The Employee Lifecycle is made up of several states and processes. Initially, a candidate demonstrates his/her interest by submitting a resume or candidate record. This may be a response to a job posting, a referral, or may be non-solicited. If an organization is interested in the individual, they may request assessments and background checks, and perform interviews. At the point an individual is offered and accepts a position, they become an employee.

The New Hire specification encompasses the data collected from the initial posting through the person becoming an employee.

Once employed, this information may be used to initiate the on-boarding process. For example, the employee’s workspace and equipment would be set up. Operations may issue security cards and computer passwords. Remuneration details may be sent to payroll and benefits enrollment. Training courses may be set up for the employee.

Please see the 1.4 Scope section for the items included in this specification. See 2 Supported Business Processes for details on the business process.

1.1 Objective

The objective of the New Hire specification is to provide schemas to support the closure of the recruiting process, i.e. the exchange of hire information between an ATS and an HRMS.

1.1.1 Domain Issues

From an Information System perspective, candidate and employee concepts often are managed in two separate systems/applications.

Typical corporate information systems today are composed, among others, of:

· A staffing system or an Applicant Tracking System (ATS) that manages the pre-hire HR processes such as prescreening, screening, offer, etc.

· A Human Resources Management System (HRMS) that manages employees and post-hire HR processes, such as payroll, benefits, stock options, etc.

Currently HRMS systems, customer systems, and Applicant Tracking systems are unable to universally exchange information.

This leaves HR partners with the burden of keying data to multiple systems or writing programs to facilitate a particular vendor.

1.1.2 Business Reasons

The new-hire information exchange is critical since it is the bridge between pre and post-hire processes. It closes pre-hire processes and triggers many post-hire ones.

It is also critical in the sense it aggregates the information that has been harnessed during the recruiting process: candidate and resume information, background check and assessment results.

This information will thereafter be used throughout the employee lifecycle: performance management, learning and development, career development, and succession planning.

Hence it is important that this information be accurate and comprehensive.

1.2 Terminology

1.2.1 New Hire

When used in this document, New Hire refers to the one-time event where a candidate is offered a job, accepts it, and becomes an employee or continues in a new role for a specific company in a given position. This also refers to a re-hire and transfer.

1.2.2 Recruiting

Within this document, recruiting refers to the steps taken to identify a candidate, proceed through the pre-screening, screening and interviews, through hiring an individual.

1.2.3 Screening

This term refers to any assessment and background checking performed on an individual during the recruiting process.

1.2.4 On-boarding

On-boarding specifies the actions taken once an individual has accepted a position. These include, but are not limited to payroll, benefits, security, training, orientation, and procurement.

1.3 Design Requirements

The pre-hire processes have already been the target of several HR-XML specifications:

· Staffing Industry Data Exchange Standards (SIDES) tackles the exchange of data between staffing suppliers (companies), staffing customers and intermediaries

· Staffing Exchange Protocol (SEP) tackles the exchange of data between staffing suppliers (companies) and job advertisement companies (job boards)

The post-hire processes also have already been the target of several HR-XML specifications:

· Indicative Data describes basic employee census data (sourced from payroll or HRIS systems) that is supplied by an employer to a third-party administrator or business process outsourcer (BPO)

· Enrollment supports the transfer of benefits enrollment data between organizations

· PayrollInstruction is designed to enable the submission of payroll deduction requests and other instructions to an organization that processes payrolls

Some other specifications are cross-process:

· Assessments is designed to order assessments and receive assessment results between an organization and an assessment provider

· BackgroundCheck is designed to order background checks and receive results between an organization and a background check provider

· Competencies is designed for describing competencies.

Thus a design requirement for the New Hire specification is to extensively reuse existing components that have already been defined.

1.4 Scope

Essentially, New Hire contains the information from the Applicant Tracking System that is relevant to the ‘employee’ status after on-boarding.

1.4.1 In Scope

· Data found in an Applicant Tracking System.

· Data used in post hire environment. For example, drug screening, skills, security checks.

· Supports new hire, re-hire and internal recruiting.

1.4.2 Out of Scope:

· Although these processes are described in the overview section for clarity, the data exchange is handled elsewhere and is out of scope for this specification.

Recruiting Process
Screening process
On-boarding process

· Candidates not hired

· Data provided for benefit or payroll outsourcers (Indicative Data).

2 Supported Business Processes

The following two diagrams show the recruiting process, which leads up to the new hire and the on-boarding process that is initiated after the new hire.

Recruiting Process (figure1)

1. The recruiting process starts when a position becomes vacant. This may be due to an employee resigning, taking a leave of absence, or an increase in the headcount.

2. A recruiter creates a requisition in its Applicant Tracking System that will convey the information about the position in the context of the recruiting activities.

3. The requisition goes through an approval process that may involve several persons. Whenever a person rejects the requisition, the entire recruiting process is stopped until the requisition is finally approved.

