 Attachment | |
| CareerLevelCode | A code classifying the level of a candiate based on career experience. Student, Entry Level, Recent Graduate, Mid-Career, Manager, Experienced Non-Manager, Senior Executive |
| ID | |
| Instructions | |
| InterviewRequiredIndicator | An indicators as to if an Interview is required with respect to the requisition or staffing requirement. |
| JobCategoryCode | A code classifying the type or category of job.
This may be used for occupational classification of the job.
JobCategoryCode usually would be repeatable so that a single job could be used could be classified
across multiple dimensions.
JobCategoryCode is based on CodeType. Note the listID attribute would be used to identify the particular
list of code values. CodeType also provides a rich set of attributes to further identify the particular classification
scheme. Public as well as proprietary classification schemes may be used. For example:
JobCategoryCode = "LANDSCAPE ARCHITECT"
listID = "Dictionary of Occupational Titles"
listAgencyID = "US DOL"
listURI = "http://www.oalj.dol.gov/PUBLIC/DOT/REFERENCES/DOT03A.HTM"
listVersionID = "4th Ed., Rev. 1991"
JobCategoryCode could be used to classify the job in terms of industry, but note that an explicit IndustryCode
is available in contexts such as PositionOrganizationDetails.
|
| JobGradeCode | Defines the salary range or band that a job falls within, based on the formal structure.
Formal pay structures are less common today than in the past, but remain common in certain sectors, such as in public-sector employment and in employment covered by collective bargaining agreements. |
| JPStaffingRequisition | |
| LaborBargainingUnit | |
| PositionFormattedDescription | |
| PositionID | |
| PositionLocation | Contains description of the physical location of the position.Contains description of the physical location of the position. |
| PositionOfferingTypeCode | These are values that are descriptive in classifying a position within advertising or communications of a position opportunity or "offering." Note that these classifications are useful within advertising, but they are not precise classes useful internally to drive pay, benefits, and HR compliance. This is an HR-XML Open List. Enumerated values are: Direct Hire, Temporary, Temporary to Hire, Contract to Hire, Contract, Internship, Apprenticeship, Seasonal, and On Call (on call, would empass work such as substitute and replacement workers). Consider that "Temporary" and "Direct Hire" are not parallel concepts, but are still commonly used in classifying jobs within advertising.
|
| PositionOpenQuantity | The position quantity currently available to be filled. This is intended as a finer-grained expression of the total number of positions to be filled. For example, there may be 50 positions to fill, but only 10 immediately available to be filled. |
| PositionOrganization | |
| PositionQualifications | Used in the context of recruiting and staffing as a container of information related to matching knowledge, skills, abilities, and other resource deployment-related characteristics (including "competencies") demanded by a potential employer or customer. Definitions of qualifications:
OED: qualification, n. A quality or accomplishment which qualifies or fits a person for a certain position or function; (now esp.) the completion of a course or training programme which confers the status of a recognized practitioner of a profession or activity.
MIAP Common Data Definitions Version 1.0 (UK): A formal recognition of achievement or competence, accredited or otherwise, which can be internally or externally certificated by its awarding organisation.
Used in the context of recruiting and staffing as a container of information related to matching knowledge, skills, abilities, and other resource deployment-related characteristics (including "competencies") demanded by a potential employer or customer. Definitions of qualifications:
OED: qualification, n. A quality or accomplishment which qualifies or fits a person for a certain position or function; (now esp.) the completion of a course or training programme which confers the status of a recognized practitioner of a profession or activity.
MIAP Common Data Definitions Version 1.0 (UK): A formal recognition of achievement or competence, accredited or otherwise, which can be internally or externally certificated by its awarding organisation.
|
| PositionScreeningRequirements | |
| PositionTitle | A short phrase describing the position as it would be listed on a business card or in a company directory. OED: An appellation attaching to a position in virtue of rank, function or office. |
| PostingInstruction | A collection of information about where and how a posting should be communicated. A "Posting Channel" usually would be a job board or other advertising medium.A collection of information about where and how a posting should be communicated. A "Posting Channel" usually would be a job board or other advertising medium. |
| ReportsToPerson | A set of information identifying to whom a person within a given position or role reports. In other words, who is the supervisor. This
generally is a property of "Position." Reporting relationships generally hinge on the position a person holds or a role that they play. RelationshipTypeCode might be used to distinquish a "primary" report from a "secondary" or classify the type of accountability.A set of information identifying to whom a person within a given position or role reports. In other words, who is the supervisor. This
generally is a property of "Position." Reporting relationships generally hinge on the position a person holds or a role that they play. RelationshipTypeCode might be used to distinquish a "primary" report from a "secondary" or classify the type of accountability. |
| RequestedPerson | |
| RequisitionReasonCode | |
| ResumeRequiredIndicator | An indicators as to if a resume is required with respect to the requisition or staffing requirement. |
| Schedule | |
| SearchCriteria | |
| SearchOptimization | |
| Shift | |
| StaffingAvailability | |
| StaffingInvoiceRequirements | |
| StaffingOvertime | Contains a general description or estimate of overtime associated with the position.A description of overtime requirements associated with a staffing assignment: an indicator as to whether or not overtime is mandatory; the number of estimated or expected hours overtime. |
| StaffingRate | A collection of information describing a
rate associated with a staffing assignment or that is demanded by or
paid to a staffing resource.
A rate may be expressed as one or more component rates or a consolidated
rate. A consolidated rate combines more than one component
rate into a single, flat rate.
A collection of information describing a
rate associated with a staffing assignment or that is demanded by or
paid to a staffing resource.
A rate may be expressed as one or more component rates or a consolidated
rate. A consolidated rate combines more than one component
rate into a single, flat rate.
|
| StaffingTransitionRequirement | A description of training, preparation, or other pre-requisites that need to be satisfied before entering on duty.A description of training, preparation, or other pre-requisites that need to be satisfied before entering on duty. |
| TravelPreference | |
| UserArea | Allows the implementer to extend the base HR-XML specification.
This is done by defining the additional information in XML Schema and referencing the new schema in the xml instance document throught the use of namespaces. Once this is done the additional information defined there can be carried in the BOD XML instance document.
Allows the implementer to extend the base HR-XML specification.
This is done by defining the additional information in XML Schema and referencing the new schema in the xml instance document throught the use of namespaces. Once this is done the additional information defined there can be carried in the BOD XML instance document.
|
| WorkingLanguageCode | A code classifying the language or languages used within the workplace or associated with work.
This is intended to communicate general information about the language(s) used within the work environment or
correspondingly general information about a candidate's specific language preferences.
This component might be offered as descriptive "pre-qualification" information on a position announcement. It might appear
within the context of a Candidate Profile as a general statement of a candidate's general language capabilities or preferences.
WorkingLanguageCode is not intended as a statement of language proficiency or specific requirement relating to language proficiency.
Specific information regarding language proficiency should be covered either within PersonCompetency or PositionCompetency
as may be appropriate. |