What's New

Update 24B

Revision History

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

• Release Updates (24A, 24B, 24C, and 24D)
• Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

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HAVE AN IDEA?

We’re here and we’re listening. If you have a suggestion on how to make our products better, please let us know. To enter an idea go to the Ideas Lab on Oracle Customer Connect. In this document wherever you see the light bulb icon after the feature name it means we delivered one of your ideas.

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Suggested Reading for all HCM Products:

• HCM Common What's New – In this What's New you will find feature that are used across applications.
• Human Resources What’s New – In the Global Human Resources section you will find features on the base application in which other application are built upon.

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

• Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.
• Oracle Help Center – Here you will find guides, videos and searchable help.
• Release Readiness – New Feature Summary, What’s New, Feature Listing Spreadsheet, Spotlights and Release Training.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com.  Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New in the body or title of the email.

Feature Summary

Recruiting

Recruiting

Oracle Recruiting Cloud provides tools for hiring managers and recruiters to source and nurture candidates, create and manage job requisitions, screen and select candidates, create and manage job offers, and onboard new employees into the organization. It also provides career sites for employees and external candidates to search, discover and apply to jobs using a frictionless application process.

Enhancements to Limit the Volume of Outbound SMS Messages

Manage SMS communications better by limiting the number of outgoing text messages and managing the list of allowed countries to send messages to.

If you’re enabling SMS communications for the first time, you can enable it only if you set limits for outbound SMS messages.

The limits apply to:

• The maximum number of messages that can be sent per day from Recruiting.
• The maximum number of messages that can be sent to a candidate per day.
• The threshold limit of messages across Recruiting, which once reached, will send a warning notification.

When the number of sent messages exceeds any of the above limits, a warning notification is sent to the email configured in the Recruiting Messaging Configuration task.

Note: To enable SMS communications, you must also have an active SMS messaging provider.

Enabling SMS Communications

If you already enabled SMS communications in the past, but didn’t specify SMS limits, you’ll now see predefined limits set based on your past usage. The email to which threshold warning notifications are sent is now populated with a nonworking email address. You must change it to a valid email address to receive the notifications.

If you’ve already enabled SMS communications and have specified SMS limits in the past, those limits will continue to apply.

The other enhancement is the availability of a new profile option ORA_IRC_SMS_ALLOW_LIST, which contains a default list of allowed countries to which you can send SMS messages. If you’re currently sending text messages to countries outside of this list, the messages will no longer be sent. To send messages to these countries, you need to update this profile option value.

These enhancements provide greater protection in managing the SMS communications feature. They help prevent unexpected spikes as well as unauthorized usage of outbound text messages.

Steps to Enable

To update the list of allowed country codes for sending text messages, follow these steps:

1. In the Setup and Maintenance work area, go to:

• Offering: Recruiting and Candidate Experience
• Functional Area: Recruiting and Candidate Experience Management
• Task: Recruiting and Candidate Experience Profile Option Values

2. Search for the profile option code, ORA_IRC_SMS_ALLOW_LIST.
3. In the ORA_IRC_SMS_ALLOW_LIST: Profile Values section, update the Profile Value field by adding or removing country codes, as necessary. This should be a comma-separated list with no spaces between the country codes.
4. Click Save and Close.

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Key Resources

For details, refer to the technical brief, “Limit the Volume of Outbound SMS Messages in Oracle Recruiting” available on My Oracle Support (DOC ID: 3019750.1).

Search Engine Optimization for Career Site

Take note that sitemap submission to Google search engine for indexing now uses the Search Console API. The Ping API has been deprecated by Google. The Search Console API works like the Ping API except that it requires authorization to use. After creating the service account, you’ll be able to download the JSON file with private key token that can be uploaded in Fusion to authorize the API.

This feature allows you to submit a sitemap to the Google search engine to enable their bot to crawl the sitemap and index the job posting URLs.

Steps to Enable

You'll first need to create a Google search console service account and obtain an access token by creating a project in Google to claim ownership of your Fusion domain career site. The steps to do this are located here: https://developers.google.com/search/apis/indexing-api/v3/prereqs

Next, you'll need to enable Sitemap Submission and upload your Google Service account credentials. 

1. In the Setup and Maintenance work area, go to:

• Offering: Recruiting and Candidate Experience
• Functional Area: Recruiting and Candidate Experience Management
• Task: Enterprise Recruiting and Candidate Experience Information

2. Expand the Candidate Experience section and click Edit.
3. Under the Search Engine Optimization section, select the Enable SEO. This lets you enable sitemap submission through API. 

• The Search Configuration URL field is auto populated with the URL required for Search Console API. The parameters in the URL will be replaced with the actual URLs while pinging the search engine.

4. In the Configuration URL field, enter https://www.googleapis.com/webmasters/v3/sites/{SEARCHCONSOLE_SITEURL}/sitemaps/{SITEMAP_URL}

• SEARCHCONSOLE_SITEURL will be replaced with the URL prefix property that is added in Google Search Console while creating the service account. For example: https://<<Career_Site_Domain>>/hcmUI/CandidateExperience or  https://<<Career_Site_Vanity_Domain>>/ for vanity domain.
• SITEMAP_URL will be replaced with the career site domain job postings sitemap location URL.
• The career site domain will contain a vanity domain when a vanity URL is configured. Otherwise, it shows your Fusion domain.

5. Click Browse next to Google Service Account JSON File.
6. Upload the JSON key file that was generated during Google service account creation.
7. Click Save.

Once the JSON file is uploaded and the sitemap submission is enabled, Fusion will submit the sitemap to the Google search engine to enable their bot to crawl the sitemap and index the job posting URLs.

Candidate Experience

Additional Requisition Fields in the Job Search Results List

You can expose more job requisition fields to external candidates in a job search results list. Additional fields and functions can be added to jobs on the list using a custom search results page configuration.

With this feature relevant information can be exposed to external candidates in a job search results list. Candidates can easily find jobs to apply to, which results in a better user experience.

Steps to Enable

To use this feature, you need to edit a custom search results page:

1. In the Setup and Maintenance work area, go to:

• Offering: Recruiting and Candidate Experience
• Functional Area: Candidate Experience
• Task: Career Sites Configuration

2. Find a career site and click Edit.
3. Click the Pages tab.
4. Select or create a custom search results page.
5. Select the job list element to open it in edit mode.

Custom Search Page Has Been Updated

You'll notice that the configuration page layout has changed to have four new sections:

• Header Information Displayed
• Job Info Displayed
• Job Tags Displayed
• Main Content Information Displayed

6. Click in each section to display a list of items that you can display in each section. These fields are predefined for each section and you select the ones you want.

Job Info Displayed contains new fields. Fields are added to the career site in the order in which you select them here.

• Requisition Number
• Organization
• Job Category (career site label = Job Family)
• Job Function
• Worker Type
• Regular or Temporary
• Management Level
• Full Time or Part Time
• Job Shift
• Job Type
• Education Level
• Domestic Travel Required
• International Travel Required
• Work Duration Months
• Work Duration Years
• Work Hours
• Work Days
• Legal Employer
• Business Unit
• Department
• Posting expiration date
• Primary Work Location and other Work Locations
• Responsibilities
• Qualifications
• Job Requisition Flexfields

NOTE: Only independent flexfields are supported at this time.