4. The recruiter or a specialized sourcer posts the requisition to job advertisers such as job boards.

5. At some point in time, a candidate applies to the position, and goes through the entire application process, providing information on his/her experience, skills, location, etc.
This information is then passed back to the ATS.

6. The selection process then starts. Prescreening is initiated and candidates are filtered based on the information they provided during the application process.

7. Candidates that pass the prescreening are screened (i.e. their competencies are assessed and their background is checked) and interviewed.

8. Eventually a candidate passes all steps and is offered the position. The job offer includes some specific information on the terms of the employment proposition: a description of the position, the description of the compensation and the benefits plan.

9. Once the candidate accepts the offer, the process is considered a hire, and the the HRMS is notified.

Every step of this process collects some specific information on the future employee and on the position.

Post Hire Process (figure 2)

The post hire process begins once a person has accepted the position. This initiates the on-boarding process.
The HR department is contacted with the employee’s payroll and benefits information.
The Finance department’s records are updated with headcount and any other pertinent financial information.
The Operations department is advised to setup security and acquire the necessary assets (office space, equipment, supplies, etc).
The employee’s department is notified to arrange orientation and training.

Figure 1 - Recruiting Process

Figure 2 - Post Hire processes

3 New Hire Schema Design

The NewHire schema contains five sections, including an area for any supporting documentation and proprietary data (User Area). EmployeeInfo contains information specific to the employee. ApplicationInfo contains data pertinent to the application, such as the application source, screening results, and interviews. The PositionInfo contains information about the offer, organization, and manager. Please see diagrams and definitions for further information.

Elements and Attributes [Global types listed alphabetically in following table.]	ContentModel* Data type Occurrence: Sequence \| Choice \| All (minOccurs/maxOccurs) Attributes	Definition
NewHire	- NewHireType - (1/1)	Contains information about the New Hire.
/NewHire/TypeOfHire	- TypeOfHireType - S (1/1)	Describes the type of hire. [Example(s): NewHire, Rehire, Transfer, Acquisition ]
/NewHire/TypeOfHire/ StandardValue	- TypeOfHireEnumType - C (0/1)	A list of standard values.
/NewHire/TypeOfHire/ NonStandardValue	- xsd:string - C (0/1)	A string used to extend a list of non-standard values.
/NewHire/ EmployeeInfo	PersonName - PersonNameType - S (1/1) ApplicantId - EntityIdType - S (0/1) EmployeeId - EntityIdType - S (0/1) FormerEmployeeId - EntityIdType - S (0/) ContactMethod - ContactMethodType - S (0/) EmergencyContact - ContactInfoType - S (0/) PersonDescriptors - PersonDescriptorsType - S (0/1) Competency - [see include/import] - S (0/) EducationHistory - EducationHistoryType - S (0/1) EmploymentHistory - EmploymentHistoryType - S (0/1) Association - AssociationType - S (0/*)	A collection of employee-related information about an individual.
/NewHire/ ApplicationInfo	ApplicationHistory - [complexType] - S (0/1) ScreeningResults - [complexType] - S (0/1) TaxCreditInfo - xsd:string - S (0/) WorkEligibilityInfo - [complexType] - S (0/) CandidateSupplier - SupplierType - S (0/1)	Contains information available on the application. [Example(s): Eligibilility info, screening results, source of applicant. ]
/ NewHire/ PositionInfo	ReferenceInfo - [complexType] - S (1/1) OfferInfo - xsd:decimal - S (1/1) OrganizationalUnit - OrganizationalUnitType - S (0/) ManagerInfo - [complexType] - S (0/) MultipleJobIndicator - xsd:boolean - S (0/1)	Contains information about the position.
[TypeOfHireEnumType]	xsd:restriction base: xsd:string [Enumerations]: NewHire, Rehire, Transfer	Globally scoped data type. See element or attribute declaration for definition.
/ [TypeOfHireType]	StandardValue - TypeOfHireEnumType - C (0/1) NonStandardValue - xsd:string - C (0/1)	Globally scoped data type. See element or attribute declaration for definition.

