful coming from such a quippy short name, but the bigger news and the purpose of this article, are the upcoming product roadmap changes.

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For those of you Taleoites who may have missed this year’s OHUG conference in Orlando, FL, there were a few things of note.  Firstly, Taleo is now Oracle Talent Acquisition Cloud (OTAC) – that’s quite a mouthful coming from such a quippy short name, but the bigger news and the purpose of this article, are the upcoming product roadmap changes. 

I’ve been working with OTAC in some form for over 16 years, and during that time, the last major overhaul we saw of the recruiting center was Taleo 10, seven years ago.  So I am really excited about what the latest roadmap has promised regarding a fully mobile experience for users. Now you may be thinking, that already existed. Ah ha, but this is for ALL users.  The prior mobile experiences were for the hiring manager (HM) available via the HCM Cloud app (formerly Oracle Tap), and for candidates via the mobile career sections. But now, after a long wait, OTAC has teased that full Recruiter capability will soon arrive.

As with all their roadmaps, there is a safe harbor statement and no commitments to either a specific feature or the timing of the release, but they did say that the changes would be multi-phased, with some coming as soon as year end 2017. 

  So, what exactly is the big news?  OTAC unveiled during its “Modernizing Your Talent Acquisition Experience” session a new User Experience Design (UX) that was mobile-responsive and targets HMs, Recruiters, and Candidates.  We noticed they specifically said, “UX,” not “UI.”  The historic Taleo changes were always labeled “UI” or “GUI,” but now OTAC is focused on the UX.  The last time we saw a significant GUI change (that felt like a UX change) was when they went from version 7.5 to 10 where the entire look and feel, colors, and configuration options for Recruiting were changed; though the Career Section stayed the same. 

So what’s the difference between a UI and a UX?  Wikipedia defines UX as “User experience design (UX, UXD, UED or XD) is the process of enhancing user satisfaction with a product by improving the usability, accessibility, and pleasure provided in the interaction with the product.[1] User experience design encompasses traditional human–computer interaction (HCI) design, and extends it by addressing all aspects of a product or service as perceived by users.”

Rahul Varshney, Co-creator of Foster.fm, used this analogy “User Experience (UX) and User Interface (UI) are some of the most confused and misused terms. A UI without UX is like a painter slapping paint onto canvas without thought; while UX without UI is like the frame of a sculpture with no paper mache on it. A great product experience starts with UX followed by UI. Both are essential for the product’s success.” [2]

What does all of this mean for you? The OTAC roadmap said the following should be occurring over the next few years, though no time definition was presented:

