Talent Acquisition Conversion with the new Configurable Hiring Workflow

Hello TA Community,

I would like ask those who have had experience in converting TA data to Infor TA with the Configurable Hiring Workflow (CHW.)

What are steps in converting the following data?

1. All Open Requisitions

2. Candidate records (in the past 12 months)

3. Candidate applications - the challenge here is to convert their applications to the workflow steps in TA CHW.

3. Closed requisitions (in the past 12 month) - The client wants job applications that candidates have applied for to be converted, in addition to their candidate record.

Before, I would commonly recommend that the client asks the candidates in open requisitions to apply again in Infor candidate space. There would not be a need to convert job applications. But because of today's competitive job market, recruitment wants the candidate experience to be easy and streamlined, so not to lose talent.

I appreciate any input. Additionally, if you have sample templates for the conversion steps, please share.

Thank you in advance.

Regards,

Charisse Villamar

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Comments

unknown

[View:/cfs-file/__key/communityserver-discussions-components-files/627/configurable-hiring-workflow-KT.pdf:320:240]

unknown

Thanks mamrien,

I actually have this document, but it only explains the "Migration of Existing Data (from older TA version with hardcoded workflow) into the configurable hiring workflow.

Would you have a document/steps for converting data from a different TA vendor to Infor TA (with CHW?)

Thank you.

Thomas Do

Not sure if you received any additional information but this is what I used when I was still on the Services side.

https://community.infor.com/talent-acquisition-including-onboarding-via-transition-management/m/infor-talent-acquisition-enhancement-release-information/1842

You will need to tailor this to what your client wants to convert. This is not an easy task to undertake.

unknown

Thank you Thomas. Yes, this task is definitely a challenge.

unknown

Hi Thomas,

Do you have suggestions, or solutions that you've done previously to retain historical information (closed job requisitions, job applications) without converting to Infor TA?

I'd appreciate your suggestions.

unknown

Another follow-up question on conversion:

If the client choses the route of converting candidates into TA, how will they get their candidate login credentials?

For example, they've chosen to create a reset password policy for go-live, and they are converting X number of candidate to TA. How will the candidates receive they candidate login credentials after they have been converted into Infor?

I'm not sure if this is still a functional question, or a security question.

I'd appreciate any input.

Thank you.

Debra Ford

I have a question on this document. In the document it refers to an Implementation Organizer that has been created to assist in mapping out the workflow processes. Where can I find the Implementation Organizer?

Thomas Do

Hi, Debra. Here's the link to the implementation organizer for Configurable Hiring Workflow:

community.infor.com/.../download

Debra Ford

Thank you

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