Recruiting and Staffing Update / SEP 2.0 July 2003 Kathi Dolan, Kim Bartkus Welcome, introductions.

Agenda Staffing Exchange Protocol Timeline SEP 2.0 Redesign The parts of the puzzle How they all fit together Questions

Staffing Exchange Protocol Timeline Oct/2000 SEP 1.0 Approved July/2001 SEP 1.1 Approved April/2002 Resume 2.0 Approved Aug/2003 Resume 2.1 Vote October 2000 - Developed a simple protocol to allow the exchange of Recruiting and Staffing data. It included transactions for JobPositionPosting, JobPositionSeeker and a method for providing Feedback. July 2001 - Enhanced SEP to include Procurement information for temporary staffing, demographic data and several minor enhancements. April 2002 – Completed major rewrite of Resume piece in schema. More modular to allow for reuse. June 2002 – Provided technical note of SEP 1.2 in schema. No functional changes from 1.1 August 2003 – Vote on Resume 2.1. Changes based on implementer feedback, more robust. Late Fall – Vote on SEP 2.0, which includes Position (enhanced version of JobPositionPosting) and Candidate (enhanced version of JobPositionSeeker). Next steps are based on implementer feedback. June/2002 SEP 1.2 Technical Note Sept-Oct/2003 SEP 2.0 Vote

SEP Redesign Modularized to facilitate reuse and computer matching Meets needs of broader constituency Richer in content Easier to extend

Parts of the Puzzle Resume Candidate Position Missing Feedback piece. The existing Feedback structure should work with the redesign. But we will need to review it and determine if additional work is needed once the Candidate and Position are approved.

Resume Key Features R Histories Education, Employment, Military, Publications, Patents, Speaking Engagements Competencies called out for candidate ease of understanding in C2B interactions Licenses, Certifications, Security Credentials, Languages Achievements, Associations, Distribution Guidelines, References (personal, professional, verification) Supporting Materials Cover letter, link to personal site, examples of work Additional Items Volunteer work, demographic, personal information

Candidate Key Features Transactional Information Id, Status, Related Postings, Supplier Info, Distribution Guidelines Profile Candidate Availability, Terms of Notice Personal Data (Contact info, Demographics, etc.) Histories (Education, Employment, Military) Supporting Material Resume Preferred Position Details Candidate’s preferences about a job including company characteristics, industry, schedule, pay, terms of employment and more Both are included because…

Position Key Features Transactional Information Profile Id, Status, Posting Info, Supplier Information Profile Position Date Range Organization Information Supporting Material Position Detail Details position requirements including company characteristics, industry, schedule, pay, terms of employment and more

How They Fit Together Resume Candidate Position Missing Feedback piece. The existing Feedback structure should work with the redesign. But we will need to review it and determine if additional work is needed once the Candidate and Position are approved.

Resume vs. Candidate R C Different in the data exchanged Resume – Contains data about achievements and personal “biographical” or avocational information in addition to work history and qualifications Candidate – Includes detail on job preferences including remuneration in addition to work history and qualifications Different in format Resume - More commonly a “formatted” representation of candidate qualifications – often unstructured when scanned or pasted into an application-type tool Candidate - Structured in a way to optimize automated matching of supply and demand Different in the way they are created and maintained. Resume - word processing software or desktop office software and stored locally Candidate - candidates create and maintain a personal profile on a career website or company’s employment portal, which is then stored in a database Resume - May include “biographical” information such as publications, patents, presentations, awards, or similar information not generally used for matching against position requirements. Frequently customized for particular positions Candidate Profile - Typically includes details on the candidates work preferences and salary requirements in addition to skills and historical information

Candidate vs. Position P C Both have transactional information Both have matching profile information Company Information Name, Id, Scale, Industry, Location Job Category Position Information Title, Classification, Schedule, Shift Competency Remuneration Package Base Pay, Commission, Bonus, Benefits, Relocation Assistance, Time Off, Expatriate Benefits Travel, Relocation, Work Style, Dress Code, Preferred Language Enumerations are all extendable. Scale – regional, national, global Classification – direct hire, temporary, contract, volunteer Schedule – full time, part time, seasonal, flex Shift – day of week, on call, variable WorkStyle – independent, team

Scenario 1 P R C P P Job Board P R Hiring Company Candidate

Scenario 2 P R C C P P R Job Board C P Hiring Company Candidate

Applicant Tracking System Scenario 3 P R C Job Board Applicant Tracking System P C P P P C Candidate Staffing Company Hiring Company P P C P R

Kathi Dolan, kathi.dolan@na.manpower.com Kim Bartkus, kim@hr-xml.org www.hr-xml.org Questions? Kathi Dolan, kathi.dolan@na.manpower.com Kim Bartkus, kim@hr-xml.org