  • Better, more customized user experiences
  • Candidates will have “engaging and intuitive” experiences. If OTAC can get a more intuitive candidate experience, sign me up. That’s one of the big areas the tool is lacking today – if you have mandatory fields, everyone has to answer them. Wouldn’t it be great if OTAC could present fields intuitively depending on candidate response?
  • For managers, it will be “simple and fast,”
  • For Recruiters “powerful and efficient.” Here’s hoping that “efficient” means less clicking.
  • The career section will undergo a well-needed update to include full mobile capability, landing pages, better branding options, content blocks some of which will be customizable. And for global customers, new languages, browser language detection, and custom content will be multi-lingual.
  • Hiring Managers – for standalone and HCM Suite Customers on TEE 15B, this now works on iOS and Android Devices (tablets and phones). This was already in play, but additional features are now available for the HM.
  • Focused on key Hiring Manager Tasks such as viewing Reqs, Offers, Submissions and Evaluations
  • Transactions such as Approve Reqs & Offers, Disposition Candidates, Add Comments, Complete Interview, Evaluations, Compare shortlisted candidates
  • Create a Simplified Experience, with the ability to Efficiently Complete Tasks and Reduce Time to Hire
  • For the Recruiter, the functionality will be rolled out in multi-year phases, with the primary changes being:
  • Non – flash platform: This is a big deal as Flash has arguably been dying (or died depending on who you talk to) and has been a challenge for many clients because it was unsupported by browsers, with Google being one of the first. This made it difficult for some customers to access OTAC content. Additionally, there have been industry rumblings that the Flash Player may have security risks [3].
  • Leverage JavaScript for a more interactive experience which will utilize Carousel, Advanced Controls, and Conditional Display of Elements: JavaScript is supported by all the browsers and mobile devices. So, with Oracle moving to this format, it allows OTAC content to be displayed on any platform and go mobile without having apps. At some future point, there may not even be an HCM Cloud app since users could access their content directly from mobile devices.
  • Carousels allow multiple pieces of content to occupy a single, coveted space. Imagine the current real estate in OTAC where you must scroll up down and left to right to see all your data – this would be minimized, possibly even eliminated depending on what OTAC does. Carousels and conditional element displays could be more effective for some users, especially those who are more graphically oriented. However, for users who prefer a more list-oriented view, this change may not be desired.
  • Improved usability: A neat little feature that I am looking forward to is the system’s ability to track where you left off on a candidate submission. Today, when you navigate from the candidate file to other screens/tasks, if you return to the candidate file, you must manually re-find your last location (think lots of scrolling and remembering.) But, the future promises that your last location will be highlighted in some way.
  • Mobile & Accessible: HMs and Candidates currently have mobile experiences, but there has been a big gap for Recruiters. Because Recruiters do most of the complex work in OTAC, it was difficult for OTAC to find an elegant way to enhance that experience on the current infrastructure. Now, that dream appears to be finally here. This is a BIG win – imagine the possibilities, especially for those recruiters who are onsite at job fairs, or traveling frequently. Per OTAC, Recruiters will be able to view reqs and candidate submissions, see submission summaries to help quickly process info, have quick/high visibility actions for commonly used actions like email or CSW movement, quickly view and process applications, resume previews, all while maintaining existing user permissions/roles and coverage areas, and with 34 supported languages.
  • Extensible: Generally, extensible means customers could build their own UI elements or port the Oracle UI elements into other apps, but OTAC was slim on details, so I am not sure what capabilities will actually exist here. This could have some exciting possibilities.
  • Users can adopt the new UX when they want to: This part has me scratching my head a bit, as I am unsure why anyone would NOT adopt the new UX, assuming it looks and works as awesome as it sounds. However, OTAC is giving clients the ability to use both the old UI (let’s call it Taleo) and the new UX (let’s call it OTAC) simultaneously. This may be a good option for a client who has both exempt and high-volume hiring – they could use the new OTAC for exempt, and keep Taleo for high. Either way, if you use both, there will be a different link to access OTAC, possibly residing on the Table of Contents page. OTAC would require some configuration changes to adopt, as I would imagine user permissions and configuration profile changes may be needed. And if you use any deep linking or SSO, those would need to be updated. Lastly, clients would need to consider their support strategy since those teams would now have two different “systems” to maintain and troubleshoot.

In closing, will this be usable or practical, and will it make sense for anyone to adopt it? Absolutely. If nothing else, the benefits of giving Recruiters a fully mobile experience makes it worthwhile. Even if a client restricts the use of the new OTAC to just recruiters, and keeps old Taleo for others, it gives you the ability to have all your customers – HMs, Recruiters and candidates – the ability to do business at any time and almost anywhere.  The second major benefit (and for some, this might be the best reason to adopt it) is getting off Flash and moving to a JavaScript platform.  This should significantly reduce user issues accessing OTAC, and if it also means less scrolling, that’s a bonus.  The recruiter changes and the full UX will take a while to fully realize, but if incremental functionality can be rolled out as soon as this year, it will be an exciting and well-awaited ride.

 

[1] https://en.wikipedia.org/wiki/User_experience_design#cite_note-1

[2] https://careerfoundry.com/en/blog/ux-design/the-difference-between-ux-and-ui-design-a-laymans-guide/

[3] http://www.pcworld.com/article/3120904/internet/flash-may-truly-be-dying-this-time-as-adobe-prepares-to-decommission-it.html

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oracletaleo consultingtaleo enterprisenetworkingNicola Grayhttps://www.thinktalent.net/Communities/Blogs/entryid/4/what-does-the-new-taleo-ux-mean-for-youThu, 20 Jul 2017 21:24:00 GMT0https://www.thinktalent.net/DesktopModules/SunBlog/Handlers/Trackback.ashx?id=4
<![CDATA[Taleo Learn]]>https://www.thinktalent.net/Communities/Blogs/entryid/5/taleo-learnTaleo Learn is an incredible, flexible tool that can be customized based on the training needs of users. 

