Welcome to Recruitment
for ADP Workforce Now®
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Welcome to Recruitment for ADP Workforce Now
Technical Assistance
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Copyright and Trademarks
Copyright © 2015 ADP, LLC. All rights reserved.
These materials may not be reproduced in any format without the express written
permission of ADP, LLC.
The ADP logo, ADP , and IN THE BUSINESS OF YOUR SUCCESS are
registered trademarks of ADP, LLC. All other trademarks and service marks are
the property of their respective owners.
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Introductions and Expectations
 Your name
 Your location
 Your role
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Norms
 Be responsible for your own learning.
 Return promptly from breaks.
 Participate. Ask any question that
comes to mind.
 Make mistakes. This is a safe
environment.
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Course Agenda
Module 1: Setting Up Recruitment
Module 2: Creating and Posting Requisitions
Module 3: Tracking Applicants
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Introduction
Purpose
This module prepares you to set up Recruitment.
Objectives
Upon completion of this module, participants will be prepared to:
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
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
© 2015 ADP, LLC. ADP Proprietary and Confidential.
Setting up Recruitment
Module 1: Setting Up Recruitment
Topics
This module includes the following topics:
 The ADP Workforce Now Recruitment
 Setting Up Recruitment Validation Tables
 Setting up Career Centers
 Creating Job Posting Questions
 Creating E-mail Communications
 Creating Offer Letter Templates
 Managing Job Boards
 Defining Recruitment Settings
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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 easily leverage the Internet
in your recruitment process.
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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:
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
Creating requisitions, or job postings

Searching for qualified candidates

Tracking applicants' statuses – from application through hiring – in ADP
Workforce Now
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Recruitment Example
The Geneva Entertainment Company has several openings for salespeople, so
they follow the Recruitment process:
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
The HR practitioner uses the Recruitment process to create the requisition,
specifying the number of open positions, the job description, responsibilities,
and requirements.

From within the Recruitment process, the HR practitioner posts the open
requisition to the ADP-hosted Career Center, CareerBuilder.com®,
Monster.com®, LinkedIn, and Facebook®.

