E-recruimtment: Question about landscape standalone with use of MSS view

[Former Member]

Hi ,

Has anyone already done an implementation of E-recruitment with the use of MSS view ?

Or have you reliable information about the combination landscape - manager view ?

For security reasons the choice for the landscape standalone is the best.

But in documentation of SAP we have read that the Manager view isn't possible in a standalone landscape:

ERP installation (Recruiting as integral part of the ERP solution)

- Required for MSS Manager Role integration and ESS integration

Kind Regards

Pascale

[romanweise]

Hi Pascale,

you won't find a lot of information to this topic. As far as I heard the MSS manager scenario using adobe interactive forms for requesting requisitions which has been delivered with E-recruiting EhP3 is not running in production anywhere.

Some coleagues of mine are currently taking part in an evaluation of this. It is supposed to be possible to set up the scenario with a standalone installation. For that the MSS scenario is running on the ERP server an communicationg with the standalone e-recruiting to get / transfer requisitin information and everything for evaluating candidates via questionaire. The communication is driven from the erp system (no call from e-recruiting to erp) to keep security issues low.

I am not sure if that really works and how the quality of it is (if i remember that in the original SP8 delivery of webdynpro for candidates it was not possible to apply in the system and seeing one or two questions to that topic here i am a bit concerned but this is just subjective).

So it should work. Unfortunately I have no offical document to provide. Perhaps I can tell you more about the stability of the solution in about a month.

Best Regards

Roman Weise

[Former Member]

Hi Roman,

Thanks for the information. I knew you would answer )

Unfortunately I can only conclude that it will not be easy to decide the landscape.

I have another question that you probably can answer. It isn't really clear for me of E-recruitment Version 3.00 can run on a standalone configuration.

In the installation notes of Erecruit300 there is always spoken of an add-on and according to my colleague , who is responsible to do the installations, an add-on means an integrated system.

So I w

[Former Member]

So I was a little bit surprised to hear this, because I was already convinced that for security reasons you always make the choice for a standalone configuration.

I believe that you already has done a setup of version 300 in a standalone configuration not ?

[Former Member]

Hi Roman,

Do you know also if ERP2004s can interface with ECC5.0 ?

Our core business is still ERP2004 (ECC5.0) so in fact we can not install Erecruit 6.0 without doing an upgrade of our core business . In the beginning we thought that it was possible in a standalone configuration but now we have understood that it is the core business wich has to be on at least version ECC6.0.

So to avaoid an upgrade in short periode, we are studying a case to install Erecruit 600 at Erp2004s , (we have 1 server installed with this version) and do no upgrade of our core business ECC5.0 .

But than we have to be sure that Erp2004s can talk with ECC5.0. Do you have also knowledgd of this information ? I am also looking at sap marketplace but it isn't always clear.

Kind Regards

Pascale

[romanweise]

Hello Pascale,

E-Recruiting 300 can be installed as standalone system. This is, at least for my area of work, the most common installation scenario. As the 2 server landscape with web dynpro is only available with 600 an integrated e-recruiting 300 would require to make the hr core server accessable from the internet. This is usually a clear no go from data security side. The only integrated 300 system I ever got in contact with solves this problem by not offering online applications (only hardcover applications accepted and recruiters hack all into the system :o)).

There is no problem in linking a standalone e-recruiting 600 to an hr core server lower than ERP2005 (ECC6.0). I think the biggest release gap we dealt with was 600 to 4.6C. According to documentation even lower HR releases should be no problem. The ALE allows to link a wide range of releases.

Only restriction is of course that you won't be able to use the MSS scenario mentioned above. Even for the standalone installation it has to run on the core server and this has to be ERP2005 / ECC6.0 + newest enhancement packagage. As long as you core system is not upgrades you won't be able to use this function.

In my opinion you will deal best with setting up e-recruiting 600 standalone. Implement the main recruitment processes and solve all issues which come with that and keep some fancy stuff like MSS integration with adobe forms (the ADS server ist not very cheap anyway) for a later phase when you upgraded the core system. I think till then the MSS scenario will be testen and proven by others so it will be easy to implement.

Best Regards

Roman Weise

[Former Member]

Hi Roman,

Thanks again for your information.

I believe that with the information we have up till now we can start with the proof of concept phase.

Concerning the manager view: this isn't still very clear for me, because in the course we had version 3 and a manager view.

But I believe it will be clear once we are going to start with the setup, as you adviced.