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Rebecca Kuntzhttps://www.thinktalent.net/Communities/Blogs/entryid/5/taleo-learnMon, 21 Aug 2017 19:53:00 GMT0https://www.thinktalent.net/DesktopModules/SunBlog/Handlers/Trackback.ashx?id=5
<![CDATA[ThinkTalent Tech Blog: How to Specify a Logical OR Filter in TCC]]>https://www.thinktalent.net/Communities/Blogs/entryid/6/thinktalent-tech-blog-how-to-specify-a-logical-or-filter-in-tccHave you ever been faced a challenge where you need to use TCC to export a list that pulls data from two separate groups? Standard drag and drop filtering in a TCC export file specifies a logical AND, meaning that all filters must be true for a result to be retrieved.  In the example below, both Filter 1 and Filter 2 would need to evaluate to true:

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Have you ever been faced a challenge where you need to use TCC to export a list that pulls data from two separate groups? Standard drag and drop filtering in a TCC export file specifies a logical AND, meaning that all filters must be true for a result to be retrieved.  In the example below, both Filter 1 and Filter 2 would need to evaluate to true:

 TCC Report

In cases where you need to specify multiple filter items, you can use a complex filter with an OR statement.

Taleo

If there are only two elements needed, an OR statement may be the way to go.  Referring to the example above, say you are looking to pull users that are in one group OR another. In this sample, we are filtering in a user export to only export users in Group1 and Group2:

<quer:filtering xmlns:quer="http://www.taleo.com/ws/integration/query">

    <quer:or>

        <quer:equal>

            <quer:field path="UserAccount,Groups,Name"/>

            <quer:string>Group1</quer:string>

        </quer:equal>

        <quer:equal>

            <quer:field path="UserAccount,Groups,Name"/>

            <quer:string>Group2</quer:string>

        </quer:equal>

    </quer:or>

</quer:filtering>

 

Simply copy the above XML snippet and add a new complex filter, remove the default text and adjust the groups for your situation.  This is very useful when you need to select more than one element in your filter.

Please let us know if there are other items that you would like us to discuss in future blogs!  Our next TCC how-to will review using ‘included in’ to list values.

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oracletaleo consultingtaleo enterpriseAron Asberryhttps://www.thinktalent.net/Communities/Blogs/entryid/6/thinktalent-tech-blog-how-to-specify-a-logical-or-filter-in-tcc#Commentshttps://www.thinktalent.net/Communities/Blogs/entryid/6/thinktalent-tech-blog-how-to-specify-a-logical-or-filter-in-tccMon, 18 Sep 2017 16:00:00 GMT0https://www.thinktalent.net/DesktopModules/SunBlog/Handlers/Trackback.ashx?id=6
<![CDATA[The Case for Archiving Documents]]>https://www.thinktalent.net/Communities/Blogs/entryid/7/the-case-for-archiving-documentsThe phone rings… The call display reads “Legal Department”… You gasp… Your shaky hand picks up the phone…  The dreaded words, “we need some help… ” Fade to black…

Over the years we have worked with many clients who come to us in a panic saying, “We have a litigation coming up for a former employee; we need all hiring records for them!”

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The phone rings… The call display reads “Legal Department”… You gasp… Your shaky hand picks up the phone…  The dreaded words, “we need some help… ” Fade to black…

 

Over the years we have worked with many clients who come to us in a panic saying, “We have a litigation coming up for a former employee; we need all hiring records for them!”

 

This situation is unfortunately all too familiar for a lot of organizations: reacting to a legal request for all possible data on a hiring event that happened some time ago.

 

For any organization that uses Taleo, there is an opportunity to change this reactive situation into a proactive solution. Taleo offers the ability to extract a comprehensive set of documents detailing the different aspects of the candidate’s selection process.

 

Documents/Information to Consider Exporting

Job description

Having a copy of the job description used during the hiring process can help with clearly defining any responsibilities the employee may or may not be required to perform.

 

Candidate provided documents (resume/cover letters/etc.)