3.1 EmployeeInfo

Elements and Attributes [Global types listed alphabetically in following table.]	ContentModel* Data type Occurrence: Sequence \| Choice \| All (minOccurs/maxOccurs) Attributes	Definition
/ EmployeeInfo	PersonName - PersonNameType - S (1/1) ApplicantId - EntityIdType - S (0/1) EmployeeId - EntityIdType - S (0/1) FormerEmployeeId - EntityIdType - S (0/) ContactMethod - ContactMethodType - S (0/) EmergencyContact - ContactInfoType - S (0/) PersonDescriptors - PersonDescriptorsType - S (0/1) Competency - [see include/import] - S (0/) EducationHistory - EducationHistoryType - S (0/1) EmploymentHistory - EmploymentHistoryType - S (0/1) Association - AssociationType - S (0/*)	A collection of employee-related information about an individual.
/ EmployeeInfo/ PersonName	- PersonNameType - S (1/1)	The name of a person.
/ EmployeeInfo/ ApplicantId	- EntityIdType - S (0/1)	A unique id for the applicant.
/ EmployeeInfo/ EmployeeId	- EntityIdType - S (0/1)	A unique identifier for an employee.
/ EmployeeInfo/ FormerEmployeeId	- EntityIdType - S (0/*)	An Id assigned to the employee while previously employed with the same organization.
/ EmployeeInfo/ ContactMethod	- ContactMethodType - S (0/*)	Defines the methods to contact a person or organizations. [Example(s): Postal Address, E-mail, Mobile Number, Fax Number, Business Telephone Number, Business Mobile Number ]
/ EmployeeInfo/ EmergencyContact	- ContactInfoType - S (0/*)	Contains information necessary to contact a person for emergency purposes. [Example(s): Person Name, Contact Method ]
/ EmployeeInfo/ PersonDescriptors	- PersonDescriptorsType - S (0/1)	Contains legal, biological, and demographic descriptors for a person.
/ EmployeeInfo/ EducationHistory	- EducationHistoryType - S (0/1)	A list of the educational institutions at which a person has received training. [Example(s): High School, College, University, Technical School, Professional Training ]
/ EmployeeInfo/ EmploymentHistory	- EmploymentHistoryType - S (0/1)	A container for previous positions a person held.
/ EmployeeInfo/ Association	xsd:extension base: AssociationType OrganizationId - EntityIdType - S (1/1)	Contains information about an individual's participation in a professional or industry group or association.
/ EmployeeInfo/ Association/ OrganizationId	- EntityIdType - S (1/1)	Unique identifier for the organization. It may be an internal identifier assigned by the sender.

