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

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

3. 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 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 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

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

5. 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.

6. 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

7. 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…

8. 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

9. 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.

10. 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

11. 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

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

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

14. 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

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