Am looking for inputs on a common industry scenario from the Marketing and Sales division HR process on recruitment.
Most marketing and sales oriented organizations have the business process of attracting and motivating new talents right from Day 1.
One of my client has a unique practice where once a candidate has accepted and ready to join; they start some of the activities such as
1) Send him/her a Diary with Employee Name, Employee Number, Designation and a Welcome Letter from CEO.
2) Laptop, seating arrangements in office are done even prior to his joining. So on day 1 he/she feels motivated of joining the company.
Currently to do all these activities, prior to joining the candidate is hired in the HCM system (PA40) hiring action is run with basic details and all internal arrangements are with reference to the employee number to capture the cost.
The catch is, in case any candidate who withdraws from joining in the last moment, their employee numbers are deleted in the PA system.
The typical challenge is if now E-Recruiting on a standalone EREC module is implemented and it is likely to send candidate details to HCM system.
Also if PA48 will be enhanced to run automatically to create employee number for a candidate once Data transfer activity is carried out by Recruiter in EREC portal. So what kind of impact will that have on EREC system if certain employee numbers are deleted in HCM ?
The deletion logic of employee number is the candidate has not joined, so all the employee details and the Employee number is irrelevant, so its deleted only in HCM system. But if now; standalone EREC model is in place what ideal solution is required to handle this scenario ?
Look forward to your suggestions.