3.2 ApplicationInfo

Elements and Attributes [Global types listed alphabetically in following table.]	ContentModel* Data type Occurrence: Sequence \| Choice \| All (minOccurs/maxOccurs) Attributes	Definition
/ ApplicationInfo	ApplicationHistory - [complexType] - S (0/1) ScreeningResults - [complexType] - S (0/1) TaxCreditInfo - xsd:string - S (0/) WorkEligibilityInfo - [complexType] - S (0/) CandidateSupplier - SupplierType - S (0/1)	Contains information available on the application. [Example(s): Eligibility info, screening results, source of applicant. ]
/ ApplicationInfo/ ApplicationHistory	HiringProcessActivity - ActivityType - S (1/*) Comments - xsd:string - S (0/1)	Contains the aggregate of all past events that occurred during a particular application process.
/ ApplicationInfo/ ApplicationHistory/ HiringProcessActivity	- ActivityType - S (1/*)	Specifies a particular event or activity that occurs as a part of the hiring process. [BusinessRule(s): This applies to events and activities from recruiting through on-boarding. ] [Example(s): Prescreening, interview, assessment, background check, orientation. ]
/ ApplicationInfo/ ApplicationHistory/ HiringProcessActivity/ Type	- xsd:string - S (1/1)	Further defines the associated element in the context provided.
/ ApplicationInfo/ ApplicationHistory/ HiringProcessActivity/ ActivityPerformer	PersonName - PersonNameType - S (0/1) PersonId - EntityIdType - S (0/1) Role - xsd:string - S (0/1) Comments - xsd:string - S (0/1)	Contains information about the person performing the activity. [Example(s): Interviewer, assessor, background checker. ]
/ ApplicationInfo/ ApplicationHistory/ HiringProcessActivity/ ActivityPerformer/ PersonName	- PersonNameType - S (0/1)	The name of a person.
/ ApplicationInfo/ ApplicationHistory/ HiringProcessActivity/ ActivityPerformer/ PersonId	- EntityIdType - S (0/1)	A unique identifier for a person.
/ ApplicationInfo/ ApplicationHistory/ HiringProcessActivity/ ActivityPerformer/ Role	- xsd:string - S (0/1)	A function of a person or entity within a given context.
/ ApplicationInfo/ ApplicationHistory/ HiringProcessActivity/ ActivityPerformer/ Comments	- xsd:string - S (0/1)	Describes the contextual information relating to a group of elements.
/ ApplicationInfo/ ApplicationHistory/ HiringProcessActivity/ Date	- AnyDateTimeType - S (0/1)	A date within the given context. [BusinessRule(s): This date is inclusive. Dates are represented in accordance with ISO 8601. ]
/ ApplicationInfo/ ApplicationHistory/ HiringProcessActivity/ ActivityResults	- xsd:string - S (0/1)	Specifies the outcome resulting from an activity. [Example(s): Applicant passed pre-screening. Recommend for interview.' 'Applicant passed background check. Recommend issuing security clearance.' ]
/ ApplicationInfo/ ApplicationHistory/ Comments	- xsd:string - S (0/1)	Describes the contextual information relating to a group of elements.
/ ApplicationInfo/ ScreeningResults	AssessmentResult - AssessmentResultType - S (0/) BackgroundCheckResults - ScreeningReportType - S (0/) MedicalResults - xsd:string - S (0/1)	A textual definition of the screening results.
/ ApplicationInfo/ ScreeningResults/ AssessmentResult	- AssessmentResultType - S (0/*)	Container for AssessmentResult schema, which is designed to hold data necessary to convey information on the results of the assessment.
/ ApplicationInfo/ ScreeningResults/ BackgroundCheckResults	- ScreeningReportType - S (0/*)	Contains results from a specific background check. [Example(s): May be results for a criminal, credit, education, employment, drug, etc. background check. ]
/ ApplicationInfo/ ScreeningResults/ MedicalResults	- xsd:string - S (0/1)	Recorded outcome(s) of a medical test, study, examination or procedure.
/ ApplicationInfo/ TaxCreditInfo	countryCode - CountryCodeType - Jurisdiction - xsd:string - S (1/1) IsApplicable - xsd:boolean - S (1/1) TaxProgram - xsd:string - S (0/1) Amount - xsd:string - S (0/*) Description - xsd:string - S (0/1)	Indicates whether the individual being hired entitles the hiring company to tax credits or other benefits through government or other 3rd party entities.
/ ApplicationInfo/ TaxCreditInfo/ countryCode	- CountryCodeType -	Contains the ISO 3166-1 two-character country code. [BusinessRule(s): For authorities not bound by a country, the attribute would be blank. ] [Example(s): DE (Germany), UK (United Kingdom), US (United States , Blank (United Nations). ]
/ ApplicationInfo/ TaxCreditInfo/ Jurisdiction	- xsd:string - S (1/1)	The limits or territory within which authority may be exercised.
/ ApplicationInfo/ TaxCreditInfo/ IsApplicable	- xsd:boolean - S (1/1)	Indicates if the associated element applies to this transaction.
/ ApplicationInfo/ TaxCreditInfo/ TaxProgram	- xsd:string - S (0/1)	The name of the program that entitles the company to tax credits.
/ ApplicationInfo/ TaxCreditInfo/ Amount	xsd:extension base: xsd:string currencyCode - CurrencyCodeType -	The monetary value of the associated item.
/ ApplicationInfo/ TaxCreditInfo/ Amount/ currencyCode	- CurrencyCodeType -	A three-letter code identifying the currency of a monetary amount. [BusinessRule(s): Currency is represented in accordance with ISO 4217.]
/ ApplicationInfo/ TaxCreditInfo/ Description	- xsd:string - S (0/1)	Describes the contextual information relating to a specific element.
/ ApplicationInfo/ WorkEligibilityInfo	FormId - EntityIdType - S (0/1) DocumentId - EntityIdType - S (0/1) DocumentName - xsd:string - S (0/1) VerificationInfo - [complexType] - S (0/1) IssuingAuthority - xsd:string - S (0/1) IsDocumentSignedByCandidate - xsd:boolean - S (0/1) SupportingMaterials - [see include/import] - S (0/*) Comments - xsd:string - S (0/1)	Provides details on visa, citizenship, or other requirements related to legal eligibility to hold the job/position.
/ ApplicationInfo/ CandidateSupplier	- SupplierType - S (0/1)	Reference information about the person or entity that is acting on behalf of a candidate. [BusinessRule(s): Used to supply identification or contact information to hiring companies wishing to engage a represented candidate. ] [Example(s): Staffing company, agent ]
[ActivityType]	Type - xsd:string - S (1/1) ActivityPerformer - [complexType] - S (0/*) Date - AnyDateTimeType - S (0/1) ActivityResults - xsd:string - S (0/1)

3.3 TaxCreditInfo

Elements and Attributes [Global types listed alphabetically in following table.]	ContentModel* Data type Occurrence: Sequence \| Choice \| All (minOccurs/maxOccurs) Attributes	Definition
/ TaxCreditInfo	countryCode - CountryCodeType - Jurisdiction - xsd:string - S (1/1) IsApplicable - xsd:boolean - S (1/1) TaxProgram - xsd:string - S (0/1) Amount - xsd:string - S (0/*) Description - xsd:string - S (0/1)	Indicates whether the individual being hired entitles the hiring company to tax credits or other benefits through government or other 3rd party entities.
/ TaxCreditInfo/ countryCode	- CountryCodeType -	Contains the ISO 3166-1 two-character country code. [BusinessRule(s): For authorities not bound by a country, the attribute would be blank. ] [Example(s): DE (Germany), UK (United Kingdom), US (United States , Blank (United Nations). ]
/ TaxCreditInfo/ Jurisdiction	- xsd:string - S (1/1)	The limits or territory within which authority may be exercised.
/ TaxCreditInfo/ IsApplicable	- xsd:boolean - S (1/1)	Indicates if the associated element applies to this transaction.
/ TaxCreditInfo/ TaxProgram	- xsd:string - S (0/1)	The name of the program that entitles the company to tax credits.
/ TaxCreditInfo/ Amount	xsd:extension base: xsd:string currencyCode - CurrencyCodeType -	The monetary value of the associated item.
/ TaxCreditInfo/ Amount/ currencyCode	- CurrencyCodeType -	A three-letter code identifying the currency of a monetary amount. [BusinessRule(s): Currency is represented in accordance with ISO 4217. This may be at an individual or group level. ]
/ TaxCreditInfo/ Description	- xsd:string - S (0/1)	Describes the contextual information relating to a specific element.