Storing the original copy of the candidate’s resume and cover letters can be very important in cases where a candidate misstates their education, experience, or capabilities.

Depending on the Taleo configuration, candidates can be allowed to delete the documents they provide. This can also cause issues when a candidate deletes a resume or uploads a new one with a similar file name (innocently or deliberately) as the resume validity may be put into question.

 

Recruiter/Hiring Manager provided documents

Interview guides and notes completed by interviewers can help provide context for the initial hiring decisions and any areas that were noted as concern gives a record of how candidates answered questions at the time of hire. This can help with comparisons to the employee’s claims at the time of termination.

 

Candidate Application including answers to prescreening questions

Organizations that use an ATS like Taleo know the power of prescreening questions. They also know that while prescreening questions can be very useful, there is an element of inaccuracy by the candidate. This can be for many reasons: not properly understanding the wording of the question, exaggeration on the candidate’s qualifications, or the candidate simply not being truthful. Having a record of the candidate’s answers can be used to show inaccuracies or how information at the time of hire differs from at the time of termination.

 

Offer Letters

Most organizations seem to do a pretty good job at keeping a record of the offer letter. However, this is often done on paper. Having an electronic copy helps with retaining the document for the correct period, ensuring the file is not lost or stored in a filing cabinet that no one has access to anymore.

 

Documents agreed to during onboarding

In addition to these types of documents, PDFs can be constructed out of Taleo data via the Taleo Connect Client platform. This is useful for summaries, including dates, calculated times to hire, number of candidates considered, etc.

 

Conclusion

Having clearly organized documents detailing hiring decisions and accurate information at the time of hire helps remove ambiguity during legal challenges. Putting proactive solutions like these in place will often pay for themselves many times over.

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oracletaleo consultingtaleo enterprisenetworkingJeff Drucehttps://www.thinktalent.net/Communities/Blogs/entryid/7/the-case-for-archiving-documents#Commentshttps://www.thinktalent.net/Communities/Blogs/entryid/7/the-case-for-archiving-documentsMon, 16 Oct 2017 16:00:00 GMT0https://www.thinktalent.net/DesktopModules/SunBlog/Handlers/Trackback.ashx?id=7
<![CDATA[Introducing TALENTshare!]]>https://www.thinktalent.net/Communities/Blogs/entryid/8/introducing-talentshareWere you affected by the recent changes to the Taleo, Oracle Talent Acquisition Cloud (OTAC), eShare approvals for requisitions and offers? This change caught many organizations by surprise and created quite a stir by presenting an authentication step that didn’t previously exist. For executives who may not have realized they had a username, let alone remember a password, the change was met with a few choice words.

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Were you affected by the recent changes to the Taleo, Oracle Talent Acquisition Cloud (OTAC), eShare approvals for requisitions and offers? This change caught many organizations by surprise and created quite a stir by presenting an authentication step that didn’t previously exist. For executives who may not have realized they had a username, let alone remember a password, the change was met with a few choice words.

Some users were able to mitigate the frustration by making adjustments within their Single Sign-on settings, while others have instituted delegations or approver proxies. The goal of adding a layer of authentication may have been achieved at the expense of our highest ranking users. Customers with Single-Sign-On who were able to make adjustments quickly experienced issues including the need to click links twice, not working on mobile devices, or needing to be on VPN before eShare works as expected.

Organizations without SSO or those who determined requiring an executive to be on a VPN for mobile approvals was not feasible to have attempted to make process changes. We’ve been a part of conversations where the change was proposed with the reason being “the software changed.” You can probably imagine how those meetings ended.

Ultimately, we noodled with some really smart customers and our internal team to try to solve authentication and ease of use issues presented by the change. As a result, we have created TALENTshare for seamless talent approvals. Tshare, for short, provides an increased level of authentication over the previously delivered eShare solution and better security from brokered communications.

TALENTshare provides seamless approvals for anyone utilizing corporate email addresses – on any device and anywhere in the world. Implementation is a breeze, and there are no process changes or training required.

Our solution leverages enterprise-class infrastructure and security to ensure maximum reliability and uptime. The approvals leverage The Cloud Connectors “Connect Every Ware!” Integration as a Service Platform and are developed and supported by ThinkTalent.

