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Recruitment for ADP Workforce Now®

Automatic Data Processing, Inc. ES Canada

ADP’s Trademarks The ADP Logo, ADP, ADP Workforce Now and IN THE BUSINESS OF YOUR SUCCESS are registered trademarks of ADP, LLC. Third-Party Trademarks Global Crossing and Ready-Access are registered trademarks of Global Crossing Holdings, Ltd. in the United States and other countries. Microsoft, Excel, and Word are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other trademarks and service marks are the property of their respective owners.

© 2015 ADP, LLC and its licensors. All rights reserved.

RECRUITMENT FOR ADP WORKFORCE NOW®

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Contents

Course Introduction ....................................................................................................... 1 Course Purpose ....................................................................................................... 1

Course Objectives .................................................................................................. 1 Course Agenda ....................................................................................................... 2

Module 1: Setting Up Recruitment Module 1 Introduction ................................................................................................ 1-1 The ADP Workforce Now Recruitment .................................................................... 1-2 The Recruitment Process ............................................................................................ 1-4

Exploring an Online Job Posting ................................................................................ 1-5

Setting Up Recruitment Validation Tables ................................................................. 1-6 Demonstration: Setting Up Recruitment Validation Tables ................................ 1-7

Explore: Career Center .............................................................................................. 1-8

Demonstration: Creating an External Career Center ........................................... 1-9

Creating Job Posting Questions ................................................................................ 1-10 Demonstration: Creating and Copying Prequalification Questions ................. 1-12

Creating E-mail Communications ............................................................................ 1-14 Demonstration: Creating an Auto-Reply E-mail for Screening Applications ... 1-15

Explore: Offer Letter Template ............................................................................... 1-16

Explore: Manage Job Boards ................................................................................... 1-17

Explore: Recruitment Settings Tab........................................................................... 1-18

Practice Activity: Setting Up Recruitment ............................................................... 1-19

Practice Activity Results: Setting up Recruitment ............................................ 1-20

Module 1 Summary .................................................................................................. 1-21

Module 2: Creating and Posting Requisitions

Module 2 Introduction ................................................................................................ 2-1 Creating Requisitions ................................................................................................. 2-2

Requisition Process .................................................................................................... 2-3 The Requisition Dashboard ....................................................................................... 2-4 The Requisition Wizard .............................................................................................. 2-5 The Steps of the Requisition Wizard .......................................................................... 2-6 Demonstration: Creating a Requisition ..................................................................... 2-7 Posting Requisitions ................................................................................................. 2-11


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Exploring the Requisitions Page .............................................................................. 2-12 Demonstration: Posting a Requisition to the Career Center .............................. 2-14 Activity: Posting a Requisition to LinkedIn ...................................................... 2-16 Activity: Creating and Posting a Requisition .................................................... 2-17 Activity Results: Creating and Posting a Requisition ....................................... 2-18

Making Changes to Requisitions ............................................................................. 2-19 Manager Access ....................................................................................................... 2-20 Module 2 Summary .................................................................................................. 2-21

Module 3: Tracking Applicants Module 3 Introduction ............................................................................................... 3-1 Registering for and Using Career Center .................................................................. 3-2 The Applicant Landing Page ...................................................................................... 3-3 Explore: Creating a Profile in the Career Center ....................................................... 3-4

Explore: Applications Dashboard .............................................................................. 3-7 Working with Applicants ............................................................................................ 3-9

Demonstration: Searching for Qualified Candidates ......................................... 3-10 Exploring the Candidate Record ....................................................................... 3-11 Activity: Applying an Applicant to Another Posting ........................................ 3-12

Updating an Applicants’ Status ............................................................................... 3-13 Activity: Updating an Applicant's Status ......................................................... 3-15 Activity: Extending an Offer Letter to an Applicant ........................................ 3-16 Activity: Hiring an Applicant and Mass Updating Applicants' Statuses ........... 3-17

Applicant Reporting ................................................................................................ 3-18 Knowledge Check .................................................................................................... 3-19

Module 3 Summary .................................................................................................. 3-20

Module 4: Course Closing Support After Class .................................................................................................... 4-1 ADP Client Service Centre ......................................................................................... 4-2

ADP Workforce Now Support Centre ....................................................................... 4-3

The Bridge .................................................................................................................. 4-4

Course Closing ........................................................................................................... 4-5 Training Evaluatiion ........................................................................................... 4-5

Recruitment for ADP Workforce Now®

Course Introduction



COURSE INTRODUCTION

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Course Introduction

Course Purpose This course has been designed to provide you with the knowledge and hands on experience required to be comfortable using the Recruitment for ADP Workforce Now®.

Course Objectives Upon completion of this course, participants will be able to:

Set up Recruitment

Create and Post Requisitions

Track Applicants

Get Support after Class


COURSE INTRODUCTION

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Course Agenda During this course you will explore the following topics:

Modules Topics

Module 1: Setting Up Recruitment Use the ADP Workforce Now Recruitment Set up Recruitment Validation Tables Set up Career Centers Create Job Posting Questions Create E-mail Communications Create Offer Letter Templates Manage Job Boards Define Recruitment Settings

Module 2: Creating and Posting Requisitions

Create Requisitions Post Requisitions Make Changes to Requisitions Manager Access

Module 3: Tracking Applicants Register for and Use the Career Center Work with Applicants Update Applicants' Statuses Knowledge Check

Module 4: Course Closing Support After Class Summary Training Evaluation

Recruitment for ADP Workforce Now® Module 1: Setting Up Recruitment



MODULE 1: SETTING UP RECRUITMENT

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Module 1 Introduction

Purpose This module prepares you to set up Recruitment.

Objectives Upon completion of this module, participants will be prepared to: Use the ADP Workforce Now® Recruitment process Set up Recruitment Validation Tables Set up Career Centers Create Job Posting Questions Create E-mail Communications Create Offer Letter Templates Manage Job Boards Define Recruitment Settings



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The ADP Workforce Now Recruitment

Overview Most job hunters and recruiters use the Internet in their search for job opportunities and qualified candidates, respectively.

The ADP Workforce Now Recruitment allows you to leverage the Internet in your recruitment process.

The Recruitment Process The ADP Workforce Now Recruitment process provides a simplified way to create requisitions and then post them to company and Web-based sites. The feature saves you time and money from placing job ads in newspapers and other periodicals. Use the Recruitment process to perform tasks such as:

Creating requisitions or job postings

Searching for qualified candidates

Tracking applicants' statuses – from application through hiring – in ADP Workforce Now

Example The Geneva Entertainment Company has several openings for salespeople so they follow the Recruitment process:

1. The HR practitioner uses the Recruitment process to create the requisition, specifying the number of open positions, the job description, responsibilities, and requirements.