3.4 WorkEligibility

Elements and Attributes [Global types listed alphabetically in following table.]	ContentModel* Data type Occurrence: Sequence \| Choice \| All (minOccurs/maxOccurs) Attributes	Definition
/ WorkEligibilityInfo	FormId - EntityIdType - S (0/1) DocumentId - EntityIdType - S (0/1) DocumentName - xsd:string - S (0/1) VerificationInfo - [complexType] - S (0/1) IssuingAuthority - xsd:string - S (0/1) IsDocumentSignedByCandidate - xsd:boolean - S (0/1) SupportingMaterials - [see include/import] - S (0/*) Comments - xsd:string - S (0/1)	Provides details on visa, citizenship, or other requirements related to legal eligibility to hold the job/position.
/ WorkEligibilityInfo/ FormId	- EntityIdType - S (0/1)	An identifier for the form.
/ WorkEligibilityInfo/ DocumentId	- EntityIdType - S (0/1)	A unique identifier for a particular document.
/ WorkEligibilityInfo/ DocumentName	- xsd:string - S (0/1)	The name of a contract or agreement.
/ WorkEligibilityInfo/ VerificationInfo	OrganizationName - xsd:string - S (0/1) Status - xsd:string - S (0/1) Date - LocalDateType - S (0/1) PersonName - [see include/import] - S (0/1) PersonId - EntityIdType - S (0/1)	Contains information about the entity that performed the validation.
/ WorkEligibilityInfo/ VerificationInfo/ OrganizationName	- xsd:string - S (0/1)	The name by which an organization or enterprise is known as established under the laws of a country, state, province or ruling governmental body for the purpose of conducting business transactions.
/ WorkEligibilityInfo/ VerificationInfo/ Status	- xsd:string - S (0/1)	The status of the associated item. If the status isn't specified, the implementer may place the record in whatever status seems appropriate given the context of the data.
/ WorkEligibilityInfo/ VerificationInfo/ Date	- LocalDateType - S (0/1)	A date within the given context. [BusinessRule(s): This date is inclusive. Dates are represented in accordance with ISO 8601. ]
/ WorkEligibilityInfo/ VerificationInfo/ PersonName	- PersonNameType - S (00/1)	The name of a person.
/ WorkEligibilityInfo/ VerificationInfo/ PersonId	- EntityIdType - S (0/1)	A unique identifier for a person.
/ WorkEligibilityInfo/ IssuingAuthority	- xsd:string - S (0/1)	Specifies the issuing authority of the associated element. [BusinessRule(s): If the issuing authority was United Nations, the countryCode and jurisdiction would be blank. ] [Example(s): Government Ids: United Nations, Department of Motor Vehicles, Social Security Service. Industry Classification: North American Industry Classification System (NAICS); Standard Industry Code (SIC); United Nations Standard Products and Services Code (UNSPSC). ]
/ WorkEligibilityInfo/ IsDocumentSignedByCandidate	- xsd:boolean - S (0/1)	Indicates if the document was signed by the candidate.
/ WorkEligibilityInfo/ Comments	- xsd:string - S (0/1)	Describes the contextual information relating to a group of elements.