 

 

Please contact us to find out more information or see if this solution is right for your organization. We’ll also be conducting an informational webinar on November 16th to provide a demo and answer any questions.

For more information about TALENTShare or your use of Taleo, reach out below, and we can set up a time to see if we can help.

Webinar Registration: https://attendee.gotowebinar.com/register/4026194264104573955

Webinar ID: 673-963-643

Email: talentshare@thinktalent.net

Website: www.thinktalent.net

Phone: 952-934-6538

 

About ThinkTalent: ThinkTalent, celebrating ten years of implementing, supporting and optimizing Oracle Taleo. Our dedicated experts are recognized across the Taleo community as the best in the business. Functional, Integration and Analytics – if you have Taleo we can help.

 

About CloudConnectors: The Cloud Connectors connects systems, information, and people to streamline Human Capital Management processes! This solution is powered by Connect Every Ware! The most advanced and easy to use Integration as a Service (IaaS) platform ever built!

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oracletaleo consultingtaleo enterpriseJeff Drucehttps://www.thinktalent.net/Communities/Blogs/entryid/8/introducing-talentshare#Commentshttps://www.thinktalent.net/Communities/Blogs/entryid/8/introducing-talentshareWed, 08 Nov 2017 18:00:00 GMT0https://www.thinktalent.net/DesktopModules/SunBlog/Handlers/Trackback.ashx?id=8
<![CDATA[How to Simplify Your Onboarding Process Using Advanced E-Offer]]>https://www.thinktalent.net/Communities/Blogs/entryid/10/how-to-simplify-your-onboarding-process-using-advanced-e-offerHave you been thinking about ways to enhance your candidate experience by increasing your communication and managing your candidates after the offer process has begun?  Does your new hire hear nothing from you after they accept your offer?  Do you wish your new hire could be set up with a desk, computer, phone, etc. on their 1st day?

Many companies use Taleo’s standard electronic offer functionality to digitally extend offers and obtain acceptance by candidates.  But did you know that the Transitions advanced E-Offer functionality can create many different pre-boarding options?

Taleo advanced E-Offer is an onboarding process within the Transitions module that allows for both the extension of the offer digitally as well as additional forms, documents and videos for both the New Hire and Recruiting users to complete and allows for true signature validation.

The Transitions advanced E-Offer is simple to configure, and the E-Offer systems task is already included in the standard process.  Here are a few ways advanced E-Offer can work to your advantage:

-          Create a signed offer letter pdf to keep in your candidate’s file. Since a cover letter is required to create a PDF, I recommend branding one with your company’s logo and attaching it as a blank cover letter to the end of the Offer Letter on that electronic offer systems task within your process. Doing this shows the candidate the offer letter and your company’s Brand when they accept their offer, and that same format will be saved on the PDF.

 

 

-          Moving the background process into the Transitions modules allows for seamless collection of data from your new hire at the time of offer acceptance.  This eliminates the need to create a second pass application and sending an email link to collect their background information.   Everything can be collected right after they accept the offer and then sent over to your background vendor within an integration.  Several vendors are already Transitions passports integration certified. Additionally, all signatures are validated by a security setting of your choice, unlike in Recruiting where no true validation occurs.

 

-          Advanced E-Offer allows for a personalized welcome to the company.  You can create site-specific information & videos to be displayed to your new hire, and capture company agreements, such as dress code adherence and Non-disclosure agreements.  Collecting picture uploads for official document copies or badge photos is made much easier at the time of offer as well by using the file upload feature on a content page.

 

 

-          Are you tired of having new hires start on their 1st day without a computer or even a desk?  Use the advanced electronic offer process to have your Hiring Managers start the facilities request process.  They can complete forms collecting facilities and IT data to get your new hire working on their first day.  There is no reason to keep your new hire waiting days or even weeks to be settled.  Integrations can be included with multiple systems to aid in this information flow.

 

-          In addition to background and facilities/IT integrations, new hire integrations can be started at the offer time as well.  These integrations can include basic new hire data as well as PDF documents to be included within the employee file.