As 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 & 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.
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:
Extensive searching capabilities
•
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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Stages and Description
The Recruitment process includes several stages – from setting up validation tables to
hiring a candidate.
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 email 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 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.
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Additional Resources
For more information on:
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Refer to:
The Recruitment process
Online Help
Recruitment workflows
Workflow Management for ADP Workforce Now course
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Online Job Posting
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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.
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Online Job Posting – 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.
The applicant clicks this button to proceed to the job application.
Apply button
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 ADP 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.
The applicant reviews the information entered and submits the application.
Step 4: Review and Submit
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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
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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
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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.
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Validation Tables and Descriptions
Validation Table
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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.
© 2015 ADP, LLC. ADP Proprietary and Confidential.
Demonstration: Setting Up Recruitment
Validation Tables
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Instructions: Setting Up Recruitment
Validation Tables
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Best Practices
 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.
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Exploring the Career Center
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Exploring the Career Center
 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
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Exploring the Career Center
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Demonstration: Creating an External Career
Center
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Creating Job Posting Questions
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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
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Poll
Does your company
currently use a
Recruitment tool?
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What are 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
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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 an 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?
© 2015 ADP, LLC. ADP Proprietary and Confidential.
Common Answer Types
Some of the more common types used may include:
 Drop List : Provides a list of responses, from which applicants choose one
answer.
 Multi-Select Menu : Similar to Drop List, but applicants can choose multiple
answers.
 Text Field : Applicants can enter an answer of their own.
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Demonstration: Creating and Copying
Prequalification Questions
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Instructions: Creating and Copying
Prequalification Questions
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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
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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
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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.
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Example
This page displays an example of an e-mail communication written for interviews:
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Demonstration: Creating an Auto-Reply E-mail
for Screening Applications
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Instructions: Creating an Auto-Reply E-mail for
Screening Applications
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Exploring the Offer Letter Template
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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
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Offer Letter Template Overview
The graphic below is an example of an offer letter created using the ADP-supplied sample
template:
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Exploring the Manage Job Board Feature
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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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Manage Job Boards Overview
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Exploring the Recruitment Settings Tabs
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The Recruitment Settings Tab
There are three tabs within the Setting Tab :
 Required Fields
 Posting Settings
 Attestations
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Settings: Tabs and Descriptions
Page
Description
•
Required Fields
Posting Settings
Attestations
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•
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.
•
•
•
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.
•
Attestation text that applicants see on the job application and can read and
acknowledge that the information provided in the job applications is true.
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Activity: Setting Up Recruitment
Refer to your Handout Manual
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Debrief
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Module 1: Summary
Objectives
You are now prepared to:
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
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
© 2015 ADP, LLC. ADP Proprietary and Confidential.
Creating and Posting Requisitions
Introduction
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®.
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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.
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Example
Your company website 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 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
The Requisition Dashboard is a snapshot of the recruitment process in your
organization.
The following graphic shows the Requisition Dashboard.
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Dashboard Elements and Descriptions
Element
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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:
 Position Information
 Posting Details
 Posting Questions
 Confirm Selections
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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
Step
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
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Instructions: Creating a Requisition
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Important Information & Additional Resources
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 websites that job seekers are likely to
view for potential job opportunities, such as:
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
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®
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Posting Open Requisitions
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®.
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What Is the Career Center?
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.
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Example
The following graphic shows a sample job listing on the Career Center:
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Exploring the Requisitions Page
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Requisitions Page
Overview
The Requisitions page
is displayed after you
complete the final step
of the Requisition
wizard.
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Requisition Page Elements and Descriptions
Element
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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
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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
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Instructions: Posting a Requisition to the Career
Center
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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 ADP Workforce Now application.
In order to complete this outside of ADP Workforce Now, follow these steps:
Step
1
Create a job on a .ca site.
2
Copy and paste the Career Center link.
3
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Action
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.
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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
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Activity: Creating and Posting a Requisition
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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.
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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.
Managers can see requisitions and applications that they have access to and, if
given proper permissions, requisitions that they created.
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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
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Tracking Applicants
Module 3: Tracking Applicants
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.
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Registering for and Using Career Center
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 ADP 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 Centre
 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.
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Registering for and Using Career Center
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.
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The Applicant Landing Page – Elements and Descriptions
Element
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
Job Title and Job Description
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Description
Indicates total number of job openings in the career center
Data chip appears regardless of the jobs displayed on the job search page
Provides title, location, and posted date of the job
Clicking this takes applicant to the job details page
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The Applicant Landing 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 ADP Workforce Now Career Center can now
log in with the same email across all ADP Workforce Now clients. For
Example: Companies ABC & XYZ are ADP 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 Career Centre
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How to 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.
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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..
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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 2: Create User ID & Password
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Step 3: Select Security Questions and Answers
The applicant selects three security questions and provides answers.
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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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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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Applications Dashboard Overview
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Applications Dashboard Elements and Descriptions
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.
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.
Applications
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•
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
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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
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Instructions: Searching for Qualified Candidates
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Exploring the Candidate Record
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Exploring the Candidate Record
Tab
Description
You can opt to do the following:
Application(s)
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•
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
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Updating an Applicants’ 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.
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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 ADP
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.
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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
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Example: Status Labels
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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Activity: Updating an Applicant's Status
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Activity: Extending an Offer Letter to an Applicant
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Activity: Hiring an Applicant and Mass Updating
Applicants' Statuses
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Debrief
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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
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Activity: Running an Applicant Summary Report
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Applicant Reporting
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
Knowledge Check
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Question 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 a requisition, you can change posting settings such as
résumé submission requirements.
d. When creating an open requisition, you can create new questions to add
to it.
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Answer 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.
•
(c )When creating a requisition, you can change posting settings such
as résumé submission requirements.
•
(d) When creating a requisition, you can create new questions to add
to it.
Rationale: You can edit requisitions before posting them, change posting
settings, and add new questions.
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Question 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
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Answer 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 Open or On Hold.
b. Posting Status must be Accepting Applications.
c. Publish Date must be Current.
Rationale: Requisition status must be Open or On-Hold, posting status must be
Accepting Applications and Publish Date must be Current. You cannot publish
closed requisitions.
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Question 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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Answer 3
 You can edit or delete a prequalification question if:
•
(b) Applications are not associated with it
Rationale: You can edit or delete a prequalification question if no applications are
associated with it. However, you can edit and deactivate the answers regardless of
application association.
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Module 3 Summary
You are now prepared to:

Register for and use the Career Center

Work with applicants

Update applicants' statuses
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Course Closing
Support After Class – Additional Online Resources
ADP has multiple locations to access online resources:
 The ADP Client Service Centre:
• This is an online repository where clients can locate various types of
information.
 The Bridge:
• 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:
• This is an online tool built directly into ADP Workforce Now. The tool is
designed to provide users with:
o
o
o
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Step-by-Step procedures
Online documentation regarding a variety of subjects
Learning Bytes on a variety of subjects
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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.
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Activity: Accessing and Navigating in the Client
Service Centre
Refer to your handout manual
to complete the Client Service
Centre activity.
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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:
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
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.
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Activity: Accessing and Searching within the ADP
Workforce Now Support Centre
Refer to your handout manual
to complete the ADP
Workforce Now Support
Centre activity.
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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.
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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.
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Activity: Accessing and Registering for the Bridge
Refer to your handout manual
to complete The Bridge
Registration/Login activity.
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Course Closing
You are now able to:
•
•
•
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Set up Recruitment
Use Recruitment to create and post requisitions
Track applicants
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Survey
How satisfied are you that the
training you completed prepared
you to begin using your ADP
solution?
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