3.5 PositionInfo

Elements and Attributes [Global types listed alphabetically in following table.]	ContentModel* Data type Occurrence: Sequence \| Choice \| All (minOccurs/maxOccurs) Attributes	Definition
/ PositionInfo	ReferenceInfo - NewHireReferenceInfoType - S (1/1) OfferInfo - xsd:decimal - S (1/1) OrganizationalUnit - OrganizationalUnitType - S (0/) ManagerInfo - [complexType] - S (0/) MultipleJobIndicator - xsd:boolean - S (0/1)	Contains information about the position.
/ PositionInfo/ ReferenceInfo	- NewHireReferenceInfoType - S (1/1) RequisitionId - EntityIdType - S (0/1) OrderId - EntityIdType - S (0/1) PositionId - EntityIdType - S (0/1) JobId - EntityIdType - S (0/1) OtherId - EntityIdType - S (0/*) SearchCriteriaId - EntityIdType - S (0/1) SeachResultId - EntityIdType - S (0/1)	Contains reference information for the associated element.
/ PositionInfo/ ReferenceInfo/ RequisitionId	- EntityIdType - S (0/1)	Unique identifier for a requisition.
/ PositionInfo/ ReferenceInfo/ OrderId	- EntityIdType - S (0/1)	Unique identifier for a staffing order.
/ PositionInfo/ ReferenceInfo/ PositionId	- EntityIdType - S (0/1)	Reference to a uniquely identifiable position.
/ PositionInfo/ ReferenceInfo/ JobId	- EntityIdType - S (0/1)	Uniquely identifies a job within an organization.
/ PositionInfo/ ReferenceInfo/ OtherId	- EntityIdType - S (0/*)	Contains an identifier not previously specified. [Example(s): Employee identification number. ]
/PositionInfo/ ReferenceInfo/ SearchCriteriaId	- EntityIdType - S (0/1)	Unique identifier for search criteria.
/PositionInfo/ ReferenceInfo/ SeachResultId	- EntityIdType - S (0/1)	Unique identifier for search results.
/ PositionInfo/ OfferInfo	NegotiatedPositionTitle - xsd:string - S (0/1) NegotiatedPositionDescription - xsd:string - S (0/1) OfferMade - [complexType] - S (0/1) DateJobAccepted - LocalDateType - S (0/1) EmploymentStartDate - LocalDateType - S (1/1) ExpectedEndDate - LocalDateType - S (0/1) FirstDayToWork - AnyDateTimeType - S (0/1) RemunerationInfo - xsd:decimal - S (1/1) Shift - WorkShiftScheduleType - S (0/*) EmploymentLevel - EmploymentLevelEnumType - S (0/1) ResourceRelationship - ResourceRelationshipEnumType - S (0/1) EmploymentTerm - EmploymentTermType - S (0/1)	Contains information about the job offer.
/ PositionInfo/ OrganizationalUnit	- OrganizationalUnitType - S (0/*)	Contains information about a sub-entity or entities within an organization that have no unique legal identification or designation.
/ PositionInfo/ ManagerInfo	role - xsd:string - ContactInfo - ContactInfoType - S (0/1) ManagerId - EntityIdType - S (0/1)	Contains information about the manager.
/ PositionInfo/ ManagerInfo/ role	- xsd:string -	A function of a person or entity within a given context.
/ PositionInfo/ ManagerInfo/ ContactInfo	- ContactInfoType - S (0/1)	Contains information to contact a person or entity. [Example(s): Person Name, Organization Name, Contact Method ]
/ PositionInfo/ ManagerInfo/ ManagerId	- EntityIdType - S (0/1)	A unique identifier for the manager. [BusinessRule(s): This may be the manager's employee Id. ]
/ PositionInfo/ MultipleJobIndicator	- xsd:boolean - S (0/1)	A Boolean value that specifies if the person is concurrently holding more than one job. [Example(s): A person is already employed as a teacher. The person applies for a coaching position. Only the coaching position would be transmitted. This flag specifies the person is already employed in another capacity within the same organization. ]