So thanks !

Kind regards

Pascale

[Former Member]

Roman,

I tried to find out why even for the standalone installation it has to run on the core server and this has to be ERP2005 / ECC6.0 + newest enhancement packagage.

Because I don't understand it. In the course at SAP we have worked with the manager view and it was version 3.0.

Has it something to do with interactive adobe forms ? New objects which don't exist in ERP2005 ? Other reason ?

Or do you know where I can find information on this ?

Kind regards

[romanweise]

Hello Pascale,

perhaps we mixed up some things according to the manager involvment. There are 2 different solutions.

There is the "internal" e-recruiting solution for manager involvement. This is delivered in 2 separate roles requester and decision maker but usually joined to one manager or hiring department view / startpage.

There is an bsp application for requesting requisitions. The manager can create them, fill in the data he knows and then he sends it to his hr clerk respondible for his requests who adds all stuff missing, checks if it's ok with budget / headcount and then publishes it in the jobborads. In Addition there is an application which provides the mangager with a list of candidates he has to check and fill a questionaire for e.g. to decide if he wants the candate for an interview.

Both applications are parts of the e-recruiting delivery. They have nothing to do with the MSS. They are accessed via a startpage for the amnager and run on the e-recruiting server.

On the other hand there is nearly the same functionality delivered as part of the MSS. The result is nearly the same just the user interface differs. The requisition request is not done in an bsp application but an Adobe Interactive Form (which requires an ADS Server). The intention of this is to rebuild you old paper requisition request in an interactive form and map the data to the e-recruiting requisition. So you train your managers to use a web version of the old form instad of using e-recruiting. Of course if you already use other mss functions everything will be in the same fancy frontend and you do not need to log in twice if you have no SSO. As far as I heard the ADS license alone costs 50k and then youhave the rollout cost and licence cost for the MSS. You have to decide if it is worth it.

The candidate list for questionairs to fill is also available in the MSS scenario.

The MSS solution requires e-recruiting 600 and an hr core system on ECC6.0 (ERP2005) with the newest enhancement package. The MSS is installed and processed on the hr core server no matter if you use an integrated or a standalone installation for e-recruiting.

Best Regards

Roman Weise

[Former Member]

Hi Roman,

Thanks again for the information ! Now it is finaly clear for us so we can decide the landscape )

Kind regards

Pascale

[Former Member]

Hi Pascale,

We are in the same position, trying to determine the best landscape for our E-REC implementation. Did you guys go with a combined installation (ERP & E-REC on the same box) or a standalone installation?

We are leaning towards combined, but have some security concerns. We think that the combined installation will allow us to integrate our SAP HR system with E-REC a lot easier though.

Let me know anything you can. Thanks in advance.

Shane

[Former Member]

Hi SL,

We have choosen for a standalone installation with integration SAP HR (via ALE)

The main and only reason for this is for security reason. It is not acceptable to put our R/3 system in the same security zone as the E-recruitment system. The R/3 system has to stay after the firewall.

Kind regards

Pascale

[Former Member]

Hi Pascale,

Can't you put your R/3 system behind your firewall and use the Web Dispatcher in your DMZ? Doesn't this keep your R/3 data secure??

Thanks

Shane

[romanweise]

Hi Shane,

with the 2 server landscape you would not even need the web dispatcher. You have an own WebAS as proxy.

But still, the integrated installation is no good idea no matter what SAP writes on the shiny sales power points. I know that if you check this forum most topics are about integrated systems but how many are life? With over a dozen e-recruiting rollouts in mind which made it successfully into production (In some of them I was technical consulting lead) I can just say - "do not install it on the HR machine as there are functional specification errors in the application" -. sad but true.

Easy example: if you have a solid HR core installation you probably use structural authorizations so managers can access their subordinates (for portal or managers desktop which is still often used). Now such a manager wants to create a requisition using the standard bsp application. In the last step he shall choose the responsible recruiter. But he won't find him as he has no authorization for the HR department. And noone will touch/change the structural authorizations on the organization which have been deployed over years for e-recruiting.

Just to logically solve issuses resulting from structural authorization we needed over 2 extra months in an integrated rollout. Not to count the customer adjustments to get the system running, which should work in standard. It only worked as a very special hr process together w/ a ton of developments and not using internal candidates for applications allowed us.

And this is only one of the problems you will encounter.

Rgds.

Roman Weise