Last Updated: June 17, 2018
If you're looking for SAP E Recruitment Interview Questions for Experienced or Freshers, you are at right place. There are lot of opportunities from many reputed companies in the world. According to research SAP E Recruitment has a market share of about 0.2%. So, You still have opportunity to move ahead in your career in SAP E Recruitment. Mindmajix offers Advanced SAP E Recruitment Interview Questions 2018 that helps you in cracking your interview & acquire dream career as SAP Developer.
Q1) Define SAP E-Recruitment?
The SAP E-recruitment have been defined and demonstrated in different ways by experts and scholars, but in a practical way, it can be exemplified as a full-fledged package armed with an instrument that helps in tracking down new and suitable talent pools. Not only that, the function of the particular package continues to retaining the hired employees. The analyzing capacity of this package is exceptionally polished so that the hires turn out to be long-term assets for organizations without giving out any mid-way issues.
Q2) What are the core functionalities of E-Recruitment SAP?
The functionality of the particular package is extensive as it works in a multi-dimensional approach to improve the recruitment process of an organization. Here are some of the critical features of SAP E-recruitment streamlined in a nutshell.
Q3) State the crucial lineaments of SAP E-Recruitment controlling procedure
This process is mainly used to estimate the recruitment operation in an organization. It is not an entirely new sensation in the market and is being used by several medium to large scale organizations. Some of the popular lineaments of the procedure include the following.
1. Cost per recruitment
2. Timeframe required filling
3. Staff turnover price
4. The amount given out by job publicizes and hirers, i.e., the internal and external costs
5. Recruiting cost
6. Training and development cost
Q4) Explain the term ‘compliance’ and its importance in the procedure
Compliance is one of the most critical sections of the method. Because of its high-level usage and purpose, it needs most of the components to be computerized or automated. This feature is carried out to conduct the hiring in a well-organized and justified manner and is a critical part of a talent acquisition trading body.
Q5) What does the initial retroactive Accounting period include?
This is one of the most important as well as a complicated section of the process. It indicates that the retroactive accounting day is the final last date till which the retroactive payroll can be operated. The start date of the initial accounting period is the starting day for the accounting date, and it is not possible it to be earlier than that. The computerized system can also track the date of recruitment prior to confirming the retroactive accounting extent.
Q6) Explain the concept finance planning maintaining headcount
This is one of the most significant responsibilities of the department of recruitment. It involves core planning, scheming and executing the budget. Recruitment heads begin a budget plan at the beginning of the year that includes auditing and calculating the present organizational resources along with the incurring the upcoming resources that are to be hired. This is performed to meet organizational goals more efficiently and to obtain a ground on which they can proceed with the hiring for the entire year and tackle the relevant workload.
Q7) Explain the idea of termination and transfer accounting
The movement of employees within the organization in any form might is gradually being shifted to the recruitment departments in the present age. Even if the task is not wholly assigned to the hiring department, several organizations have started to relate the procedure top the functions of the recruitment department or Manager-self-service.
The movement of employees might include lateral to vertical movements, department movement, promotions, etc. So, the human resource generalists are assigned to use online forms for enabling the transferring proposals of employees.
Q8) What does ‘Hire and Offer’ indicate in E SAP recruitment?
It is a well-known factor that offer letters are the furthest step of a recruitment process. The recruitment as well the human resource department works as a federal workforce to form an offer letter. However, in most of the organizations, the offer letters are computer generated, and they are created based on existing templates.
Q9) Explain the term Lsmw
Lsmw stands for Legacy System Migration Workbench. It is mainly utilized for transferring information incase of any transactional activities under SAP.
Q10) Define dynamic actions and explain the method of configuring the same
Dynamic actions are an inbuilt feature in the systems that are run by the same automatically. However, the operation is centered on specific scenarios. Managing a single info type can influence the process of another infotype and thus the system generates a secondary infotype for processing requirement.
Q11) Explain the concept of actual-time recruitment
The organizations expect tasks and responsibilities to be carried out systematically and accurately, especially when the EPR expenses are high. The SAP recruitment package contributes to tracking down appropriate talents with not mere experience but also individuals with Exp skills and relevant educational background. This is one of the most specialized procedures in SAP recruitment.
Q12) What do you think about the concept of additional headcount request?
Enterprises operate incremental headcount in several ways. After the determination of financial planning, the extended resources are categorized as unbudgeted and generally needs a confirmation procedure based on the opinion and confirmation provided by the recruitment manager.