This section also contains options to display the following:

• Favorite icon
• Share icon
• Arrow icon
• Apply button

You also have the option for changing the labels for icons for certain values.

Label and Value

You can still display labels and values below the job title in this section, but now you've got the option to select Icon and Value.

New Display Option

Once selected the labels are displayed as icons.

Display Icon and Value

Tips And Considerations

The default styling for the job list (for both list view and tile view) was refreshed to include some minor changes to margins and padding. This refresh impacts the existing default search results pages and newly created custom search results pages. For custom pages created before this release, you can choose which layout you want to use. You can stay with your current design (Classic) or move to the new layout (Layout1).

NOTE: Once you change to Layout1, you can't switch back to Classic.

Authenticate Email Sign In and Allow Email Address Reuse

You can allow returning candidates to claim email addresses as being genuinely their own by verifying either their date of birth or last name (depending on what information has been entered for that candidate in the past). When they enter the correct information, a verification code is sent to their email address to further verify ownership.

Enter Verification Code

Once their identity is confirmed, they can move forward with the job application process.

If a candidate can't authenticate their ownership of an email address using last name or date of birth, it could mean the email address they're trying to use is currently assigned to another user in the system. This may have happened for several reasons, including scenarios where candidates made typo in Last Name and Date of Birth details, previous candidates made spelling mistakes when entering their email address, or perhaps a previous candidate lost the email address due to inactivity when their email provider recycled it.

If a candidate can't authenticate, they're given the option of creating a new profile using that email address.

A verification code is sent to their email address to further verify ownership, and they can then create the new profile. Once a new profile is associated with the email address, the previous candidate using that email address is marked as unverified.

Authenticate Your Identity

This feature brings another layer of security to email verification and the associated candidate profile. This feature also allows candidates to create new profiles even though the email address they used belonged to another candidate in the past.

Steps to Enable

1. In the Setup and Maintenance work area, go to:

• Offering: Recruiting and Candidate Experience
• Functional Area: Recruiting and Candidate Experience Management
• Task: Enterprise Recruiting and Candidate Experience Information

2. Expand the Candidate Experience section and click Edit.
3. Select the option Verify date of birth and allow email claims.
4. Apply the validation to:

• Ex Workers - includes ex-employees and ex-contingent workers
• All Candidates - includes ex-workers, contingent workers as external candidates, external candidates

5. Click Save.

Tips And Considerations

This setting applies to all the flows where candidates verify their identity:

• Application flows
• Talent community signups
• Event Registration flows
• Profile logins from Manage Profile (Candidates are not given an opportunity to create new profiles from this flow)

Key Resources

Cookie Consent Feature Enhancements

The cookie consent feature has been enhanced to allow cookie categorization and to let candidates consent to the cookies they want to allow.

Cookie Consent Settings

New and updated fields include:

• Link Text to Open Cookie Policy - you can edit the field to match your organization's needs.
• Enable button to decline cookies - previously this was called Enter text to decline cookies policy. This was renamed for clarity.
• Enable cookie preferences - enables you to provide users with additional opportunities to accept or decline cookies based on categories. This is disabled by default. Once enabled, the following fields are available to you:
  • Cookie Preferences Button Label
  • Cookie Preferences Save Button Label
  • Cookie Policy - repeated in this new section for consistency. The twin field above will be disabled, and the users can view Cookie Policy from Cookie Preferences modal.
  • Strictly Necessary Cookies 
  • Functional Cookies
  • Analytical and Performance Cookies
  • Add Cookie Category to add one custom category

By default, all button labels and descriptions will be provided for you. You can update them with your own content. You can update the labels for cookie categories using the User Interface Text tool.

Cookie Consent Modal

With the new settings selected, the cookie consent modal may look similar to the example above. If the user clicks Manage Preferences, a new modal Cookie Preferences will open with Cookie Policy and Cookie categories like below.

Default Cookie Preference Text

Candidates can select the cookies they want to consent to. Strictly necessary cookies are always active.

If you're using JavaScript to enable third-party integrations that store cookies, then those cookies can be controlled through custom cookie category. You can add the custom cookie category with the desired name and description like Marketing Cookies category in the above figure. And use vCustomCookies variable to run the custom JavaScript. Keep a condition in the script to execute only when vCustomCookies is true. 

Similarly, you can control Functional, and Analytical and Performance cookies using vFunctionalCookies and vAnalyticalPerformanceCookies respectively, if you’re using JavaScript to embed any functionalities into these categories.

In addition, you can now use Widgets to customize the look and feel of the Cookie Consent, Cookie Policy, and Cookie Preferences modals.

Create Custom Cookie Modals

You have the ability to change various elements of the modal to match your brand.

Customize Cookie Modals

These enhancements provide additional capabilities to comply with the regulations governing cookies under GDPR in EU and other countries.

Steps to Enable

1. In the Setup and Maintenance work area, go to:

• Offering: Recruiting and Candidate Experience
• Functional Area: Candidate Experience
• Task: Career Sites Configuration

2. Select a career site and click Edit.
3. Click the General tab.
4. Expand the Cookie Consent Message section.
5. Check the default labels and descriptions and edit per your organization needs.
6. Click Publish site.
7. Open Widgets tab, and configure the look and feel of the modals.

Tips And Considerations

Once a candidate accepts or declines cookies, the cookie consent modal isn't presented to them again until they clear their browser cookie history. However, you can add a link to cookie preferences in either the header or footer to provide candidates with a way to change their preferences without having to clear their cookie history.

Add Cookie Preferences to the Header or Footer

Cookie Preferences can also be added as links within custom content pages.

Cookie Preference Link Can Be Added to Pages

Generative AI: Paragraph Element Content

There is a new area in the career site builder for paragraph called AI Assistant.

AI Assistant

Enter a topic, number of words you want, and paste some text. When you click Generate, Generative AI creates additional text in the career site paragraph element.

You can edit the text in the section above. If you click Generate again, the text will be replaced with other text.

AI Assist Paragraph Element

This feature lets you quickly create paragraphs of text for career site pages.

Steps to Enable

You don't need to do anything to enable this feature.

Import Phone and Email During the Apply Flow

Communication preferences (email and phone) are now imported from any source candidates use (LinkedIn, Indeed, or their resume) when importing their profiles.

This feature optimizes the profile import process which lets candidates spend less time applying.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

If the Email Address or Phone Number fields are disabled, it means that email was previously set as the preferred communication channel. Data is not imported to the disabled field.

Manage Communication Preference in the Application Flows

Candidates can now edit their email addresses and phone numbers during the apply flow. Previously, this could only be done from the candidate profile in self-service.

An edit button now displays next to email and phone fields during the apply flow. Users can click it to edit the information and click Save. A message displays to confirm that the change was made.

Update Email Address

They can cancel their changes by clicking the undo icon.

Use the Undo Icon

They can also change their communication preference by clicking Use for communication next to either Email Address or Phone Number.