2. From within the Recruitment process, the HR practitioner posts the requisition to the ADP-hosted Career Center, CareerBuilder.com®, Monster.com®, LinkedIn®, and Facebook®.

3. When applicants apply for the positions, the HR practitioner and hiring managers use the Recruitment search tools to identify the most qualified candidates and proceed through the interview and hiring process, updating candidates' statuses throughout the recruiting process.



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Benefits and Descriptions

Benefit Description

Accessibility Using Recruitment requires only an Internet browser and an Internet connection. For all participants in the Recruitment process, accessibility is achievable and affordable.

HRIS integration Recruitment uses collected HR job, job description and salary information to streamline the employee hire process.

Web design technology Nontechnical recruiters are able to design job posting descriptions with prequalification questions to place on recruitment sites.

Applicant tracking Manage candidate applications using the applicant-tracking tools. Recruiters are able to search an applicant database using advanced search tools to find the best candidate for an open position. Recruiters are also able to delete old candidate information from the database

Manager Self Service Manager Self Service includes Recruitment. Managers can receive applications for review without manual intervention by recruiters. If given proper security permissions, managers can update the status of a candidate’s application to communicate the next step in the Recruitment process.

Extensive searching capabilities

Recruiters are able to search for candidates based on responses to prequalification questions. Recruiters are also able to search for keywords within an applicant's text or attached résumé if the attachment is in one of the following file types: Microsoft® Office Word® Microsoft Office Open XML (.docx) Rich Text Format (.rtf) Microsoft Office Excel® (.xls)

Important Information Pre-employment screening is optional. For more information, speak to your implementation specialist.



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The Recruitment Process

Overview The Recruitment process includes several stages – from setting up validation tables, to hiring a candidate.

Stages and Descriptions

Stage Description

Set up validation tables Set up validation tables from which to pull information when creating requisitions, such as job description, question categories, application status labels, and cost type.

Set up Recruitment Create a pool of questions to add when creating requisitions, create standard e-mail communications, and define Recruitment settings.

Create a requisition Follow the steps in the Requisition wizard to create requisitions.

Publish a job posting Publish the URL for the specific job posting to the Career Center (an ADP-hosted site), CareerBuilder.com®, Monster.com®, LinkedIn®, and Facebook®.

Search for candidates Search for qualified candidates for specific positions using keywords, applicants' name, or answers to prequalification questions.

Apply a candidate to a posting For applicants who do not apply through the Career Center or other posting sites, create a Candidate Record to apply to requisitions, as appropriate.

Hire a candidate From the Candidate Record, click Hire Candidate to navigate to the New Hire wizard and enter the new hire into ADP Workforce Now.

Important Information If you want managers to participate in the Recruitment process, make that part of your company's workflow.

Additional Resources

For more information on: Refer to:

The Recruitment process Online Help

Recruitment workflows for Managers Workflow Management for ADP Workforce Now course



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Exploring an Online Job Posting

Overview The online job posting is generated when you use the Recruitment wizard to create a requisition. Job applicants see the online job posting when they click the URL for the posting from any of its published locations.

Elements and Descriptions

Element Description

Go back to Search Results button

The applicant clicks this link to access the requisitions list.

Job Title and Description section The job title, description, and all other details designated during the creation of the requisition display.

Print button Allows applicants to print the job posting.

Share button Allows applicants to share the job posting with friends via Email and social networking sites.

Apply button The applicant clicks this button to proceed to the job application. Note: If the applicant has not created a profile, he and she proceed to the profile creation process.

Step 1: Personal Information The applicant enters personal information, unless a profile exists. In that case, the existing information is displayed in the appropriate fields.

Step 2: Additional Information The applicant uploads or attaches additional documentation to support their job application. The applicant can upload up to ten documents. Information entered by applicant/s flows into Workforce Now.

Step 3: Questions The applicant answers the questions added to the requisition when it was created. The applicant can also indicate their desired salary range and provide any additional information.

Step 4: Review and Submit The applicant reviews the information entered and submits the application. Note: If Attestations are setup, then the applicant will have to complete the attestation section to be able to submit their job application.



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Setting Up Recruitment Validation Tables

Overview Set up Recruitment validation tables to ensure that certain information – like job descriptions, posting question categories, application status labels, and cost types – is part of the application database and will appropriately display when you create requisitions.

Starting Point: Setup > Tools > Validation Tables

Recruitment Validation Tables Recruitment-related validation tables include: Job Title Application Status Cost Type Disposition Code Posting Question Category

Note: There are other validation tables relevant to Recruitment. Job Title is part of the Position category, while the other tables are found in the Recruitment category.

Benefits Validation tables are used to help you enter information that will be standardized across

your recruitment candidates. Setting up these tables simplifies the data entry process.

Example You are creating a requisition. The Job validation table contains the job description, so that description is displayed in the related step of the Requisition wizard.

Validation Tables and Descriptions

Validation Table Category Description

Job Title Position Contains the job title, description, salary structure, pay grade, job class, job category, and competencies. Descriptions entered in this validation table pre-populate relevant fields when creating a requisition, which will save your time.

Application Status Recruitment Contains the various application status labels that you use when updating an applicant's status. You can use the existing labels or create custom ones for all statuses except New Applicant, Hire, and Knockout.

Cost Type Recruitment Contains the codes and descriptions for categorizing costs associated with Recruitment, such as advertising, career fairs, etc.

Disposition Code Recruitment Helps identify and track the reasons why an applicant was rejected during the recruitment process.

Posting Question Category

Recruitment Contains categories for job posting questions so that you can organize the questions as you create them. Posting question categories are optional. French can be selected for an alternate language setting.



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Demonstration: Setting Up Recruitment Validation Tables

Instructions Navigate to each validation table listed below. Identify if the specified values have the required information to complete a requisition. Log in as a Practitioner.

Starting Point: Setup > Tools > Validation Tables

Step Action

1 Select Job Title validation table. Click on ITDIR and review it. Click on BENSPEC and review it.

2 Select the Posting Questions Category validation table. Search for TECH and review it. Search for GENRL and review it.

3 Select the Application Status validation table. Click on New Application and review it.

4 Select the Cost Type validation table. Click on JOBBRDFEE and review it.

Important Information If you need to add new values to a validation table, on the Validation Tables page,

click the Add button.

For Example: You are planning to recruit a Help Desk Technician and want to add a new Job category within the Job Titles Validation table. Navigate to Setup > Tools > Validation Tables. Next, click the Job Titles validation table. Click Add to create a new job title for Help Desk Technician position.

Best Practice Complete the Description field for the Job validation table with information that you want to display in the requisition for that job. You can include information such as the job description, job responsibilities, and candidate requirements.

Additional Resources For more information on setting up Recruitment validation tables, refer to online Help.



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Explore: Career Center

Overview • Creating a branded career center is the highlight of ADP Workforce Now V8.0. It is an

effective way for clients to attract new talent.