Q13) What does the concept of posting jobs indicate in SAP E-Recruitment?
The posting of jobs is mainly determined by the recruiters, and a large section of the posting decision depends on them. It offers a vast range of choices to require identifying the best site or job board for posting the advertisement for the particular position. Recruiters can post the advertisement on the career opportunity sites of the enterprise or even an independent website. This process largely contributes to developing the talent relationship method by helping recruitment heads to reach past employees who are willing to join back or candidates with appropriate experience who will fit for the particular position.
Q14) Mention the non-anchored features or user-defined features
The maximum number till which the non-fixed features can be allocated to an operating charge is ‘fifty.’ It includes the following steps.
Create – Derivational value from table PA partner (it can be utilized in COPA) – Create non-fixed feature names WW008 – Save.
Q15) Define the term statistical subjective order in E-recruitment
The statistical subjective order is a dummy object that is mainly utilized to evaluate, analyze and report. It is required to post them in affiliation with actual cost objects for instance financial center.
Q16) Mention and demonstrate the fundamental structure of SAP E-Recruitment
The schemes are utilized to precisely represent the judicial, rightful and organizational status of an enterprise. The three significant parts of the structure include the following.
1. Enterprise structure – This particular section presents data and details of the remote working location of the candidate. The information might vary from small to substantial content, and some of the examples include the personnel region, enterprise code, sub-region and more.
2. Organizational scheme –This is one f the most significant part of the entire structure that represents the link or relation between the trading body and its people or employees. It includes the organizational schemes, planning structures, job roles, and responsibilities, etc.
3. Personnel scheme – The personnel scheme provides detailing on the core functionality of the employees. For instance, details about employee team, sub-groups and more.
Q17) Explain the concept of primary-index
The primary index comprises the significant fields of a specific pointer and a table. The formation of a table in a database initiates the automated formation of a primary index. However, the user will have an option of adding more references to the key index. These indexes are known as a secondary index.
Q18) How has process and organization evolved in E SAP Recruitment
Process and organization have always been a crucial part of E-Recruitment. The process and organization are firmly interrelated, and the concept of both has evolved with time. It is quite different from the conventional procedure. Some of the evolutions involve the following.
Q19) What do you mean by a buffer and how many categories are there?
This is one of the sections of the package that stocks information for a temporary period. There are two categories of a buffer, and they are called the page and roll fields.
Q20) What is a pooled table in SAP recruitment?
The pool table is the center for several connections in a database table. There are several tables in the directory for the primary table in the database. The central database table holds a different title than that of the table in the information dictionary. The pool table is generally stocked in the pool at a specific level of collection of information. In a nutshell, the table pool helps in getting access or operating the information of R3 tables that is stocked in it. It only has the capability to stock pooled tables.
Q21) How is the emergence SAP E-Recruitment being of help to the modern recruitment industry?
The notion of recruitment and hiring has undergone massive evolution from the early times. Today's recruitment process requires utmost accuracy and particularity. The emergence of the SAP recruitment package has entirely optimized the way how recruiters work and increased productivity in a massive way.
It is mainly because, its specialized instruments and features does not cut off at organizing, reforming and revamping the recruitment procedure but also provides a long-term improvement plan. Organizations can cut down attrition rate to a massive percentage by implementing the strategic methodologies offered by the particular package.
Q22) What exactly does MDM mean?
The MDM stands for Master data management, and it is one of the most significant features that initiate integrity of data on a quality level. This is highly helpful for carrying out a particular operation safely and securely in a composite IT scenario. The MDM contributes in defining trade network environments according to universal and industry-based components and relevant characteristics like the master data. This is often used in the recruitment industry.Some of the core examples of the master data include the following.
1. Product formation
2. Product master
3. Covering trade affiliate information
4. Covering technical resource information
Q23) What does all the recruitment process include according to you?
The recruitment process even on a fundamental point of view cannot be explained in a nutshell because of its multidimensional and broad range of components. The process is lengthy and involves an order wise series of activities related to agile hiring. However, the versatile approaches in the recruiting method are often undervalued in the period of blueprinting as the group might not be familiar with processes that are not linear.
Q24) Explain the method of payroll DEBUG
The process is operated to detect the critical issues that are creating faults and errors in the program. It will help you drill down to the core complications. Attempt the process if it is a se38 tcode-based program. Press F8 and F5 to complete the action.
Q25) Name some of the personal actions that are usually taken on an employee in the E-Recruitment process
Some of the core personal actions that can be performed are as follows
2. Transform organizational position
3. Remuneration transformation