This feature provides a better user experience for candidates, because they can easily edit their communication preference, which reduces the time they spend in the apply flow.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

• Brand new candidates can only select one communication method. Returning candidates can select both.

• If a returning candidate edits their communication preference, they'll have to verify immediately that they own the email or phone number using an inline PIN challenge during the apply flow. New candidates verify the communication channel after submitting application.

• Talent Community can only use email as the communication channel.

• If SMS isn’t enabled, email is used as a communication channel in all cases and candidates can't change the preference.

Modern Career Site Template Phased Out

Take note that you can no longer modify career sites that use the deprecated Modern template. You'll need to use the new framework, which is based on the Minimal design template.

As an ongoing commitment to deliver a modern, engaging experience to candidates, the career site framework site has been enriched with additional configuration possibilities. This will allow you to configure different layouts, including one matching Modern template look and feel.

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

For more information, refer to the initial announcement made in Update 23B. 

Candidate Interviews

Define Schedule Owner on Interview Schedules

You can define an interview schedule owner on interview schedules, who is different than the schedule creator. This enhancement is available on:

• Interview schedule templates
• Interview schedules, both shared schedules and requisition-specific schedules

As an interview coordinator, you can change the owner of an existing interview schedule. The schedule owner is required. When you create an interview schedule using a schedule template, the schedule owner is defaulted from the schedule template. If the template doesn’t have a named user, you’ll be the schedule owner.

Schedule Owner on Interview Schedule

As an administrator, you can change the owner of an interview schedule template. On interview schedule templates, the schedule owner is optional.

Schedule Owner on Interview Schedule Template

NOTE: You can change the schedule owner regardless of the interview schedule or interview schedule template status.

Here's more info on how the schedule owner is set.

When you create an interview schedule: 

• If your administrator created an autocomplete rule to default the schedule owner, the schedule owner is set according to the rule. 
• If no autocomplete rule was created, the schedule owner is set to the current user (you).

If you later select an interview schedule template for the interview schedule: 

• If a schedule owner is defined in the template, the schedule owner is set according to the template. 
• If no schedule owner is defined in the template, the schedule owner defined while creating the schedule (with or without an autocomplete rule) is kept.

With this enhancement, you can change the owner of an interview schedule to align it with the new responsibilities of people in your organization.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

When Zoom integration is selected on the interview schedule, the selected schedule owner must have provided a Zoom authorization.

• If you’re the schedule owner, you’ll be asked to provide a Zoom authorization, if you haven’t provided one.
• If another user is the schedule owner and that user didn’t provide a Zoom authorization, you’ll have to select a new user.

NOTE: There are no impacts to Teams integration as the authorization mechanism is different.

There are new tokens for the schedule owner:

• InterviewScheduleCreatorUserName
• InterviewScheduleCreatorDisplayName
• InterviewScheduleCreatorEmail

These tokens are resolved for the following alerts in Alerts Composer:

• IRC_Intrv_Schedule_Low_Openings
• IRC_Intrv_Schedule_No_Openings
• IRC_Shared_Intrv_Schedule_Low_Openings
• IRC_Shared_Intrv_Schedule_No_Openings
• IRC_Intrv_Zoom_Missing_Link
• IRC_Intrv_Zoom_Meeting_Not_Updated
• IRC_Intrv_Candidate_Request_More_Slots

You can use autocomplete rules to set the schedule owner. This is only available for requisition-specific schedules (and not for shared schedules and schedule templates). As an example, you could create a rule so that the schedule owner is defaulted based on the requisition’s recruiter.

Example of Autocomplete Rule for the Interview Schedule Owner

Candidate Messaging

Reporting for Outbound Messages

You can now generate reports for outbound SMS messages to analyze how many were successfully sent or blocked. Reports can be generated for these periods:

• Daily - Lists the number of SMS messages sent and blocked per hour of the day. It also displays the cumulative count of messages from the first hour up to every hour in the day.
• 30 Days - Lists the number of SMS messages sent and blocked in the past 30 days.
• Historical - Lists the number of SMS messages sent and blocked over the past two years.

The report also categorizes messages according to the notification category defined in the Recruiting Content Library, such as Candidate Verification Notification, Event Canceled Notification, and so on. Any messages that don’t belong to these categories appear in the Miscellaneous category.

Sample Daily Report

This feature lets users generate reports to analyze the volume of SMS messages that are sent versus blocked.

Steps to Enable

1. In the Setup and Maintenance work area, go to:

• Offering: Recruiting and Candidate Experience
• Functional Area: Recruiting and Candidate Experience Management
• Task: Recruiting Messaging Configuration

2. Expand the Reports for Text Messages section and click Edit.

3. Select the duration for the report and click Create Report.

Reports for Text Messages

Tips And Considerations

You must enable SMS communications for this feature to work.

Key Resources

For more information on enabling SMS communications, see this topic Enable SMS for Candidate Communications in the Implementing Recruiting guide on Oracle Help Center. 

Campaigns

New Scheduled Process for Job Alert Processing

There's a new scheduled process called Process Recruiting Jobs Alert, which separates job alert processing from the scheduled processes that handle emails for Recruiting campaigns and HCM Communicate campaigns (Prepare Campaign Email and Send Campaign Email).

The new scheduled process provides analytics on:

• External alerts sent
• Internal alerts sent
• No jobs matched – external candidates
• No jobs matched – internal candidates.

Using this new scheduled process optimizes the performance of job alert processing. It no longer logs an interaction for each sent job alert email.

Steps to Enable

To enable this feature, you need to:

• Enable the new profile option ORA_IRC_CX_JOB_ALERTS_SEPARATE_ESS. By default, the profile option is set to N, meaning the feature is delivered disabled by default.
• Schedule the Process Recruiting Job Alerts scheduled process to run once a day.

To enable the profile option:

1. In the Setup and Maintenance work area, click the Tasks icon.
2. Click Search.
3. On the Search page, search for the task Manage Administrator Profile Values.
4. Click the task name.
5. On the Manage Administrator Profile Values page, search for the profile option code ORA_IRC_CX_JOB_ALERTS_SEPARATE_ESS.
6. In the Profile Values section, set the profile value to Y.
7. Click Save and Close.

Tips And Considerations

• It's recommended that you set this profile option to Y and schedule the new scheduled process.
• Once you set the new profile option, the Prepare Campaign Email and Send Campaign Email scheduled processes will continue to run as before for Recruiting campaigns and HCM Communicate campaigns.
• It's recommended that you allow a day’s run of the two older scheduled processes to complete prior to scheduling the Process Recruiting Job Alerts scheduled process.

Key Resources

• For more information on analytics, refer to the Creating and Administering Analytics and Reports guide available on Oracle Help Center.
• For information on scheduling processes, refer to the Scheduled Processes in Oracle Recruiting Cloud topic in the Implementing Recruiting guide available on Oracle Help Center.

Candidates and Candidate Job Applications

New Action to Add and Remove Candidate Labels

As an administrator, you can automatically assign labels to candidates or remove them by using the new Add or Remove Candidate Labels action while configuring the candidate selection process. You can add the Add or Remove Candidate Labels action:

• To a phase, when entering a phase
• To a phase, when leaving a phase
• To a specific state

When the candidate reaches the selected phase or state, the selected label is automatically assigned to the candidate if it doesn’t already exist, or it’s removed.