 

 The advanced E-Offer process is a simple way to get the most out of your electronic offer process. With these features, your company can save valuable time and resources by getting your new hires productive sooner.  It is the best way to acclimate them to your culture, start their background check and get excited about their future with your company using technology you already have in your Taleo Transitions package. Reach out for a free review of your offer process. We can help you build a business case for implementing/enhancing Transitions or for anything related to improving how you use Oracle Taleo.

 

by Jenn Boniol   jboniol@thinktalent.net 

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oracletaleo consultingtaleo enterprisenetworkingThink Talenthttps://www.thinktalent.net/Communities/Blogs/entryid/10/how-to-simplify-your-onboarding-process-using-advanced-e-offer#Commentshttps://www.thinktalent.net/Communities/Blogs/entryid/10/how-to-simplify-your-onboarding-process-using-advanced-e-offerWed, 10 Jan 2018 18:00:00 GMT0https://www.thinktalent.net/DesktopModules/SunBlog/Handlers/Trackback.ashx?id=10
<![CDATA[#Metoo, What it Means for HR]]>https://www.thinktalent.net/Communities/Blogs/entryid/12/metoo-what-it-means-for-hrAs we kick off 2018, companies continue to face the challenge of ensuring a safe and constructive work environment. In an effort to put an end to harassing, discriminatory and predatory behaviors in the workplace, HR and Employee Relations teams across the country are being asked to review policies, tighten protocols and revamp trainings.

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Think Talenthttps://www.thinktalent.net/Communities/Blogs/entryid/12/metoo-what-it-means-for-hrTue, 16 Jan 2018 23:53:00 GMT0https://www.thinktalent.net/DesktopModules/SunBlog/Handlers/Trackback.ashx?id=12
<![CDATA[Using Bins in Taleo OBI: Your Step-by-Step Guide]]>https://www.thinktalent.net/Communities/Blogs/entryid/14/using-bins-in-taleo-obi-your-step-by-step-guideThere are many features in Taleo OBI that can be easily missed even by an advanced user. For the longest time, I had ignored, or just not taken the time to use and learn OBI Bins. Once I started using bins, I realized that I do not always have to write these formulas from scratch and have increased efficiency and accuracy. In this post, I will go through step-by-step instruction on the use and creation of bins.

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There are many features in Taleo OBI that can be easily missed even by an advanced user. For the longest time, I had ignored, or just not taken the time to use and learn OBI Bins. Once I started using bins, I realized that I do not always have to write these formulas from scratch and have increased efficiency and accuracy. In this post, I will go through step-by-step instruction on the use and creation of bins.

 

Creating a Bin in OBI essentially establishes a CASE statement based on the criteria specified when using the function.

 

For this example, I am going to use Requisition Current Status in Taleo to call all requisitions in the "Approved" and "Sourcing" statuses "Open"

 

Start with the column for Requisition Current Status.

Once the column has been added to the Selected Columns, edit the formula.

 

 

When in the formula editor, click on the “Bins” tab.

In the “Bin” view, click “Add Bin”

 

 

 

 

 

 

 

You will now be presented with a “New Filter” window. Use the drop arrow to select the statuses of “Approved” and “Sourcing” then click OK.

You will now see a window to name the Bin – type “Open” and click OK.

 

 

 

 

 

 

 

 

 

 

You are now back in the Bin window. The display will show the Bin(s) that you have created. For this purpose, we are creating one bin for the statuses of “Approved” and “Sourcing” and displaying all other statues. If you would like to group all other statuses into one lump description, check the box “Create a bin for all other values” and give it a name. If you are creating Bins with numeric values, check the box for “Treat result as a numeric value or expression”. This will allow you to sort, format, etc.

 

 

 

 

 

With your Bin created, click OK and you are done. Find your column and click Edit Formula to see the result.

 

 

Notice that by creating a Bin, you actually created a CASE Statement…

CASE  WHEN "Requisition Status - Current"."Current Status" IN ('Approved', 'Sourcing') THEN 'Open' ELSE "Requisition Status - Current"."Current Status" END

 

 

At this point, you cannot edit the new formula. To do this, you will need to click on the “Bins” tab and click Clear All (this can also be used to return to your original column/formula).

After clicking “Clear All”, another window will pop up asking if you would like to “Retain binning (case statement) in column formulas? Choosing No will revert to the original formula.”