• ADP provides two default career centers:

• Internal - where all the internal jobs are posted; and

• External - where all external jobs are posted.

• Clients can choose from three different layouts, add graphics, documents, link to videos, and so on.

• The default career centers cannot be Deleted.

• Clients can create more than one external career center.

To navigate to the Career Center tab, log in as a Practitioner.

Starting Point: Setup > HR & Talent > Recruitment > Career Center

Additional Resources For more information on Career Centers, refer to online Help and Learning Bytes.



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Demonstration: Creating an External Career Center

Scenario You want to create an external career center for the logistics department.

Instructions Starting Point: Setup > HR & Talent > Recruitment

Step Action

1 Click the Create Career Center button. Result: The Create Career Center wizard displays.

2 In Step 1 of the wizard, click the Name field; enter Career Center for Logistics Dept. as a name for the Career Center.

3 Click Next.

4 In Step 2 of the wizard, Click Add Image. Note: Follow the steps as prompted to complete uploading the logo. When finish click Done.

5 Click on Edit icon in the Links section to Add corporate links.

6 Click Add Link icon.

7 In the Link Label field, enter a name for the link you want to add.

8 In the Jump to this web address, enter the URL.

9 Click Done.

10 In the Create Career Center page, Click Preview This Page. Result: A preview of all the components you have will be displayed.

11 Click Next Result: A message window displays indicating that Some components on the Career Center Home page do not have content.

12 Click Yes Note: You can come back to add the components at a later time.

13 In Step 3 of the wizard, Click the button next to Unpublished to publish the Career Center. Result: The Confirm Action message window displays.

14 Click Yes to proceed with publishing the career center.

`15 Click Done.



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Creating Job Posting Questions

Overview The Recruitment process provides you with the ability to create job posting questions, the answers to which will help you to identify qualified candidates. You can create a pool of prequalification questions when setting up Recruitment, and you can add questions while creating requisitions. The process is the same in both cases.

Starting Point: Setup > HR & Talent > Recruitment > Posting Questions

Prequalification Questions Prequalification questions define the minimum requirements for an open position. You can organize prequalification questions by posting question category, which will become useful as you build a prequalification question database.

Example Your company has an open position for a Help desk technician, so you create a prequalification question to identify applicants' Help desk experience.



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Answer Types and Descriptions

Answer Type Description Example

Comment For information that needs to be entered as a large block of text

Previous customer relations experience

Date Field For information that needs to be in date format

Date available to start work

Drop List For information in which a singular item is chosen from a list of options, a user can only select one item from the list

Preferred choice of work location, which contains a list of all of your office locations

Money Field For information that needs to be entered in Canadian dollars

Current salary

Multi-Select Menu For information in which one or multiple items are chosen from a list of options

Languages spoken

Number Field For information that needs to be entered in numerical format

Years of experience in the field

Percent Field For information that needs to be entered in percent format

Percentage willing to travel ___ %

Phone Number For information that needs to be entered in phone number format

Alternate phone number

Text Field For information that can be entered without format, such fields can hold text, numbers, punctuation, or symbols

Current job title

Yes/No Buttons For information that requires a yes or no answer

Are you a Certified General Accountant?



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Demonstration: Creating and Copying Prequalification Questions

Scenario Your company has a job opening on the Sales team. You want to create prequalification questions to identify candidates' inside sales and project team experience.

Log in as a Practitioner.

Instructions: Part 1 – Creating a Question Starting Point: Setup > HR & Talent > Recruitment > Posting Questions

Step Action

1 Click the Create Question button. Result: The Create Question page is displayed.

2 In the Question Text field, type How many years of inside sales experience do you have?

3 In the Question Category field, select SALES (Sales). In the Answer Type field, select Drop List.

4 In the Drop List Menu Options section, click Add/Edit. Result: The Add Option window opens.

5 In the Answer Choices window, enter Option 1 as 0-3. Click Add another option link and enter Option 2 as 4-6. Click Add another option link and enter Option 3 as 7+. Note: You can add additional new lines and enter options as per your requirement.

6 Keep the default for Use as needed in the Requisition. Check that the question is in Active state. Click Done. Result: The success message is displayed and the question appears in the Posting Questions Bank list.

Instructions: Part 2 – Copying a Question

Step Action

1 Select the check box next to the question.

2 Click Copy Question.

3 The Create Question page is displayed. In the Question Text field, modify the text as How many years of project team experience do you have?

4 Make changes to the other fields/sections if needed.

5 Click Done.

Tip When adding multiple questions during setup, use the Add Another feature to continue adding questions until all questions are entered. Once complete select Done.



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Important Information You can only edit or delete a question if no applications are associated with that

question.

Once applications are associated with a question, you can modify your list of answer options by adding or deactivating options.

You can change a question's category regardless of whether applications are attached to that question.



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Creating E-mail Communications

Overview You can create standard e-mail messages to send to candidates throughout the application process, such as to arrange an interview or to make an offer. You can also create custom e-mail communications when you update a candidate's status.

Starting Point: Setup > HR & Talent > Recruitment > Communication

E-mail Communications The HR practitioner or hiring manager has the option, upon changing a candidate's status, to either create an e-mail message or use a predefined e-mail message to send to the candidate.

Key times to send an e-mail communication include: Receipt of a new application Screening the candidate Arranging an interview with the candidate Making the candidate an offer Keeping the candidate on file Rejecting an application

Important Information Create a status label before you create the candidate communication e-mails. Candidate communication e-mails are tied to status labels.

Example The following graphic illustrates the creation of an e-mail communication for interviews:



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Demonstration: Creating an Auto-Reply E-mail for Screening Applications

Scenario You want to create a standard e-mail message that is automatically sent upon receipt of an application to a job posting.

Instructions Starting Point: Setup > HR & Talent > Recruitment

Step Action

1 On the Recruitment page, click the Communication tab.

2 Click the Add button. Result: The Add an E-mail page is displayed.

3 In the E-mail Name field, type New Application.

4 In the E-mail Subject field, type Thank you for your interest.

5 In the Content field, type Thank you for your interest in our company. Only selected applicants will be contacted.

6 In the Status Type section, select New Application

7 Click Done.

Important Information You can only associate one e-mail communication with the New Application status.



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Explore: Offer Letter Template

Overview • An Offer Letter template is a predefined letter that you can use to create job offer letters

for candidates. The template can include the terms and conditions of employment, and job information such as description, responsibilities, reporting structure, starting date, and, compensation, company policies, and other policies based on the employment type such as benefits, time off, and so forth.

• Practitioner users can now create Offer Letter Templates using the wizard. Alternatively, they can use the sample offer letter template provided by ADP as the starting point and customize it as required.