3.6 OfferInfo

Elements and Attributes [Global types listed alphabetically in following table.]	ContentModel* Data type Occurrence: Sequence \| Choice \| All (minOccurs/maxOccurs) Attributes	Definition
/ OfferInfo	NegotiatedPositionTitle - xsd:string - S (0/1) NegotiatedPositionDescription - xsd:string - S (0/1) OfferMade - [complexType] - S (0/1) DateJobAccepted - LocalDateType - S (0/1) EmploymentStartDate - LocalDateType - S (1/1) ExpectedEndDate - LocalDateType - S (0/1) FirstDayToWork - AnyDateTimeType - S (0/1) RemunerationInfo - xsd:decimal - S (1/1) Shift - WorkShiftScheduleType - S (0/*) EmploymentLevel - EmploymentLevelEnumType - S (0/1) ResourceRelationship - ResourceRelationshipEnumType - S (0/1) EmploymentTerm - EmploymentTermType - S (0/1)	Contains information about the job offer.
/ OfferInfo/ NegotiatedPositionTitle	- xsd:string - S (0/1)	The position title negotiated at the time of the offer.
/ OfferInfo/ NegotiatedPosition Description	- xsd:string - S (0/1)	The position description negotiated at the time of the offer.
/ OfferInfo/ OfferMade	OfferedBy - [complexType] - S (0/1) OfferedOnDate - LocalDateType - S (0/1)	Contains information about who made the job offer and when it was made.
/ OfferInfo/ OfferMade/ OfferedBy	PersonName - [see include/import] - S (0/1) PersonId - EntityIdType - S (0/1)	Contains information about the person who made the job offer.
/ OfferInfo/ OfferMade/ OfferedBy/ PersonName	- PersonNameType - S (0/1)	The name of a person.
/ OfferInfo/ OfferMade/ OfferedBy/ PersonId	- EntityIdType - S (0/1)	A unique identifier for a person.
/ OfferInfo/ OfferMade/ OfferedOnDate	- LocalDateType - S (0/1)	Specifies the date the job offer was made.
/ OfferInfo/ DateJobAccepted	- LocalDateType - S (0/1)	Specifies the date the job offer was accepted.
/ OfferInfo/ EmploymentStartDate	- LocalDateType - S (1/1)	The date the employment contract starts.
/ OfferInfo/ ExpectedEndDate	- LocalDateType - S (0/1)	The date the assignment is expected to end. [BusinessRule(s): This date is inclusive. Dates are represented in accordance with ISO 8601. ]
/ OfferInfo/ FirstDayToWork	- AnyDateTimeType - S (0/1)	The date and time (optional) the person first reports to work.
/ OfferInfo/ RemunerationInfo	BasePay - xsd:decimal - S (0/1) OtherPay - xsd:decimal - S (0/*) Benefits - BenefitsType - S (0/1)	A collection of information about remuneration for a particular job or position.
/ OfferInfo/ RemunerationInfo/ BasePay	xsd:extension base: xsd:decimal currencyCode - CurrencyCodeType - baseInterval - FrequencyType -	Describes the monetary pay structure considered standard for a particular job or position.
/ OfferInfo/ RemunerationInfo/ BasePay/ currencyCode	- CurrencyCodeType -	A three-letter code identifying the currency of a monetary amount. [BusinessRule(s): Currency is represented in accordance with ISO 4217.]
/ OfferInfo/ RemunerationInfo/ BasePay/ baseInterval	- FrequencyType -	The interval or increment in which an event is measured. [Example(s): Hours' could represent a 40 hour pay period or a person working a 40 hour week. Other examples may include weekly, monthly, bi-weekly, semi-annual, annual. ]
/ OfferInfo/ RemunerationInfo/ OtherPay	xsd:extension base: xsd:decimal currencyCode - CurrencyCodeType - baseInterval - FrequencyType - type - OtherPayTypeTypes -	Describes the pay structure considered additional, flexible or atypical for a particular job or position.
/ OfferInfo/ RemunerationInfo/ OtherPay/ currencyCode	- CurrencyCodeType -	A three-letter code identifying the currency of a monetary amount. [BusinessRule(s): Currency is represented in accordance with ISO 4217.]
/ OfferInfo/ RemunerationInfo/ OtherPay/ baseInterval	- FrequencyType -	The interval or increment in which an event is measured. [Example(s): Hours' could represent a 40 hour pay period or a person working a 40 hour week. Other examples may include weekly, monthly, bi-weekly, semi-annual, annual. ]
/ OfferInfo/ RemunerationInfo/ OtherPay/ type	- OtherPayTypeTypes -	Further defines the associated element in the context provided.
/ OfferInfo/ RemunerationInfo/ Benefits	- BenefitsType - S (0/1)	Describes other forms of compensation or remuneration a person might receive. [BusinessRule(s): These are generally not paid directly to the person in monetary form, but there may be exceptions.] [Example(s): Insurance, company vehicle, expatriate package. ]
/ OfferInfo/ Shift	- WorkShiftScheduleType - S (0/*)	Work shift as it pertains to a particular work engagement.
/ OfferInfo/ EmploymentLevel	- EmploymentLevelEnumType - S (0/1)	Container to indicate full-time or part-time employment.
/ OfferInfo/ ResourceRelationship	- ResourceRelationshipEnumType - S (0/1)	Indicates whether the worker is an employee or sub-contractor. [Example(s): Employee, Vendor ]
/ OfferInfo/ EmploymentTerm	- EmploymentTermType - S (0/1)	Expresses the classification of the employment contract. [Example(s): regular, temporary ]

4 Implementation Considerations

4.1 Data Privacy

Human resources data, by its very nature, is personal data. The laws of many jurisdictions as well as codes of fair information practice require organizations to handle personal data in a way that protects individuals from loss of privacy.

The data exchange specifications developed by the HR-XML Consortium are designed to be useful across many jurisdictions and within a variety of business contexts. It is not feasible for the HR-XML Consortium to develop specific privacy guidance for every jurisdiction or business context in which the Consortium's specifications might be implemented. When implementing data exchanges using the HR-XML Consortium's data definitions (or, for that matter, using any other type of data exchange mechanism), organizations are advised to examine the privacy protections that may be required under applicable law and codes of fair information practice.

For information on protecting personal data, general references include: European Union Data Protection Directive (95/46/EC); the Association Computing Machinery Code of Ethics (1992); Canadian Standards Association Model Code for the Protection of Personal Information (1995 – PIPEDA); and U.S.-EU Safe Harbor Principles and FAQs (2000).

4.2 New Record vs. Update

If information changed or was incorrect in the original New Hire data exchange, the recommendation is to resend the entire record with the corrected data. For example, John originally expected to start working for Company B on June 15. However, his current employer (Company A) didn’t require 2 weeks notice, so John was able to start work on June 1. The first New Hire transaction showed John’s expected start date as June 15. A second ‘full’ New Hire transaction would need to be sent with the June 1 expected start date.

This recommendation also applies to incorrect data. For instance, if an erroneous government id was sent in the original New Hire transaction, then a full xml file would be re-sent with the correct government id.

Please note that this solution applies to the current version. It is anticipated that a future version may provide alternatives for changed and incorrect data exchanges, without the need to resend the entire transaction.