 

 

 

 

 

 

 

Click Yes and you will be brought back to your formula in an editable format. Keep the formula as-is or make any additional changes desired.

 

You have used the Bin feature to create a custom formula – notice that the statuses of “Approved” and “Sourcing” are replaced by “Open”. (Note: This creates a column like “Req. Current Status (Parent)” from the B.O. days.)

 

If you would like more information on how OBI can work for you, connect with us, we are happy to help!

 

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oracletaleo consultingtaleo enterpriseTim Orrangehttps://www.thinktalent.net/Communities/Blogs/entryid/14/using-bins-in-taleo-obi-your-step-by-step-guideThu, 01 Feb 2018 18:05:00 GMT0https://www.thinktalent.net/DesktopModules/SunBlog/Handlers/Trackback.ashx?id=14
<![CDATA[Taleo Fluid Recruiting: ThinkTalent goes for a test drive]]>https://www.thinktalent.net/Communities/Blogs/entryid/16/taleo-fluid-recruiting-thinktalent-goes-for-a-test-driveThe overview: We've been eagerly waiting to check out Taleo Fluid Recruiting. Would it be as adaptable as Oracle promised?  Since the 17.2 release (available 1/8/18) had more features than 17, we waited until then to get our hands on the product. Its enhanced features included viewing all requisition types; quick search for candidate submissions; and bulk functionality for sending correspondences, adding comments and changing step/statuses. We understand that Fluid 17.2 is only one more step in a long roadmap but were pleasantly surprised to see what Oracle produced.  It looks good, and the user interface (UI) is more streamlined than the app and reasonably easy to use!

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The overview: We've been eagerly waiting to check out Taleo Fluid Recruiting. Would it be as adaptable as Oracle promised?  Since the 17.2 release (available 1/8/18) had more features than 17, we waited until then to get our hands on the product. Its enhanced features included viewing all requisition types; quick search for candidate submissions; and bulk functionality for sending correspondences, adding comments and changing step/statuses. We understand that Fluid 17.2 is only one more step in a long roadmap but were pleasantly surprised to see what Oracle produced.  It looks good, and the user interface (UI) is more streamlined than the app and reasonably easy to use!

 

The urgency: For clients using the HCM app (nee TAP), Taleo made an announcement on 1/25/18. It reads, "as of June 30, 2018, Oracle will be ending support for mobile hiring capabilities that are available through the HCM Cloud Mobile application on iOS and Android devices, as well as the Simplified Hiring Manager Experience, accessed through the Hiring icon in HCM Cloud." So, to continue offering a mobile experience for your users, you will need to adopt Fluid quickly.

 

The details: We’ve done some testing and have listed a grading score and some detail with potential notes to keep an eye on during your consideration/testing.

Scoring Legend: A = excellent; B = good; C= Fair; F= Below Expectations.

*We grayed out and/or changed identifying data on some of the screenshots, but otherwise the screens are true to the system.

 

Overall Rating

Area

Detail

A

CONFIGURATION

Fluid is simple to configure, requiring activation of 1 user type permission, “Access Fluid Recruiting”.  Once activated, users will see a new link, “Fluid Recruiting”, on their Welcome Center’s Quick Access links OR Table of Contents page, depending on which you have configured.   

 

 

NOTE: Currently Fluid is not configurable; it adopts the same user permissions, languages, list formats, etc. from Recruiting. Hopefully, the next release will offer some more configuration options.

A

UI

Fluid’s UI is dramatically different from Recruiting, but the layout is pleasing and easy to use. The most significant change is the large Filter that allows users to navigate their data.  We tested this on IOS & Android devices and was able to access the system with no issues.

 

 

NOTE: There is a default blue background and Oracle logo that are present, and not configurable at this time. For clients who have branded Taleo, seeing an Oracle-branded site could be an issue.

B

Search

The search field is limited to Submissions, unlike in Recruiting where you can search for Candidates, Requisitions, and Specific Search (Fluid is in blue, Recruiting in red).

You can search for Requisitions, but must use the Filter panel, like Recruiting’s Quick Filters.  This may require some change in thinking, but the filters are easy to use.