• Starting Point: Setup > HR & Talent > Recruitment > Offer Letter Template

The graphic below is an example of an offer letter created using the ADP-supplied sample template.

Additional Resources For more information about Offer Letter Templates, refer to online Help.



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Explore: Manage Job Boards

Overview • Practitioner users can now map External career centers with external job boards such as

(Indeed, CareerBuilder, Monster, LinkedIn, Facebook).

• Once mapped, the jobs posted on the external career centers will get posted to these external job boards.

• When Indeed is turned on, any job postings marked “external” will automatically get posted. Indeed is always mapped to the Default External Career Center.

• Clients can post requisitions to any website using the URLs provided when they create the postings.

Starting Point: Setup > HR & Talent > Recruitment > Manage Job Boards



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Explore: Recruitment Settings Tab Let's take a tour of the Recruitment Settings tab:

Starting Point: Setup > HR & Talent > Recruitment > Settings

Tabs and Descriptions

Page Description

Required Fields Define whether to turn off settings or set to optional or required for personal information, professional background, and additional information like salary and note. When fields are set as required, applicants must complete them in order to

move through the online application.

Posting Settings Designate the e-mail address from which the new application auto-reply is sent. Define whether applicant's résumé is required or not. URL for the external Career Centers are provided – the location to which job

postings are published.

Attestations Attestation text that applicants see on the job application and can read and acknowledge that the information provided in the job applications is true.

Additional Resources

For more information about the Recruitment Settings tab, refer to online Help.



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Practice Activity: Setting Up Recruitment

Scenario Geneva Entertainment hosts an annual recruiting event for recent graduates. To prepare for this event, there are several setup tasks to complete for the Recruitment in ADP Workforce Now.

Refer to the procedures outlined in this handout manual to complete the practice activities.

Step Action

1 From the Posting Questions Tab, create the following prequalification questions: What languages, other than English, do you speak fluently? (Hint: Generic question category,

and Combo Menu answer type) Enter the following answer choices: Spanish, French, Japanese, Mandarin, and Other. Only external candidates are required to answer this question. Describe the responsibilities of your current position. (Hint: Text Field answer type)

2 From the Communication tab, create an e-mail communication with the status Keep on File communicating that you are moving forward with the other applicant's application at this time but will keep the applicant's résumé on file.

3 From the Settings tab, select Posting Settings page, and pace a check in the résumé required for job applications field.



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Practice Activity Results: Setting Up Recruitment Note: If you completed your activity, inform the trainer and share your results and your experience with the entire class. Your results may differ from each other if you chose to do differently from the activity scenario.



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Module 1 Summary

Objectives You are now prepared to: Use the ADP Workforce Now Recruitment Set up Recruitment Validation Tables Set up Career Centers Create Job Posting Questions Create E-mail Communications Create Offer Letter Templates Manage Job Boards Define settings for Required Fields, Résumé, Career Center URLs and Attestations

Recruitment for ADP Workforce Now® Module 2: Creating and Posting Requisitions



MODULE 2: CREATING AND POSTING REQUISITIONS

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Purpose This module prepares you to create requisitions and post them in ADP Workforce Now®.

Objectives Upon completion of this module, participants will be prepared to: Create Requisitions Post Requisitions Make Changes to Requisitions Manager Access



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Creating Requisitions

Overview Once you have set up Recruitment, you can use the Requisition wizard to create requisitions to post them as job postings to the company website, the ADP-hosted Career Center, job posting sites such as CareerBuilder.com® and Monster.com®, or social networking sites such as LinkedIn and Facebook®.

Requisitions A requisition is a request made to fill an open position within a company. The published version of a requisition – or job posting – is what the potential applicant sees. It includes several components of information that allow the applicant to review the job description and requirements of the opening. The requisition can be for a single job opening or multiple openings. In addition, a job posting allows the applicant to respond to prequalification questions, submit a résumé, and provide other required applicant information.

Example Your company Web site has a Careers page that lists all of your open positions. Interested applicants can view a complete description of each job and apply to any open job.



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Requisition Process Creating a requisition includes the following tasks:

1. Formatting a job description with position information and posting details. 2. Setting up a resume setting. 3. Adding posting questions. 4. Assigning managers to requisitions and allowing them to send an e-mail to candidates. 5. As an optional feature, a workflow can be created for requisition approval. 6. If the approval is required, the requisition must be approved before the job posting is

published.



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The Requisition Dashboard

Overview The Requisition Dashboard is a snapshot of the recruitment process in your organization.

The following graphic shows the Requisition Dashboard.


Element Description

Filters link Allows you to filter your search results by requisitions status, hiring manager, location, days since open, and/or job title. Once you have made your selection, click Apply to view the results.

Requisition Status filters Displays requisition statuses: Open (default), Setup In Progress, Rejected, and Evergreen Positions.

ADD button Allows you to create a new requisition.

Requisitions list Displays requisition information such as Priority, Requisition ID, Job Title, Location/s, Hiring Manager, and Action.

Requisitions Status section Displays the selected requisitions status, requisition number, number of positions, number of positions filled, last edited date, and posting status.

Aging Applications section Graphical representation of the number of candidates/applications in New Application, Screening, Interviewing, and Offer status against the number of days it is in the same status.

Recruiter section Displays the information of the assigned recruiter such as recruiter name, phone number, fax number, and email address.

Total Cost To Date section Displays the total cost of the selected requisition.

Days Since Open section Displays the priority indicators that can be adjusted, if required.



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The Requisition Wizard

Overview The settings that you establish during Recruitment setup, structure the Requisition wizard pages.

The users with appropriate access can navigate to the Requisition wizard by following:

Pathway: Process > Talent > Requisitions > ADD The Requisition wizard walks you through the following steps to create a requisition:

1. Position Information 2. Posting Details 3. Posting Questions 4. Confirm Selections

Examples of Requisition Information When creating a requisition, you may want to include the following types of information: Job description Experience required Job location Recruiter name, phone/fax number, and email address



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The Steps of the Requisition Wizard

Steps Notes

1. Position Information

2. Posting Details

3. Posting Questions

4. Confirm Selections

Important Information Selections in the Corporate Groups section (Step 1) are informational only for the job

posting, and they will not flow to the New Hire wizard.



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Demonstration: Creating a Requisition

Scenario You are an HR Practitioner and you received a request from the Sales department manager, Michele Heroux, to create a requisition for a sales associate in the Calgary office.