With this feature, you can now automatically add or remove labels when job applications navigate through different states and phases. This decreases the level of manual intervention to update candidate profiles.

Steps to Enable

You first need to create labels to tag candidates. For details, see Create Labels to Tag Candidates.

Let’s say you want to add the Premium Candidate label when top candidates leave the Interview and Selection phase.

1. In the Setup and Maintenance work area, go to:

• Offering: Recruiting and Candidate Experience
• Functional Area: Candidate Job Applications
• Task: Candidate Selection Process Configuration

2. On the Candidate Selection Process Configuration page, create a candidate selection process or edit an existing one.
3. Click on the Interview and Selection phase.
4. In the Phase Actions section, click When Leaving Phase > Add Action > Add or Remove Candidate Labels.
5. On the Action: Add or Remove Candidate Labels page, in the Labels to Add section, add the label Premium Candidate.
6. Click Continue.

Adding a Label to a Candidate Selection Process

Tips And Considerations

• If a label is removed from the Manage Recruiting Labels configuration page, the label is also removed from the Add or Remove Candidate Labels selector.
• When you define conditions for a candidate selection process, you can add fast formulas that will either add or remove candidate labels.

Key Resources

For more information on creating conditions and fast formulas, refer to these topics in the Implementing Recruiting guide available on Oracle Help Center:

• Define Conditions to Move Candidates
• Fast Formulas for Candidate Selection Processes

Recruiting Activity Center

Recruiting Activity Center - Configure Activity Priority

When you view the list of activities on the Activity Center page, you can now easily view the most important items to act upon. Each activity item is tagged as High, Medium, or Low priority.

Priority on the Activity Center Page

With this feature, you can set activity priority to align with your business processes and ensure users take action on the most important activities. 

Steps to Enable

Each activity has a predefined priority. You can modify the priority in the Configure Recruiting Activity Center area.

1. In the Setup and Maintenance work area, go to:

• Offering: Recruiting and Candidate Experience
• Functional Area: Recruiting and Candidate Experience Management
• Task: Enterprise Recruiting and Candidate Experience Information

2. In the Recruiting Management section, click Configure Recruiting Activity Center.
3. Click the Edit icon next to an activity item.
4. Set the priority to high, medium, or low.
5. Click Save.

Tips And Considerations

In previous releases, only high priority was available. The activities that had no priority will now appear as low priority by default. 

You can personalize the Activity Center page using constants and business rules. For more information refer to the Extending HCM Redwood Applications Using Visual Builder Studio guide.

Recruiting Activity Center - Job Offer Preview

You can now preview job offer details within the Recruiting Activity Center. When you click on a job offer activity, a drawer opens and you can view job offer information in the following sections:

• Key info
• Basic info
• Assignment
• Offer team
• Payroll info
• Salary
• Other compensation
• Offer letter
• Candidate facing attachments

Previewing Job Offer Details

With this enhancement, you can preview key job offer information without having to navigate to a different user interface. You can also review job offer details more quickly and process job offers.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

You can personalize the Activity Center page using business rules. For more information refer to the Extending HCM Redwood Applications Using Visual Builder Studio guide.

These sections are hidden by default and can be made visible using Visual Builder Studio:

• Payroll
• Salary
• Other compensation
• Additional info
• Comments and attachments

Oracle Recruiting Assistant

Multilingual Support for the Candidate Experience V2 Skill

Candidates can now chat with the Oracle Recruiting Assistant through the career site in any of these languages – English, Portuguese, German, Italian, Arabic, Dutch, French, and Spanish. The Candidate Experience V2 skill (CE V2) has been enhanced to provide support for these languages. 

NOTE: Brazilian Portuguese and Canadian French aren’t currently supported. 

As an administrator, you need to complete these additional tasks in Setup and Maintenance:

• You can define synonyms in multiple languages using the Configure Recruiting Assistant Synonyms task. However, you must first define the synonyms in English and then in the other languages.
• Run the Sync Data with Recruiting Digital Assistant scheduled process, which will sync all the synonyms defined in the supported languages.
• Enable resume parsing in multiple languages using these tasks:
  • Recruiting Category Provisioning and Configuration – Edit the Profile Import Partner integration category and select the languages that are installed in the Oracle Fusion Cloud application environment for your resume parser.
  • Recruiting Category Enablement – Edit the details of your resume parser under the Profile Import integration category and set the supported languages to the installed languages.

With this feature, candidates can have a seamless experience interacting with the Recruiting Assistant in the same language as that of the career site.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

• The language of the Recruiting Assistant is automatically set to the language of the career site. However, if the language of the career site isn’t supported by the CE V2 skill, the conversation will continue to be in English. 
• By default, English and the language of the career site are available in the CE V2 skill. If you need to use the other supported languages, you need to install them in the Fusion Cloud application environment. 
• Once a candidate starts the conversation in a specific language, they won’t be able to change the language in the middle of the conversation. 
• English, which is the primary language of the CE V2 skill, has to be installed. If it’s not installed, the Sync Data with Recruiting Digital Assistant scheduled process will fail. 
• You can’t change the primary language while extending or cloning the CE V2 skill.
• If you’re using Arabic, you’ll need to enter dates using Western Digits (0-9), as Arabic digits aren’t supported currently.
• When using Arabic, we recommend testing different resume parsers and selecting the best fit to ensure that it extracts the correct information in order to get matching jobs.

Key Resources

For more information, refer to these topics in Oracle Help Center: 

• Configure Synonyms for Recruiting Assistant
• Sync Synonym Data with Recruiting Assistant
• Set Up Partner Enablement
• Set Up Partner Integration Provisioning

Subscribe to Talent Pool Using the Internal Candidate Experience V2 Skill

With the enhanced Internal Candidate Experience V2 (ICE V2) skill, employees can join the talent community when they want to get regular updates based on their job preferences. If they don’t find jobs that match their interests while searching for jobs, they're prompted to join the talent community to get notified about jobs of their interest.

Join Talent Pool

This feature upgrades the ICE V2 skill by enabling employees to join the talent community when they search for jobs.

Steps to Enable

You don't need to do anything to enable this feature.

Redwood Experience

Redwood Experience for Rule-based Candidate Pools

Create candidate pools which are automatically populated based on rules you create using tags (labels) and location as criteria. This capability is available only in the Redwood experience.

1. On the New Candidate Pool page, select the Rule-based option to add candidates to the pool.  
2. Click Add to define the conditions to populate the pool. You can define conditions using two attributes: Location and Tags. Note that tags are configured using the Manage Recruiting Labels task.
3. For each condition, select an attribute, an operator, then a location or tag. As you add conditions, the number of candidates matching the conditions is displayed.

In this example, 112 candidates are matching the conditions. The candidates are not located in the United States and Canada, and they have the tags UX, Design, and Undergrad.

Example of Conditions in a Rule-based Candidate Pool

If the candidates matching the conditions exceed the defined threshold, you’ll have to change the conditions to reduce the number of candidates.