F

Branding

Fluid comes branded with an Oracle logo regardless if a client logo is loaded in Recruiting, and the color scheme defaults to Blue. Both of these areas do not port from Recruiting.    

 

NOTE: For clients who have branded Taleo with a unique name, the Oracle logo may present some challenges in branding and training materials.  Hopefully there will be a fix in the next release to port over the Recruiting logo.  There is also a known bug associated with correspondence logos not displaying on offers in 17.2; this could be a related issue. A date for a fix has not been communicated as of this writing.

B

UI

When you log into Fluid, there is no longer a landing page like in Recruiting; instead you are brought directly to the Requisitions tab.  Users can still navigate to OBI and Transitions, etc. but will need to use the Home dropdown menu to do so.

 

 

NOTE: For users who need to access OBI and Onboarding or any other Taleo modules, those aren’t currently configured for mobile.  So there needs to be a consideration for Fluid users accessing other modules using a desktop.

A

Mobile Responsiveness

We tested Fluid using mobile phones to see how the screens would render on a smaller device.  We used both iPhone (6, 7 and X) and Android (Google Pixel) devices.  Both were quick to access the URL, easy to sign in.  When you begin to enter your username and password, that portion of the screen immediately enlarges, which is a nice feature.

 

B-

Mobile Responsiveness: Filters

When you land on the Fluid Requisitions tab. the screen renders differently on mobile. The Filters drop down arrow must be clicked to access the menu and clicked again to collapse it. The latter part was not immediately apparent.

A-

Mobile Responsiveness: Resume Attachments

We were concerned about how an attachment would display on a phone screen.  We tested a resume.  It was clear, mostly well formatted, and easy-to-read.  We found some formatting appeared distorted – example, bullets and indents seemed to be a bit off - but the resume itself was easy to see and read.  Users can pinch the screen to enlarge the view and click the phone’s back arrow to go back to the candidate’s submission.

 

 

NOTE: on the Android devices, you may be asked to install a program to read the document.  If you’ve already installed it, the resume should open with no issues.

A-

Mobile Responsiveness: Sending Correspondences

Sending a correspondence was easy to do.  You can select paragraphs and preview the message before sending, just like in Recruiting.  We did find that depending on your message template names and volume of correspondences to choose from may require some extra scrolling.  

 

 

NOTE: the message preview seems to have a lot of spaces in it; and we are not able to confirm the message was sent because there is no history tab on the candidate file.

B

Mobile Responsiveness:

Navigation

Navigating between the Requisition and Submission tabs on mobile requires use of a menu. It’s not intuitive, but easy to adjust to once you’ve done it. Click the menu to access the list > choose the required tab > click the menu button again to refresh your screen.

A

Single Sign On (SSO)

We did not test the setup for SSO; however, since Fluid access is a link on the Welcome Center or Table of Contents, the impact to SSO is somewhat minimal.  

  • If your SSO is SP-Initiated, which most clients are, there is nothing to change in your SSO.  You simply need to give users a link to Fluid, which could be loaded on your intranet and/or Favorites.

  • If your SSO is IDP-Initiated, this will require changes to your SSO setup to include an embedded link to Fluid.

 

In closing, we think that Fluid 17.2 is a good first step toward a mobile-responsive system from Oracle.  We were pleased with the overall look and feel and ease of use.  However, this is definitely geared toward a Hiring Manager audience; although we could make an argument for Recruiters such as Campus Recruiters who are always on the go, to get some quick wins/actions from using Fluid while offsite. All in all, take Fluid for a test drive; you won't be left disappointed.

As firm believers in the power of the Taleo community, we welcome your comments and feedback regarding your experiences with the new functionality or anything Taleo related.  Count on ThinkTalent for your optimization, upgrade, planning, support, analytics or integration needs. 

Email us at info@thinktalent.net or give us a ring – 952-934-6538.

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oracleTaleo RecruitingNicola Grayhttps://www.thinktalent.net/Communities/Blogs/entryid/16/taleo-fluid-recruiting-thinktalent-goes-for-a-test-driveFri, 16 Feb 2018 22:36:00 GMT0https://www.thinktalent.net/DesktopModules/SunBlog/Handlers/Trackback.ashx?id=16