Instructions – Step 1: Position Information Starting Point: Process > Talent > Requisitions

Step Action

1 Click ADD. In the Job Title field, select Sales Associate from the list.

2 In the Target Start Date field, click the Calendar icon and select the 15th of the next month.

3 In the Employment Type, select Full-time Regular (FR).

4 In the Hiring Manager field, select Michele Heroux.

5 In the Number of Positions field, leave the entry as 1 under New Positions.

6 In the Business Unit field, select Canada (CAN).

7 In the Home Department field, select Sales.

8 In the Location field, select Calgary (CAL).

9 In the Salary Information, type in 50000 in the From field and 55000 in the To field.

10 In the Recruiter Information section, type Recruiter Name Brady Beamer, Recruiter Email [email protected].

11 Click Next.

mailto:[email protected]



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Demonstration Continued: Creating a Requisition

Instructions – Step 2: Posting Settings

Step Action

1 Select Internal and External Applicants. Choose the language(s) in which the applicant may apply.

2 In the Posting Name and Job Description section, click the Edit icon

3 . Enter some basic text in the Job Description field. Click Done.

4 In the Application Settings section, keep the default fields for Internal Applicants. For External Applicants, select Require a résumé and keep the default field for attestation.

5 For the email address, keep the default fields.

6 Click Next.



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Instructions – Step 3: Posting Questions

Step Action

1 Scroll to the Question Bank and select the question How many years of sales experience do you have?

2 Click on the question, drag and drop it on the left-hand-side.

3 Keep the default values for Ask Internal Applicants and Ask External Applicants.

4 In the Required For column, select Internal & External Applicants option from the list.

5 The Knockout checkbox appears. Click the checkbox to select the knockout option.

6 In the Knockout Answer Selection window, select Option 4 Less than 1 year as the Knockout criteria. Click Done.

7 Click Next.



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Instructions – Step 4: Confirm Selections

Step Action

1 Review all the information entered during Steps 1 to 3. Click Done.

Important Information • To edit any of the information entered during these steps, click the step name at the top

of the Requisitions page.

• If you mark a question as Required while it is still in the Question Bank, that question will be required on all requisitions and will be displayed in the list of questions to add to the requisition. When a question is always required, you cannot delete it from an individual requisition the way you can when you select specific questions.

• If you move a question to the list of individual requisition questions and then mark it required, that question is only required for that requisition.

Additional Resources For more information about creating requisitions, refer to Online Help.



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Posting Requisitions

Overview Once you create requisitions, you can post them on a variety of websites so that qualified candidates can access and apply to them. Both practitioners and managers, if permitted, can publicize the requisition, or job posting, on job posting sites and social networking sites. Managers must have the appropriate permissions to publish job postings.

Posting Requisitions Posting requisitions makes the job postings available on Web sites that job seekers are likely to view for potential job opportunities, such as: The Company website, if your company has a Careers page The Career Center Online job posting sites, such as CareerBuilder.com® and Monster.com® Social networking sites, such as LinkedIn and Facebook®

Example You want to make sure that the administrative assistant position is published to as many sites as possible. You post it to your company's Web site Careers page, the Career Center, CareerBuilder.com®, Monster.com®, LinkedIn, and Facebook®.

Career Center The Career Center is an ADP-hosted site where applicants can: Log into or register an account Search for and view listings of open jobs at your company View job details View and update their profiles Apply to open jobs

The Career Center stores an applicant's profile information, which makes it easy for the applicant to apply to multiple positions and provides you with consistent information.

Note: The entries you make in the validation tables appear as is in the Career Center listing, so ensure that you have typed in the correct Job Code.

Example The following graphic shows a job listing on the Career Center:



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Exploring the Requisitions Page

Overview The Requisitions page is displayed after you complete the final step of the Requisition wizard.

Activity: Exploring the Requisitions Page



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Element Description

Requisition Displays Requisition ID and Job Title

Requisition Status field Indicate whether the requisition is open, on hold, or closed

Posting Status field Indicate whether the posting is accepting or not accepting applications

Job posting website tabs (Career Centers, CareerBuilder®, Monster®, LinkedIn, Facebook®)

Use the tabs for each of the job posting websites to provide the required information for posting to the specific site

Internal Career Center fields Publish requisitions that are visible to job seekers within your company

Default External Career Center fields

Publish requisitions that are visible to job seekers outside of your company

Add Another link If your Company has multiple External Career Centers, you can post requisitions to them as well

Submit button Allows you to post the requisition to specific websites

Return to Requisition button Returns you to the last page of the Requisition wizard

Return to Requisitions List button Returns you to the list of requisitions

Important Information To publicize the job posting on outside job posting sites and social networking sites, the Requisition Status must be Open or On Hold and the Posting Status must be Accepting Applications.



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Demonstration: Posting a Requisition to the Career Center

Scenario You are ready to post the requisition to the Internal and External Career Center.

Instructions Starting Point: Process > Talent > Requisitions

Step Action

1 Navigate to the Requisitions page for the desired requisition (here we will navigate to the Sales Associate requisition).

2 Enter the dates for the Internal Career Center: In the Publish Date field, leave the default date. In the Unpublish Date field, using the Calendar icon enter a date two weeks from today.

3 Enter the dates for the External Career Center: In the Publish Date field, using the Calendar icon enter a date two weeks from today. In the Unpublish Date field, leave the date as is.

4 Click Submit.

5 To access the , Career Center click View Job Result: The Posting Status changes to Accepting Applications, and the requisition is posted to the Internal Career Center. Note: The requisition will be posted to the External Career Center two weeks from today.



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Important Information To publish a requisition on external job sites and social-networking websites, the requisition must be Open or On Hold, the posting status must be Accepting Applications, and the Publish Date must be current. The following table describes how the posting status changes based on the requisition status, publish, and unpublish dates.

If the Requisition Status Is And Then the Posting Status Is

Open or On Hold Published Accepting Applications

Open or On Hold Unpublished Not Accepting Applications

Closed Published or Unpublished Not Accepting Applications

The process for posting requisitions to job sites and social networking sites is essentially the same. Each site may have its own requirements.

Jobs can only be posted on .com sites. If the client wants the job to be posted on .ca sites, it must be done separately outside the Workforce Now application.

In order to complete this outside of Workforce Now, follow these steps:

Step Action

1 Create a job on a .ca site.

2 Copy and paste the Career Center link.

3 Prompt the candidate to copy and paste the link in the address bar to apply for the position. Note: Career Center link cannot be hyperlinked.

Additional Resources For more information about publishing requisitions and publishing them on or removing them from social-networking websites, see online Help. It includes specific topics for each of the websites listed on the Requisitions page.



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Activity: Posting a Requisition to LinkedIn

Scenario You are ready to post the requisition to LinkedIn.

Instructions

Step Action

1 On the Sales Associate Requisitions page, click the LinkedIn tab.

2 Select the Default External Career Center from the list beside Choose a career center to map to LinkedIn field.

3 The Sign in with LinkedIn button appears, click on it to log onto your account.

4 In the Comment field, enter the message you want to display.

5 Keep the default for Visible To field.

6 Click Post to LinkedIn button.

Important Information To publish job postings to the job posting and social networking sites, your company must have accounts with each site. A manager must have permission to complete posting a job on job boards or social sites.