Error Message When Matching Candidates Exceed Threshold

When the pool is created, it appears on the Candidate Pools list. You can use the Pool Type filter to display rule-based candidate pools.

Pool Type Filter

When the scheduled process Sync Candidates in Rule-Based Pools is run, the pool is updated and the total number of candidates is displayed on the list. You can also manually sync rule-based candidate pools using the Sync Pool action.

Action to Sync a Candidate Pool

A rule-based candidate pool can have these statuses:

• Active: The candidate pool is being used.
• Inactive: The candidate pool is no longer used.
• Sync Error: There was an error with the scheduled process that synchronizes candidates with the pool. The issue may disappear when running the scheduled process again. At the next run when the pool synchronizes correctly, the status changes to Active.
• Suspended: When the number of candidates will exceed the threshold in the next synchronization, the pool is placed into Suspended status. The pool is also put in that status when a value selected for an attribute is no longer available. For example, your admin removed a tag from the system. When the pool owner changes the rules, upon saving the rules, a new synchronization is done.

With this feature, you can easily group candidates of a similar nature.

Steps to Enable

To enable the creation of rule-based candidate pools:

1. In the Setup and Maintenance work area, go to:
   • Offering: Recruiting and Candidate Experience
   • Functional Area: Recruiting and Candidate Experience Management
   • Task: Enterprise Recruiting and Candidate Experience Information
2. Expand the Candidate Pools section and click Edit.
3. Select the option Enable rule-based pools for all pool users.
4. Click Save.

A new scheduled process called Sync Candidates in Rule-Based Pools is available. It’s recommended to run it daily to populate candidates in the rule-based pools.

Two new profile options are available for rule-based candidate pools:

• IRC_RULE_BASED_POOL_MEMBERS_MAX: The default value is 10000. You can modify this value. When users save or edit a rule-based candidate pool, if the total number of candidates exceeds the value, an error is displayed and users can’t save the pool.

• IRC_RULE_BASED_POOL_MEMBERS_ESS_MAX: The default profile value is 50000. You can modify this value. When running the scheduled process Sync Candidates in Rule-Based Pools, if the total number of candidates exceeds the value, the synchronization is suspended.

1. In the Setup and Maintenance work area, click the Tasks icon.
2. Click Search.
3. On the Search page, search for the task Manage Administrator Profile Values.
4. Click the task name.
5. On the Manage Administrator Profile Values page, search for the profile option code.
6. In the Profile Values section, keep the default value or modify it.
7. Click Save and Close.

Tips And Considerations

Take note that rule-based pools are limited to personal access.

Redwood Experience for Candidate Pool Details Page

Take advantage of the Redwood candidate pool details page used for viewing and editing candidate pools, which have been recreated in the Redwood tool set called Visual Builder Studio (VBS).

When the Redwood profile option is enabled, upon clicking the candidate pool name in the Redwood candidate pools list page users will see the new Redwood candidate pool details page. The candidate pool page is divided into 3 sections:

• Pool info: Presents the name, description, and creation date of the candidate pool.
• Pool type: Indicates how candidates will be added to the pool. Possible options are:
  • Standard – manually
  • Talent community – automatically based on candidate preferences
  • Rule-based – automatically based on specific conditions
• Pool access: Indicates who can access the candidate pool. Possible options are:
  • Personal – only me: Only the user who created the candidate pool can access the pool.
  • Shared – specific pool users: The user who created the candidate pool can grant other users access to the pool contents and actions available for the pool.
  • Unrestricted – all pool users: All users who have access to candidate pools can access the pool.

Candidate Pool Details Page

Users can edit the Pool info and Pool access sections.

In the Pool info section, users can modify the name and description of the pool.

Editing the Pool Info Section

In the Pool access section, users can modify who can access the pool.

• Standard pools can be configured as Personal, Shared, or Unrestricted.
• Talent community pools can be configured as Personal or Shared.
• Rule-based pools can be configured as Personal.

Editing Pool Access Section

The new Redwood candidate pool details page greatly improves the user experience.

Steps to Enable

You need to enable the ORA_IRC_RECRUITING_REDWOOD_ENABLED profile option to work with the Redwood candidate pool details page.

1. In the Setup and Maintenance work area, click the Tasks icon.
2. Click Search.
3. On the Search page, search for the task Manage Administrator Profile Values.
4. Click the task name.
5. On the Manage Administrator Profile Values page, search for the profile option code ORA_IRC_RECRUITING_REDWOOD_ENABLED.
6. In the Profile Values section, set the profile value to Y.
7. Click Save and Close.

Tips And Considerations

You can personalize the candidate pool details page using constants and business rules. For more information refer to the Extending HCM Redwood Applications Using Visual Builder Studio guide.

Key Resources

For details on rule-based candidate pools, see the feature Rule-based Candidate Pools in this What's New.

Access Requirements

There are no new roles or privileges to access the Redwood candidate pool details page.

Redwood Experience for Job Requisition Details Page

Take advantage of the Redwood job requisition details page used for viewing and editing job requisitions, which has been recreated in the Redwood toolset Visual Builder Studio (VBS).

When the Redwood job requisition profile option is enabled, upon clicking the job requisition title from the Redwood job requisitions list page users will see the new Redwood job requisition details page. Depending on the job requisition status, users land on the appropriate tab of the job requisition. For example, when the job requisition is in the Open - Posted status, users land on the Overview tab. Or when the job requisition is in the Posting – In Progress status, users land on the Posting tab.

Overview Tab in the Job Requisition Details Page

Below are the enhancements made to each tab in the job requisition details page.

Overview Tab

In the Estimated time to hire section:

• Users can change the Requisition Title, Education Level, and Other Locations field values, get an estimated time to hire, and save the values when they’re satisfied with the results. Users no longer need to go back to the Details tab and modify the corresponding field values. The corresponding values are changed as soon as users save their changes.

Estimated Time to Hire Section in the Overview Tab

In the Suggested candidates section:

• Candidates are suggested based on how they match these criteria: Profile, Education, Experience, Skills. Profile rating has the highest impact in determining the order of the candidates displayed in this section.
• Users can select one or more candidates and add them as prospects on the job requisition using the Add as Prospect button.
• Users can ignore and remove one or more candidates from the list of suggested candidates using the Ignore Suggestion button.
• Users can use different filters to refine the results of suggested candidates. Available filters are: Last Updated, Degree, Years of Experience, Exclude Employees, Location.

Suggested Candidates Section in the Overview Tab

Filters to Refine Suggested Candidates Results

Details Tab

In the Posting description section:

• Toggle buttons are available to separate the internal and external posting descriptions. By default, the internal and external posting descriptions are the same, but users can change them.
• Users can decide to create the posting description using an existing description template from the content library or to create the description from scratch.

Posting Description Section in the Details Tab

In the Prescreening questions section:

• Toggle buttons are available to separate prescreening questions for internal and external candidates. By default, questions for internal candidates are displayed. Users can click the + button to add prescreening questions for internal candidates. To add prescreening questions for external candidates, users click the External button then click the + button.
• When a user adds a child question, the parent question is automatically added. A message banner is displayed to inform the user about the additional question being added.

