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Former Member


Dear all,

is the eRecruiting application available in slovak language? Could anyone roughly estimate the effort of application standard implementation - consultancy work? how long it usually takes from the kick off until a first productive day?



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  • Best Answer
    Posted on Jun 30, 2009 at 09:35 AM

    Dear Ladislav,

    The current list of languages supported by e-recruiting 6.0 you can find in the PAM in service marketplace: -> SAP Application Components -> SAP E-recruiting

    Currently these are: Catalan, Chinese, Czech, Danish, Dutch, English, Finnish, French, German, Hebrew, Hungarian, Italian, Japanese, Korean, Norwegian, Polish Portuguese, Russian, Spanish and Swedish.

    Hope it helps,



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    • Former Member

      Dear Christine,

      thanks for your answer. I think I could give your more then two points for your answer, but I would like to get a picture of the eRecr.implemetation. How long it usually takes to implement the standard ? Could you roughly estimate the effort in MDs?



  • Posted on Jun 30, 2009 at 08:00 PM

    Hello Ladislav,

    I fear people hesitate to give an answer as you will probably not like it. Because the only correct answer is it depends.

    Trouble with E-Recruiting, perhaps even more than with any other hr component, is that it is very customer specific. While PA and PY have at least some legal requirements which are set, e-recruiting is fully free. Companies are more or less free what process they design. Together with starting from different situations and having different project goals project size and needed MAs differ very much.

    I worked with customers having a web based recruting process already just changing the tool but also with a customer comming from "every tuesday 1 pm to 4 pm applicatiomns can be handed in personally in the hr office". Rollouts including only one company with exactly one company CI but also companies which rollout several dozens of subsidaries all with own style and correspondence. Systems having one general recruiting process but also a project currently having ~15 different target groups with varying processes. The sourroundings differ from just make e-recruiting run to we need employer branding with a matching image built, the carreer page is a part of this and behind this there is anywhere an e-recruiting system - we want to be the most popular employer in nranch / country / .... Last but not least it depends on the used ressources. Consultants differ and developers differ, too. Despite the

    common attitute to just count heads (espacially buyers usually do it this way - "we hire XYZ because they are 10 bucks cheaper the day") it is a huge difference if you hire someone knowing ABAP or someone having implemneted a dozen of e-recruiting projects.

    To sum up things. There is no e-recruiting standard. You cannot go live with the sap delivered process, nor with the delivered style, correspondence, workflows ... It is very much depending what you / the customer plan to do. Small projects with single company, some k of employees, one CI, a general recruiting proces and not to many customer developments can perhaps start with anywhere between 100-200 external days and twice the internal amount. But the sky is the limit. A worldwide rollout for a corporation including several dozens of companies, differnd countries, languages, company depending processes, styles and correspondences will take years counting thousands of MAs. Already bringing several legal entities together to agree on a system and an approach for the project will take months!

    Ok, these are a lot of problems what is the solution? When starting a project or even when negociating about one we make a workshop to set the initial scope. Based on that you can at least tell the customer the rough number of MAs. After finishing the concept phase this number is reviewed to see if the current requirements still fit the scope - if not it has to be adjusted.

    I hope this is not to disappointing for you.

    Best Reagrds


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