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Activity: Creating and Posting a Requisition

Scenario You received a request from Richard Telford, the hiring manager, to create and post

requisition for five customer service representatives in your call center. All the five positions will have to be filled-in externally.

The expected start date for these positions is four weeks from today.

There are three different shifts – day, evening, and overnight. In addition to adding any other questions to the requisition, you want to ask applicants which shift they prefer.

Require applicants to provide a résumé and answer all of the questions. You are going to post the requisition to the External Career Center.

Instructions Refer to the procedures previously outlined in your handout manual as well as on online Help. You may enter any additional information you want to include in the requisition.

Step Action

1 Create a requisition for the customer service representative positions.

2 Post the requisition to the External Career Center.



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Activity Results: Creating and Posting a Requisition Note: Your results may differ from each other.



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Making Changes to Requisitions

Overview After you have created and posted a requisition, you can use the Requisitions dashboard to make changes, if necessary.

Exploring Requisition Actions

Requisition Actions and Notes

Requisition Action Notes

View/Edit

Delete

Give Access and Notifications for Others

Copy

Important Information When you edit a requisition, you need to repost it to the Career Center and external job-

posting and social-networking websites. You cannot edit the text of a posting question or the existing answer choices after an

applicant has answered the question. However, you can add another answer choice to the question.



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Manager Access

Overview One of the benefits of the Recruitment is the ability to give managers proper permissions to create applications, receive applications for review, and update the status of a candidate's application to communicate the next step in the Recruitment process.

Information Available to Managers Managers can see requisitions and applications that they have access to and, if given proper permissions, requisitions that they created.

Example The hiring manager, Michele Heroux, received zero applications for review and has access to two requisitions and one evergreen requisition.



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Module 2 Summary

Objectives You are now prepared to: Create Requisitions Post Requisitions Making Changes to Requisitions Manager Access

Recruitment for ADP Workforce Now® Module 3: Tracking Applicants



MODULE 3: TRACKING APPLICANTS

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Purpose This module prepares you to track applicants to your posted positions from application through hiring.

Objectives Upon completion of this module, participants will be prepared to: Register for and use the Career Center Work with applicants Update applicants' statuses



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Registering for and Using Career Center

Overview When you post requisitions, applicants can view the job descriptions and apply for those positions through the Career Center once they have created a profile. Applicants can optionally enter extensive professional background information such as Skills, Education, Licenses and Certifications, Memberships, Previous Employer and apply to multiple job postings without having to re-enter their personal information each time.

Applicants' Registration Account registration, login, and reset password processes are enhanced for the first-time

applicants as well as returning applicants.

Applicants must first register an account, login, and create a profile before they can submit an application to a job posting/s.

Single Sign On feature allows applicants to log in with the same email across all Workforce Now® clients.

Applicants will have the ability to upload up to ten attachments per application, and attach a resume or enter a text resume per application.

They will be able to view a working list of the jobs they have applied to.

Career Center A career center option is available to clients, providing a central navigation point for returning applicants to view and update their profile, view their application history, apply to jobs among other tasks.

Clients also have Internal Career Center option to post job openings internally for employees within the Company who would wish to apply to other open positions in same/different departments.

Important Information You do not require applicants to log on through a specific URL. You can post the URL to external job boards and implement the page on your company website as your Careers page.

You can customize the page with your company’s logo or background theme, corporate links, images, documents, videos, and social media links, which then displays across all pages of your Career Center website.



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The Applicant Landing Page

Overview The Applicant Landing page is displayed when applicants click a link for the job posting that points them to the specific URL for that position.


Element Description

Search Jobs section Allows applicants to search for other jobs posted for this company

Sign In button Applicants click this button to log into Career Center or to create a profile

Language Selector Allows applicants to select the language (ENG or FR)

Current Openings section Displays a maximum of twelve job openings auto-populated in the date order (newest to oldest)

Show All Job Openings button When applicants click this button, it takes them to the page that displays all open job postings

Data Chip Indicates total number of job openings in the career center Data chip appears regardless of the jobs displayed on the job search page

Job Title and Job Description Provides title, location, and posted date of the job Clicking this takes applicant to the job details page

Important Information • After creating a profile, the next time an applicant logs in the Career Center and applies

to a job posting, the personal information previously entered is automatically populated in the appropriate fields.

• An applicant registered via Workforce Now Career Center can now log in with the same email across all Workforce Now clients. For Example: Companies ABC & XYZ are Workforce Now clients. Applicant 1 can log in to ABC & XYZ companies career sites with the same email ID. However, if Applicant 1 is logged into ABC's career site, they will not be able to see XYZ's career site/jobs. Profile would still be different for each client.



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Explore: Creating a Profile in the Career Center

Log In After the applicant clicks Sign In from the job search page or Apply from the job details page, the Log In page displays.

First time applicants must register an account and log in before applying to a job. Returning applicants who want to apply to another job must first log in but their previously entered information populates the related fields.

Create a Profile When creating a profile, a reCAPTCHA™ window displays to ensure that the activity is not a hacking attempt generated by a computer.



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Step 1: Enter Your Contact Information The applicant enters first name, last name, and e-mail address.

Step 2: Create User ID & Password When an applicant enters a user ID, a message displays indicating whether the user ID is available.

When creating a password, the Password Strength bar indicates the strength of the applicant's password. The illustration of a Strong Password link provides an example.



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Step 3: Select Security Questions and Answers The applicant selects three security questions and provides answers.

Step 4: Review and Submit Your Information The applicant reviews the user ID, contact information, and security questions and answers. When the applicant clicks Done, a message displays, indicating that an e-mail with the applicant's user ID has been sent to the provided e-mail address.



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Explore: Applications Dashboard

Overview The Applications dashboard provides an overview of your company's current job application status and the number of applications with each status.



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Elements and Descriptions The following table describes the sections of the Applications dashboard.

Element Description

Application Status Displays the number of applications for each application status.

Sourcing Efficiency Displays the sourcing efficiency using a conversion rate and applications received for each job board. The conversion rate is calculated as the number of candidates hired by the number of applications received.

Applications Provides access to do the following: Search for applications using either:

a. Sematic/Smart search; or b. Can't find what you are looking for? Search options.

Filter applications using requisition ID, job title, location, date range, applicant type, application status, and applications' aging period. Add a new application. Change an application's status. Delete an application.



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Working with Applicants

Overview Once you start to receive applications for open positions, you begin the process of searching for qualified candidates and applying applicants to other positions, as necessary. This topic covers: Searching for qualified candidates Applying applicants to other positions

Searching for Candidates When applicants apply to job postings, their application data is stored in ADP Workforce Now for your reference. You can search for qualified candidates by selecting specific search criteria.