Prescreening Questions Section in the Details Tab

Message When Adding a Child Question in the Prescreening Questions Section in the Details Tab

In the Interview questionnaires section:

• Interview questionnaires are part of the Details tab and have their own section.

Interview Questionnaires Section in the Details Tab

Screening Services Tab

• Screening services which include background checks, assessments, and tax credits are now displayed in a separate Screening Services tab. The info is no longer part of the Details tab.
• Users can add partners and packages for background check and assessments using a one-step guided process.

Selecting a Partner in the Screening Services Tab

Selecting a Package in the Screening Services Tab

Job Formatting Tab

• Users can use the View details link to view the content of the employer description and recruiting organization description. They can view the details while selecting the description and after saving it. This helps users to select the correct content while formatting the job requisition.
• Users can click the media title to access the video or image links.

Viewing the Details of an Employer Description

Link to Access Media Content

Posting Tab

In the Staffing agents section:

• Users can add a staffing agent, set an expiration date, and send an invitation to the agent using a one-step process.

Staffing Agents Section in the Posting Tab

Messages Tab

• The Interactions tab was renamed Messages.

Feedback Tab

• Users can view the feedback provided for each candidate in a table view, along with the feedback status and other important dates.
• Users can search feedback using candidate or respondent names. Sorting on each column is also available.
• Users can view the feedback provided by the respondent in a drawer panel.

Feedback Provided to Candidates

Feedback Provided in the Drawer Panel

Progress Tab

• The Progress tab provides clear indication of each phase and state of a job requisition along with date, time, and time zone stamp for every update.

Progress Tab

The new Redwood job requisition details page greatly improves the user experience. Also, the functional enhancements made to the tabs and sections help users save time by easily accessing the information.

Steps to Enable

You need to enable the ORA_IRC_RECRUITING_REDWOOD_ENABLED and ORA_IRC_REQUISITION_REDWOOD_ENABLED profile options to work with the Redwood job requisition details page.

1. In the Setup and Maintenance work area, click the Tasks icon.
2. Click Search.
3. On the Search page, search for the task Manage Administrator Profile Values.
4. Click the task name.
5. On the Manage Administrator Profile Values page, search for the profile option code ORA_IRC_RECRUITING_REDWOOD_ENABLED.
6. In the Profile Values section, set the profile value to Y.
7. Click Save.
8. On the Manage Administrator Profile Values page, search for the profile option code ORA_IRC_REQUISITION_REDWOOD_ENABLED.
9. In the Profile Values section, set the profile value to Y.

10. Click Save and Close.

Tips And Considerations

You can personalize the job requisition details page using constants and business rules. For more information refer to the Extending HCM Redwood Applications Using Visual Builder Studio guide.

Access Requirements

There are no new roles or privileges to access the Redwood job requisition details page.

Create Posting Description on the Job Requisition Using Generative AI

A new feature is introduced in the Redwood requisition details page to help recruiting users create the posting description based on the job requisition title using generative AI capabilities. This capability is available only in the Redwood experience.

• Users can click the AI Assist button to populate these four posting description fields: Short Description, Description, Responsibilities, Qualifications.
• Users can regenerate the content of the posting description fields if they’re not satisfied with the content in the first attempt.
• By default, this feature is disabled. Customers need to access VB Studio to enable this feature.

AI Assist for the Job Requisition Posting Description

The creation of job requisition posting descriptions in Redwood page greatly improves the user experience.

Steps to Enable

You need to enable the Redwood job requisition details pages by keeping the values for ORA_IRC_RECRUITING_REDWOOD_ENABLED and ORA_IRC_REQUISITION_REDWOOD_ENABLED profile options to Y.

You also need to change the value of the SHOW_AI_ASSIST field in the Page Properties section of VB Studio to true.

1. In the Setup and Maintenance work area, click the Tasks icon.
2. Click Search.
3. On the Search page, search for the task Manage Administrator Profile Values.
4. Click the task name.
5. On the Manage Administrator Profile Values page, search for the profile option code ORA_IRC_RECRUITING_REDWOOD_ENABLED.
6. In the Profile Values section, set the profile value to Y.
7. Click Save.
8. On the Manage Administrator Profile Values page, search for the profile option code ORA_IRC_REQUISITION_REDWOOD_ENABLED.
9. In the Profile Values section, set the profile value to Y.
10. Click Save and Close.
11. Open the requisition details page, then open Visual Builder Studio.
12. Select a workspace to access the VB Studio Express tab.
13. In the Page Properties section, type show in the search box. You'll see the SHOW_AI_ASSIST field.
14. Change the value to true and click Publish.

Tips And Considerations

You can personalize the job requisition details page using constants and business rules. For more information, refer to the Extending HCM Redwood Applications Using Visual Builder Studio guide.

Redwood Experience for Recruiting List Pages

Take advantage of the Redwood job requisitions, job offers, candidate pools, campaigns, and events list pages that have been recreated in the Redwood toolset Visual Builder Studio (VBS).

When the Redwood profile option is enabled, upon clicking Hiring you'll see a new landing page which provides access to the Redwood list pages. You'll see the tiles to which you have access based on the privileges assigned to your role.

Redwood Hiring Landing Page

NOTE: The landing page also provides access to the Activity Center, which previously could only be accessed from a quick action.

With the Redwood lists, you can:

• Search for items and filter results.
• Sort the list using any of the available columns.
• Show and hide columns in the lists.
• View details about an item.
• Take actions on items.
• Click the back arrow to navigate back to the landing page.

Redwood Job Requisitions List

Note these enhancements in the Redwood lists.

Job Requisitions List

• Additional filters to help you find the requisitions you're looking for.
• Additional fields (columns) to help identify requisitions. This includes a count of new job applications, to make it easier to know if new job applications are available on each requisition.

Job Offers List

• Additional filters to help you find the job offers you're looking for.
• Additional fields (columns) which can be personalized for each user based on what they want to view on the Job Offers list page. This includes Offer Creation Date, Job Name, Position Name, Legal Employer.

Candidate Pools List

• Candidate pools have a new attribute of pool type. Candidate pools manually populated by users have the Standard type. Candidate pools which have the talent community configuration enabled have the Talent Community type.
• A filter to only show pools you have marked as a favorite.
• A Creation Date column to help identify your candidate pools.

Campaigns List

• Additional filters to help you find the campaigns you’re looking for:
  • Campaign Creation Date
  • Campaign Duration
  • A filter to include inactive campaigns
• Additional fields (columns) to help identify campaigns:
  • Campaign Status
  • Audience count
  • Campaign Creation Date
  • Primary Message Date
  • Send Until date
  • Owners
  • Campaign Duration

Events List

• Easy navigation to the audience list using the Event Registrants column.
• Additional Event Owner column and Event Owner filters.

The new Redwood lists greatly improve the user experience. Also, the new landing page provides a single access point and facilitates navigation.

Steps to Enable

You need to enable the ORA_IRC_RECRUITING_REDWOOD_ENABLED profile option to work with Redwood lists.

