Explore People Objects and Candidate Evaluations
Learning Objectives
After completing this unit, you’ll be able to:
- Summarize the process for evaluating and interviewing candidates.
- Define the objects for tracking candidate information.
- Explain how dynamic assessments and action plans simplify evaluation tasks.
- Describe the purpose of each action plan component.
- Discuss the purpose of each dynamic assessment object.
Application Evaluations and Interviews
The next stage in the talent recruitment process is evaluating the most qualified candidates and making a hiring decision. Recruiters, HR staff, and other stakeholders review the candidate’s application, conduct interviews, and record notes.
To help you through these stages, Talent Recruitment Management includes action plans, dynamic assessments, and, of course, objects to store relevant data. Before you learn about these tools, check out the objects for storing information about your job applicants.
People Objects
Public Sector Solutions uses account and contact objects to store information about the constituents you serve. In the context of Talent Recruitment Management, a person account represents a job candidate and a related contact record stores their phone number, email address, and other contact information.
Visitors to your career site are free to browse the site and search for positions. However, to apply for a position, they must set up a login account, which creates a user in the system. When users fill out application forms, Integration Procedures save personal details in a party profile object for future use in application forms. They also save details about the candidate’s address, past employment, and education in the party profile address, person employment, and person education records respectively.
This diagram shows the objects for storing information about candidates and relationships within the Talent Recruitment Management data model.
These objects connect to the application objects, as well as employment records, which you learn about later.
Public sector talent recruitment often involves the handling of sensitive information. Check out the Compliant Data Sharing in Public Sector Solutions article to learn how you can protect constituent information while still maintaining a high degree of collaboration between HR staff and recruiters.
This table shows the relationships between people objects and examples.
Object |
Is Related To |
Example |
|---|---|---|
Account (1) |
Contact, Job Position, Application Form, Person Employment, Person Education, Party Profile |
Paul’s account record stores details and related records about him. |
Contact (2) |
User, Account |
Paul’s contact record includes his phone number and email address. |
User (3) |
Contact |
Paul creates a login account on the Cosville career site. |
Party Profile (4) |
Account, Person Employment, Party Profile Address |
When Paul enters information in an application form, a party profile record stores the information to prefill subsequent applications. |
Party Profile Address (5) |
Party Profile |
A party profile address record stores Paul’s home address. |
Person Employment (6) |
Account, Party Profile |
A person employment record includes information about Paul’s past job positions. |
Person Education (7) |
Account |
A person education record stores the degrees and certificates that Paul has earned. |
Now that you understand the objects for storing candidate data, it’s time to explore the candidate evaluation process and related tools.
Evaluate Candidates
Hiring managers, interviewers, recruiters, and other application form evaluation participants conduct assessments of candidates from the employee site. They can view postings related to the requisition, review the information in submitted applications, and complete evaluations.
For example, the hiring manager navigates to the employee site and selects the business analyst requisition. They open up the related requisition to review the details of the requested position. Then, on the Applications tab, they open Paul’s application and check the information he has submitted.
HR Specialist Jim thinks Paul has what it takes to be a Cosville business analyst, so Jim schedules an interview. During the interview and other evaluation processes, hiring teams use action plans and dynamic assessments to record feedback about the candidate.
Action Plans
An action plan is a series of tasks, called action plan items, that evaluators complete during the assessment of job candidates. HR staff members can create and attach action plans to the application form evaluation record to simplify reviews, interviews, and other evaluation processes. They can also attach an action plan to simplify vetting evaluations, which you learn about later.
For example, on the employee site, there are two action plans that the hiring team completes as part of the application form evaluation.
Each action plan contains a set of tasks and assessments necessary to complete the evaluation.
Create an action plan template that holds a set of common tasks so that you can quickly create action plans from this template. Each task that you include in an action plan template, such as the intake form sections, is called an action plan template item. Action plan templates support versioning. That is, you can modify an action plan template, and save it as a new action plan template version. You can also connect an action plan template to a position, job position, or recruitment requisition record through an action plan base template assignment junction object.
Dynamic Assessments
An assessment, also called a dynamic assessment, is an intelligent form with responsive behavior. Each assessment includes a combination of assessment questions, which you can iterate by creating assessment question versions. You can set up an assessment to only show relevant follow-up questions based on responses to a previous question, and add other powerful Omniscript functionalities. Include one or more assessments in an Omni assessment task and then add the task to an action plan or action plan template.
For example, here’s an Omni assessment task that contains a dynamic assessment for interviewing a Management and Program Analyst candidate.
When evaluators fill out an assessment, each of their responses is saved as an assessment question response.
To learn more about action plans and assessments, visit the Dynamic Assessments with Public Sector Solutions Trailhead module.
For example, Jim creates an assessment with a set of interview questions to ask candidates for the business analyst job position. He then adds it to an Omni assessment task and adds the task to an action plan template, along with other evaluation tasks. When creating the application form evaluation, he quickly creates an action plan from the action plan template. Now, the recruiters, and the hiring team have all the tasks they need to complete the evaluation on the employee site.
This diagram shows the action plan and dynamic assessment objects within the Talent Recruitment Management data model.
Review the table to understand the relationships between action plan and assessment objects and examples of each.
Object |
Is Related To |
Example |
|---|---|---|
Action Plan (1) |
Action Plan Item, Action Plan Template Version, Application Form Evaluation |
A Business Analyst Candidate Evaluation action plan for the business analyst requisition includes two action plan items for evaluators. |
Action Plan Item (2) |
Action Plan Item, Action Plan Template Version, Application Form Evaluation, Vetting Evaluation |
The Candidate Evaluation action plan includes an Interview action plan item. |
Action Plan Template (3) |
Action Plan Template Version, Action Plan Base template Assignment, Recruitment Requisition |
Jim creates the Business Analyst Candidate Evaluation action plan from an action plan template that he uses for similar evaluations. |
Action Plan Template Item (4) |
Action Plan Template Version |
The action plan template contains a set of common tasks for candidate evaluations. |
Action Plan Template Version (5) |
Action Plan, Action Plan Template |
When Jim changes an action plan template, he saves a new action plan template version. |
Action Plan Base Template Assignment (6) |
Action Plan Template, Position, Job Position, Recruitment Requisition |
When Jim attaches the action plan template to a recruitment requisition, the system creates an action plan base template assignment. |
Assessment (7) |
Assessment Question Response, Omni Assessment Task, Application Form Evaluation, Vetting Evaluation |
Jim creates a Business Analyst Interview assessment that the interview panel completes while interviewing candidates for the business analyst position. |
Assessment Question (8) |
Assessment Question Version |
The Business Analyst Interview assessment contains questions specific to the position. |
Assessment Question Version (9) |
Assessment Question, Assessment Question Response |
Jim creates a new version of one of the assessment questions to modify the question. |
Omni Assessment Task (10) |
Assessment, Action Plan Item, Application Form Evaluation, Vetting Evaluation, |
Jim includes the Business Analyst Interview assessment and two other assessments in the Omni assessment task, and attaches the task to create an action plan template item. |
Assessment Question Response (11) |
Assessment, Assessment Question Version |
The interview panel records its feedback about Paul’s responses to each interview question. |
After completing the interviews, the hiring team decides that Paul is the best candidate for the job, so they enter their decision in the application form evaluation. Next, Jim plans to extend an offer to Paul.
In this unit, you explored how action plans and assessment objects work in Talent Recruitment Management. In the next unit, you explore the final steps to complete the hiring process: creating employment offers and performing required vetting procedures.