Example Several applicants applied to the Financial Analyst position. You use the search feature to find the qualified candidates based on criteria in their applications.



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Demonstration: Searching for Qualified Candidates

Overview You can search for candidates that are qualified for a particular position using a variety of criteria, including: Applicant's name Keywords from attached files Requisition ID Job title Location Hiring manager Applicant type Application date Application status

Scenario: The hiring manager for the Sales Associate position in Calgary wants to begin scheduling interviews because she needs to fill the position as soon as possible.

Log in as a Practitioner.

Instructions: Starting Point: Process > Talent > Applications

Step Action

1 In the Search field, type Sales Associate

2 Click the (Search) icon Result: A list of applicants meeting your criteria displays. Note: You may not see any search results due to our demonstration limitations.

Tip You can click Can't Find What You Are Looking For? link to filter your search results.

Additional Resources For more information on searching applicants, refer to online Help.



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Exploring the Candidate Record

Tabs and Descriptions

Tab Description

Application(s) You can opt to do the following: Apply the applicant to another position. Change the application status. View the application's status history. Hire the applicant. View the application in PDF format. Delete the application. Review responses to questions answered on the application Add application notes and communication history. Review attached supporting documents & résumé. Upload files.

Applicant Profile View or edit applicant's personal information, such as email address, phone numbers, and birth date, if applicable.

Screening Run background checks for candidates, if applicable.

Offer Letter Create and send an offer letter to the applicant.



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Activity: Applying an Applicant to another Posting

Overview When searching for qualified candidates, you may find that some applicants are better suited for other open positions. You can use the Apply to Another Posting feature to apply applicants to a different job posting.

Scenario You determined that one of your applicants to an existing position in your company is more qualified for a different posted position, so you apply the applicant to that job posting.

Instructions

Step Action

1 From the selected Candidate record, click Apply to Another Posting.

2 From the list displayed in the Select A Job Posting window, select the job to which you want to apply your applicant.

3 Proceed through the application wizard.

Additional Resources For more information about applying candidates to other job postings, refer to online Help.



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Updating an Applicant's Status

Overview One of the benefits of the Recruitment is the ability to track an applicant's life cycle through the Recruitment process by applying status labels to them.

Application Status Labels Application status labels are designations that represent the stage in the Recruitment process of an application. These labels allow HR practitioners and managers to track an application’s “life cycle". The following nine status groups come standard with Recruitment: New Application - When a new application is received Screening - Phone or any other screening process that the company has Interview - Scheduling interviews Offer - Offer a job. Offer letter can be copy pasted as part of the email. Attachments are

not allowed. Rejected - Reject an applicant Keep on File - Keep the candidate's resume on file Pre-Hire - Any background checks that are needed to be performed outside Workforce

Now Hired - Applicant is hired Knockout - Applicant is knocked out based on the Posting Question selection criteria

You can use these status groups as the standard status labels, or you can customize additional status labels for these status groups.

Purpose of Status Labels You use application status labels to: Organize, track, and search applications Hide applications from managers Send communication to applicants Notify managers or practitioners of applicant status changes and for reporting purposes

Example You want to track candidates screened by phone and by the hiring manager, so you create the status labels Screened by Phone and Screened by Hiring Manager to track these candidates.

Important Information Each status, except for New Application, Hired, and Knockout, can have an infinite number of associated labels. All new applications receive the New Application status when submitted, so only that one label is available for that status group.

Hired status label names are system-assigned and cannot be modified.



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Additional Resources For more information on creating additional status labels, refer to online Help.

For more information about Recruitment workflows, refer to the Workflow Management for ADP Workforce Now course.



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Activity: Updating an Applicant's Status

Scenario You scheduled an interview for an applicant for the Sales Associate position and want to update his status to Interview.

Instructions Starting Point: Process > Talent > Applications

Step Action

1 In the Applications section, enter Sales Associate in the Search field and click Search.

2 Click John Smith.

3 In the Position Information section, click Change. Result: The Change Status window opens.

4 In the Change Status window, in the Application Status field, select Interview.

5 In the E-mail Option field, select Custom Email. Note: The Reply To field is automatically populated with the Email Address on record for John Smith.

6 Enter appropriate details in the Email Subject and Preview and edit email text before sending fields. Note: You can add notes for your reference (this is optional).

7 Click Done.



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Activity: Extending an Offer Letter to an Applicant

Scenario You have interviewed applicants for the Sales Associate position and have made your

selection. You are ready to make an offer to the selected applicant.


Step Action

1 From the Applications section, search for John Smith for the Sales Associate position.

2 Click on John Smith's name to navigate to the Candidate page.

3 Click Change Status link. The Change Status window displays.

4 In the Application Status field, select Make Offer.

5 Select Custom Email for the Email Option field and create a custom email to be sent. Note: Complete the Email Subject and email body text fields, as appropriate.

6 Click Done.

7 Next, click the Offer Letter tab.

8 Click Create Offer Letter button. The Create Offer Letter wizard displays.

9 In Step 1 Select a Template, select the Sample Offer Letter Template as your starting point. Keep the default selection for language section and then click Next.

10 In Step 2 Edit the Letter Text, edit the sample text to customize the letter as per your requirements. Note: The fields highlighted in Yellow are placeholder fields, insert appropriate values for these as per your requirements. Some placeholder fields will auto-populate based on the information already saved within the system. For example: applicant name. You can insert placeholder fields as needed. The list of placeholder fields is provided under Insert Fields link.

11 Click Done. Note: The Send for Approval message window displays if an approval workflow is setup.

12 Once the Offer Letter is approved, you are ready to extend the Offer to the applicant. Click Extend Offer button. The Extend Offer window displays requesting to insert an Expiration Date for the offer. Enter appropriate date and click Yes.

13 In the Change Status window, select Application Status as Waiting for Reply on Offer. Note: You can add a note for your and manager's reference (optional).

Additional Resources For more information on Generating Offer Letters, refer to online Help.

For more information on How to Setup approval Workflows, refer to Online Help.

For more information about Recruitment workflows, refer to the Workflow Management for ADP Workforce Now course.



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Activity: Hiring an Applicant and Mass Updating Applicants' Statuses

Scenario For the Sales Associate position, John Smith has accepted the offer and you want to hire him. You also have to update the status for all other Sales Associate applicants to Keep on File.


Step Action

1 Navigate to John Smith's record.

2 In the Position Information section, click Hire Candidate. Result: The New Hire wizard launches.

Instructions: Mass Updating Applicants' Statuses Starting Point: Process > Talent > Applications

Step Action

1 In the Search field, enter Sales Associates and click (search). Result: A list of applicants that meet your criteria is displayed.

2 Select all of the applicants by clicking the checkbox beside each applicant record that are displayed, except for John Smith.