1. In the Setup and Maintenance work area, click the Tasks icon.
2. Click Search.
3. On the Search page, search for the task Manage Administrator Profile Values.
4. Click the task name.
5. On the Manage Administrator Profile Values page, search for the profile option code ORA_IRC_RECRUITING_REDWOOD_ENABLED.
6. In the Profile Values section, set the profile value to Y.
7. Click Save and Close.

Tips And Considerations

The Candidate Search tile navigates users to the existing candidate search feature, which isn't yet available in Redwood.

Access Requirements

Each list has its own privileges for users to view the list. The same privileges are used for Redwood lists.

Recruiting Booster

Oracle Recruiting Booster enables hiring managers and recruiters to engage candidates at scale via conversational experiences and two-way messaging; create and manage hiring events with registration flows, pre-screening questionnaires and scheduling capabilities; manage shared interview schedules, sync with calendars to automate interview scheduling, distribute interview guides and collect feedback from the interviewers. This product requires a separate license.

Auto-Provisioning of RChilli

If your organization opted in to Recruiting Booster, the RChilli resume parsing partner is automatically provisioned for Recruiting Booster. Once the partner enablement is done, you can view the RChilli for Booster on the Profile Import Partners page (in the Recruiting Category Provisioning and Configuration task).

RChilli for Booster on the Profile Partners Page

With this feature, Recruiting Booster customers don't need to enter a service request and upload a zip file to activate RChilli.

Steps to Enable

1. In the Setup and Maintenance work area, go to:

• Offering: Recruiting and Candidate Experience
• Functional Area: Recruiting and Candidate Experience Management
• Task: Recruiting Category Enablement

2. On the Partner Enablement page, go to the Profile Import section and click the Configure RChilli for Booster button.

3. On the Edit Profile Import partner: RChilli for Booster page, select a data center. All the required fields are automatically filled.

4. Click Save and Close. The RChilli for Booster appears on the Partner Enablement page and its status is Active.

Configure RChilli for Booster Button

RChilli for Booster Enablement Page

Tips And Considerations

• Your organization needs to opt in to Recruiting Booster to take advantage of this functionality. Customers who didn’t opt in to Recruiting Booster can activate RChilli using the standard process.
• If you already have a resume parsing partner activated, you'll need to deactivate the languages supported by RChilli before being able to activate RChilli for Booster.

Key Resources

To opt in to Recruiting Booster, refer to this topic in the Using and Administering Recruiting Booster guide available on Oracle Help Center:

• Opt in to Recruiting Booster

Hiring Events

Scheduling of Event Posting and Unposting

Event owners can now schedule event postings, and unpostings.

There's a new option in the Posting Schedule drop-down list: Post Later.

Post Later

When you select it additional fields display:

• Start Date - indicates the date you want to post the event.
• Expiration Date - indicates the date you want to unpost the event.
• Time Zone (Read only field that contains the Event Time Zone value) 

In addition, a new value Post Later (ORA_SCHEDULE) has been seeded for the Posting Schedule drop down lookup type (ORA_IRC_REC_EVT_POST_SCHED).

This feature streamlines operations, improves efficiency, and enhances the effectiveness of event marketing efforts

Steps to Enable

There's a new scheduled process that needs to be run: Publish Recruiting Events. This process publishes or unpublishes the events that are scheduled with a start date set for on or before the current time. It also sends update notifications to the event audience and alert notification to event interviewers (shortlisting form). 

It's recommended that you set this process to run every 15 minutes.

NOTE: Recruiting Booster must be enabled to run this process.

Oracle Recruiting Assistant

Answer Employee Questions Using the Internal Candidate Experience V2 Skill

Employees can now get more information about a job requisition by asking questions such as the location of the job, skills and qualifications required and so on, which increases their chances of applying for the job.

When employees search for jobs, they can see the Questions button on the job card, which enables them to start asking for more information about the job.

Ask Job-Related Questions 

Oracle Recruiting Assistant answers these questions using the corresponding intents in the enhanced Internal Candidate Experience V2 (ICE V2) skill.  These are some job-specific questions that employees can ask:

• What is the job description? 
• What’s the education level required for the job?
• What’s the job location? 
• What are the shift timings? 
• What’s the job summary? 
• What qualifications are required for the job?
• What are the job responsibilities?
• Skills required for the job
• Which organization is the job for?

These questions are answered by the corresponding question intents, which retrieve the answers from specific job requisition fields. Ensure that you enter the required information in these fields so that they can be accessed by the correct question intents:

Mapping Between Question Intents and Job Requisition Fields

You can also add customized responses for general questions about your organization to let employees know more about your company policies. You can add the responses directly to these intents in the ICE V2 skill from your Oracle Digital Assistant platform: 

• Continuous Education Policy Questions
• Diversity Questions
• International Work Policy Questions
• LGBTQ Rights Questions
• Parental Leave Policy Questions
• Vacation Policy Questions
• Visa and Green Card Sponsorship Questions
• Yearly Vacation Policy Questions
• Sick Leave Policy Questions

Note: At any time during the question-and-answer process, employees can apply for the job by entering a phrase such as “I’m ready to apply”.

Get Answers Related to the Job 

With this feature, employees can quickly get information about the job they’re interested in, make informed decisions and then apply for the job.

Steps to Enable

You don't need to do anything to enable this feature.

Access Requirements

To view answers to job requisition questions, the employee needs to have the IRC_ACCESS_INTERNAL_CANDIDATE_EXPERIENCE_PRIV privilege. For organization questions, they don’t need any privileges.

Provide Answers to Candidate Questions Using AI Assist

You can now answer candidate questions regarding job requisitions or the company using Oracle’s AI Assist, which is powered by Generative AI. As a recruiter, all you need to do is define information about the job requisition or company using the features available in Recruiting, and AI Assist will retrieve the answers from these sources and display the response in an engaging and conversational manner. 

This feature is an enhancement over the job- and company-related question intents that were previously used to answer candidate questions. With this upgrade, all company-specific generic intents are disabled. Therefore, to answer candidate questions about the company, you must provide the relevant information using the Configure Recruiting Assistant task. 

Note: Although company-related intents are disabled, they continue to exist in the skill. So, you can copy the company-specific answers present in the intents and use them in the Configure Recruiting Assistant task.

Defining information related to a job requisition

Job requisition-specific intents are still supported, along with added support for descriptive flexfields (DFFs). So, you can define job requisition-related answers either in the job requisition sections or in DFFs. Depending on the candidate’s question, AI Assist will retrieve the response from one of these sources and answer them.

If you’re defining answers in the job requisition, enter them in these fields so that AI Assist can retrieve the answers based on the corresponding question intents:

Mapping Between Questions and Job Requisition Fields

Defining information related to a company

Here’s how you can provide company-related information: 

1. Go to the Setup and Maintenance work area.

• Offering: Recruiting and Candidate Experience
• Functional Area: Recruiting Assistant
• Task: Configure Recruiting Assistant 

2. Expand the Responses to Candidate Questions section. Add information about the company, including generic and policy-related details. The maximum number of characters allowed is 10,000.