3 Click Update Status. Result: The Change Status window opens.

4 In the Application Status field, select Keep on File.

5 In the Email Option field, select No Email.

6 Click Done.

Additional Resources For more information about hiring a candidate, refer to online Help.



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Applicant Reporting

Overview ADP Workforce Now has the following standard reports available to review recruitment data: Applicant Summary Application Questions and Answers Application Status History Cost to Hire Time to Hire

Activity: Running an Applicant Summary Report

Scenario You want to review a summary of all applicants who applied for positions in your company.

Instructions Starting Point: Reports > Standard Reports > Recruitment

Step Action

1 In the row for the Applicant Summary report, click (action) and select Run.

2 On the Run Report page, do the following: In the Worked In Country field, select CAN - Canada and click Move Selected Right. In the Select Applicants section, click Move All Right to include all of the applicants in the

report. In the Select Application Statuses, click Move All Right to include all application

statuses.

3 Complete the Sorting Options section as follows: In the Field column, in the first row, select Applicant. Set Sort Oder Priority as 1. In the Field column, in the second row, select Requisition. Set Sort Oder Priority as 2.

4 Click Run. Result: The Reports page is displayed.

5 The Status field displays Processing. Click Refresh until the Status field displays Completed.

6 In the row for the Applicant Summary report, click (action) and select View as PDF.

Important Information Recruitment report contents are based on the data contained in the requisitions and applications in ADP Workforce Now. Reports may not contain any data until after applicants apply.

Additional Resources For more information about Recruitment reports, see online Help.

For information about building custom reports, see the Custom Reports Basics for ADP Workforce Now course.



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Knowledge Check 1. Which of the following statements is true about creating requisitions? Select all that apply.

a. Once you create a requisition, you can edit it before posting.

b. Once you create a requisition, you cannot edit it before posting.

c. When creating arequisition, you can change posting settings such as résumé submission requirements.

d. When creating a requisition, you can create new questions to add to it.

2. To publicize the job posting on outside job posting sites and social network sites, select the status for each of the following:

a. Requisition Status must be ________.

b. Posting Status must be ___________.

c. Publish Date must be ____________.

Select all that apply.

a. Open

b. After the Requisition Create Date

c. Closed

d. Accepting Applications

e. On Hold

f. Current

g. Not Accepting Applications

3. You can edit or delete a prequalification question if:

a. Applications are associated with it

b. Applications are not associated with it

c. The question has been copied and modified

d. The question has not been copied and modified



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Module 3 Summary

Objectives You are now prepared to: Register for and use the Career Center Work with applicants Update applicants' statuses


COURSE CLOSING

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Recruitment for ADP Workforce Now® Module 4: Course Closing



COURSE CLOSING

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Support After Class

Additional Online Resources

ADP has multiple locations to access online resources:

The ADP Client Service Centre:

o This is an online repository where clients can locate various types of information.

The Bridge:

o This is an ADP sponsored online community for ADP clients to share knowledge, skills and have questions answered by client/ADP within the community.

ADP Workforce Now Support Centre:

o This is an online tool built directly into Workforce Now. The tool is designed to provide users with:

Step-by-Step procedures

Online documentation regarding a variety of subjects

Learning Bytes on a variety of subjects

Let's us take a look at how each of these valuable resources can be accessed.


COURSE CLOSING

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ADP Client Service Centre

The ADP Client Service Centre is an online resource available to all ADP clients. Users can access a multitude of resources using this tool:

The Year End service centre, including reference materials and forms

Welcome Packages, training manuals, Learning Bytes and online registration

Health Tracking Program for clients who have purchased ADP Benefits

Online support and service options.

Accessing and Navigating in the Client Service Centre

Step Action

1 Use your Internet browser to log into www.adp.ca.

2 Select the Client Service Login, located in the upper-right corner of the page.

3 Enter your company code and email address, and then select Login. Result: The Client Service Centre home page displays.

4 Let's locate the Workforce Now registration area within the Client Service Centre. Select the Learning Bytes link located under the title Training. Results: The Welcome to the Learning Bytes Library page appears, and the Learning Bytes section expands to display all products that have learning bytes.

http://www.adp.ca/


COURSE CLOSING

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ADP Workforce Now Support Centre Users have access to this tool 24/7. This tool provides a variety of online tools:

Step by Step instructional information.

Learning Bytes (short 2-3 min instructional videos) on a variety of topics.

Documentation providing the user with specific details about the topic searched.

Accessing and Searching within the ADP Workforce Now Support Centre

Step Action

1 Select the Support link, located on the top right of the screen.

2 Type Performance into the search field, and then click Enter or the "Magnifying Glass" icon to begin the search. Result: All topics with Performance in them will display.

3 Review the available resources.

IF you want to: THEN:

View Step by Step instructions: Select Knowledge, then select topic

Read documentation: Select Documentation, then select topic

View Learning Bytes: Select Training, then select topic

4 For this activity select the Training tab and select the Starting a Performance review. Results: A second window will open and the learning byte will play.

5 When completed, close the second window with the Learning Byte. To close the Support window, select the Back button located on the top left to close.


COURSE CLOSING

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The Bridge The Bridge is sponsored by ADP, and is an exclusive online community for ADP clients. This community connects HR and payroll practitioners from across Canada and provides an environment where users can ask questions, find answers, and network with peers. The community is free, always available, and is an excellent resource for support on a variety of subjects.

Benefits to Registering for the Bridge: Allows payroll practitioners and HR professionals like you to connect, engage and

share information in an easy-to-use, fully accessible online forum.

Acts as an additional resource for support, frequently asked questions and information for ADP clients of all sizes using all products.

Always on, for 24/7/365 access anywhere in Canada.

Easy to use.

Accessing and Registering for the Bridge

Step Action

1 Use your Internet browser to log into www.adp.ca.

2 Select the Client Service Login, located in the upper-right corner of the page.

3 Enter your company code and email address, and then select Login.

4 Select The Bridge, from the menu on the left. Result: An overview of what the bridge is displays.

5 Click the Visit The Bridge link located at the bottom of the overview to register.

The Bridge Registration/Login Page


COURSE CLOSING

2015 ADP, LLC 4-5 W009_ILT_WFN80V01_0615

Course Closing

Summary In this course, you reviewed many of the steps necessary to set up Recruitment, use Recruitment to create and post requisitions, and track applicants – searching for qualified applicants and updating their statuses through to hired or rejection, as appropriate.

Course Objectives You now have the skills to:

Set Up Recruitment

Create and Post Requisitions

Track Applicants

Training Evaluation Thank you for attending this course, we look forward to seeing you in the future.

Your feedback is vital to continuous improvement. Please take a moment to complete our short evaluation so that we can continue to provide you with high quality training programs.

recruitment for adp workforce now® - adp canada · pdf filemost job hunters and recruiters...

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