Note: We recommend that you enter the information using multiple paragraphs, with each paragraph covering a specific topic. We also recommend that you include the right keywords in the first sentence of the paragraph to identify the topic, and provide detailed information in the rest of the paragraph. For example, for information about health and safety policies, start the paragraph with “Our company implements several health and safety policies.” and then provide the details about the policies in the subsequent sentences. The first sentence of the paragraph needs to end with either a period or a colon. 

A sample of company-related policy information

3. Click Save and Close.

The following job-specific intents are disabled. Therefore, enter information pertaining to these intents in these sources: 

• Job Corporate Description Question – DFFs 
• Job Organization Question – Configuring Recruiting Assistant task

How AI Assist works

Here’s how AI Assist works to answer job-related questions: 

1. If you’ve provided the answer in the job requisition, AI Assist retrieves the information using the corresponding question intent and answers the candidate. 
2. If it doesn’t find an answer in the job requisition, it searches for this information in the requisition DFFs and provides the answer. 
3. If it doesn’t find an answer using DFFs, it searches for the information in the Response to Candidate Questions section in the Configure Recruiting Assistant task and attempts to answer. 
4. If it doesn’t find a response from any of the above sources, it responds with a message that it couldn’t find an answer. 

For generic, company-related questions, AI Assist looks for information only in the Configure Recruiting Assistant task, since company-related intents are disabled.

Using this feature, you can enhance the candidate experience by using the power of generative AI to provide engaging and customized responses to their questions.

Steps to Enable

To use AI Assist, you must set the language on the career site to English. 

You must create the profile option, HCM_GENAI_IRC_ODA_QNA_ENABLED, enable it at the site level, and enable the Recruiting Assistant to access the profile option value.

To create the profile option: 

1. In the Setup and Maintenance work area, click the Tasks icon.
2. Click Search.
3. Search for the task, Manage Profile Options.
4. Click the task name from the search results.
5. On the Manage Profile Options page, click the New icon.
6. On the Create Profile Option page, create the profile option by entering these values:

• Profile Option Code: HCM_GENAI_IRC_ODA_QNA_ENABLED
• Profile Display Name: Enable AI Assist for questions 
• Application: Recruiting
• Module: Recruiting Common
• Description: Enable AI Assist for answering candidate questions.
• Start Date: Today's date.

7. Click Save and Close.

Here's how you can enable it:

1. Go to the Setup and Maintenance work area.
2. Search for the Manage Administrator Profile Values task and select it.
3. Search for the HCM_GENAI_IRC_ODA_QNA_ENABLED profile option and select it.
4. Set the profile level as Site.
5. Set the profile value to Y.
6. Click Save and Close.  

Here's how to enable the Recruiting Assistant to access the profile option value:

1. In the Setup and Maintenance work area, search for the task, Manage Profile Categories.
2. From the search results, click the task name.
3. Search for the category, ORA_FND_ANON_REST_ACCESS.
4. In the ORA_FND_ANON_REST_ACCESS: Profile Options section, click the New icon.
5. Select the profile name HCM_GENAI_IRC_ODA_QNA_ENABLED from the list.
6. Click Save and Close.

Tips And Considerations

As a best practice, follow these recommendations to get the best out of AI Assist: 

• Provide detailed information in the requisition sections, since AI Assist looks for information in in these sections first. 
• If you need to provide any information that's additional to what's available in the requisition fields, create DFFs. It’s a best practice not to duplicate information that’s already present in a requisition in the DFF. 
• DFF labels should use the full term pertaining to a question that a candidate might ask. For example, if you want to create a DFF for including certification information, create the DFF label as “Certification” and not “Cert”. 
• Avoid including job-specific information in the Configure Recruiting Assistant task as AI Assist looks for this information in the job requisition first and then the DFFs.

Note:

• Candidates can ask questions about a company either before or after the job search process. However, if they ask for this information when they are in the middle of the job search process, the Recruiting Assistant won’t return a relevant response.  
• The Recruiting Assistant can answer questions specific to jobs only when the candidate initiates the process by clicking the Questions button on a job card.

Key Resources

For more information about job requisition fields and DFFs, refer to these topics in Oracle Help Center: 

• Info About Job Requisition Fields
• Add Job Requisition Flexfields as Search Filters in Career Sites

Transactional Business Intelligence for Recruiting

Oracle Transactional Business Intelligence is a real time, self-service reporting solution offered to all Oracle Cloud application users to create ad hoc reports and analyze them for daily decision-making.  Oracle Transactional Business Intelligence provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and employee benefits.

Don’t want to start from scratch building a report or analytics? Check out the library of sample reports for all products on Customer Connect on the Report Sharing Center.

Identify Email and Phone in Candidate Details

The following fields aren’t visible in the user interface but they’re used to communicate with candidates:

• Communication Email
• Communication Phone

In general, for external candidates, this data is easy to retrieve because candidates usually have a single phone number or a single personal email address. However, some candidates, mainly ex-workers, can have multiple personal email addresses or phone numbers. In such cases, it’s not possible for the report reader to identify which email address or phone number is being used by the system to communicate with the candidates when there are multiple ones.

The following new fields have been added where the candidate’s email address and phone number are exposed. This helps identify which email address or phone number is used to communicate with candidates when they have more than one personal email address or phone number.

• Communication Email
• Communication Country Code
• Communication Area Code
• Communication Phone Number

With this feature, it's easier to know which email address or phone number to use for candidates who have multiple email addresses or phone numbers.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

The fields may be empty. They’re filled only in specific cases and mainly used for external candidates.

When the Communication Email field is empty, it doesn't mean that no email can be sent to candidates. It means that the system will rely on the fall back email, which could be the work email or primary email, depending on the use case.

Internal candidates don’t yet have the possibility to communicate using SMS, thus their communication phone is always empty. This might change in the future, when SMS for internal candidates is used to capture which phone number to use.

Additional Fields in Candidate Search Archiving Reports

The following fields have been added to the candidate search archiving feature. You can now include them in your OTBI reports.

• Search by Phone
• Search by Email
• Candidate Label Filter
• Marketing Communications Filter

The fields are available in this subject area: Recruiting - Recruiting Real Time / Candidate Search / Search Queries.

With this enhancement, you get the complete search picture when creating a candidate search archiving report.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

These new fields don’t require any activation, but the candidate search archiving reporting feature still needs to be activated before you create or run any report from the Candidate Search / Search Queries folder.

IMPORTANT Actions and Considerations for Recruiting

REPLACED OR REMOVED FEATURES

From time to time, Oracle replaces existing Cloud service features with new features or removes existing features. When a feature is replaced the older version may be removed immediately or at a future time. As a best practice, you should use the newer version of a replaced feature as soon as the newer version is available.

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RECRUITING PAGES IN TRANSACTION DESIGN STUDIO

Rename actions in Transaction Design Studio to personalize Recruiting pages. The prefix Recruiting was added to recruiting actions to easily identify and select the pages.

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KNOWN ISSUES / MAINTENANCE PACK SPREADSHEETS

Oracle publishes a Known Issues document for every Update to make customers are aware of potential problems they could run into and the document provides workarounds if they are available.

Oracle also publishes Maintenance Pack and Statutory Maintenance Pack documentation of bugs that are fixed in the monthly or statutory patching.

To review these documents you must have access to My Oracle Support:

Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1)