4.3 EmploymentStartDate vs. FirstDayToWork

The offer information includes two dates that are slightly different: EmploymentStartDate and FirstDayToWork. The EmploymentStartDate is the date the employment contract starts, whereas the FirstDayToWork is the date/time the person is expected to report to work.

There are several cases where those dates might differ, including, but not limited to, the following examples:

In some countries, employment starts on the 1^st or 15^th day of the month. When the 1^st or 15^th of the month is a non-worked day (perhaps Saturday or Sunday), the date the employment starts will differ from the actual first day of work.

</OfferInfo>

A person might accept an offer, while his/her vacations were already scheduled. In this case, the person would negotiate to start his new employment with vacations.

<OfferInfo>

</OfferInfo>

4.4 Work Eligibility

After an interview and selection process, a person has been hired by a placement agency or directly by a company. In order to transfer the person’s hire information from an Applicant Tracking System (ATS) to the hiring company’s Human Resources Information System (HRIS), eligibility information must be provided to begin an official on-boarding process.

Eligibility information encompasses two primary types, and it must be part of a NewHire package. One type includes eligibility to work in the country where the person will perform the work. The second covers security clearance eligibility to perform a job with sensitive or protected data.

Within the NewHire HR-XML transaction package are the WorkEligibilityInfo elements that meet these requirements. Three instances where eligibility is detailed appear below.

4.4.1 Employment Eligibility

In the case of employment eligibility, an XML package must represent the summary and status of a document that demonstrates an employer confirmed a person can legally work in the country where the work is to be performed. This form is known as the I-9 in the United States. Eligibility in the United Kingdom is also established and confirmed using forms issued by government that have a form name or identification as well as a number specific to the document instance. Unlike an I-9, a Right of Abode, Right to Work, Work Permit and Citizenship in the EEU have form names and a specific number when issued. Cases for each follow.

United Kingdom

<IdValue>Right of Abode</IdValue>

</FormId>

</DocumentId>

<DocumentName>Right of Abode</DocumentName>

<Status>Verified by Employer</Status>

<FormattedName>Joe Blogs</FormattedName>

</PersonName>

</PersonId>

</VerificationInfo>

<IssuingAuthority>UKDOI</IssuingAuthority>

<Comments>Document is photocopied and the copy is filed with application documents.</Comments>

</WorkEligibilityInfo>

<IdValue>Right to Work</IdValue>

</FormId>

</DocumentId>

<DocumentName>Right to Work</DocumentName>

<Status>Verified by Employer</Status>

<FormattedName>Joe Blogs</FormattedName>

</PersonName>

</PersonId>

</VerificationInfo>

<IssuingAuthority>UK Home Office</IssuingAuthority>

<Comments>Document is photocopied and the copy is filed with application documents.</Comments>

</WorkEligibilityInfo>

United States

</FormId>

<DocumentName>I-9 Proof of Employment Eligibility</DocumentName>

<Status>Verified by Recruiter</Status>

</PersonName>

<IdValue>EMPLID-456-336622</IdValue>

</PersonId>

</VerificationInfo>

<Comments>Hard copy filed under employee name</Comments>

</WorkEligibilityInfo>

4.4.2 Security Eligibility

Security clearances are of different levels. Each may have multiple and varied requirements. The WorkEligibilityInfo schema is designed to represent each scenario. When this section is filled for security requirements, the schema contains the type of document that is being captured and signature statuses. It also supplies data that indicate the type of document that was reviewed and the issuing authority. In many cases, a document form number is also supplied. The SupportingMaterials section can be used to describe the system or method for tracking the forms. SupportingMaterials can also be used to describe the agency that provided the service. Often in the U.S., the Defense Security Services Department provides the investigative services through a web-based application to complete the clearances.

</FormId>

</DocumentId>

<DocumentName>Top Secret Security Clearance</DocumentName>

<Status>Completed by Candidate</Status>

<FormattedName>Jeanine Lewis</FormattedName>

</PersonName>

</PersonId>

</VerificationInfo>

<IssuingAuthority>Defense Security Services</IssuingAuthority>

<dc:title>Link to Defense Security Services</dc:title>

<dc:format>text/html</dc:format>

<InternetWebAddress>https://dss.gov/verisystem</InternetWebAddress>

</ReferenceInfo>

</SupportingMaterials>

</WorkEligibilityInfo>

4.5 Overhead from Included Schemas

The New Hire schema has built-in flexibility. Since most elements are optional, the schema can be used to structure a thin message that simply ties a candidate’s information to a position, or, if desired, it can be used to handle a very rich set of information gathered during the recruiting process (e.g., background check and assessment results). To facilitate the latter case, the New Hire schema directly includes HR-XML’s BackgroundReports and AsessmentResults schemas.

While the direct include of the separate BackgroundReports and AsessmentResults schemas may be useful to some implementers, it may provide complexity and unnecessary processing overhead for others. For example, the output from code generation tools is likely to be much larger and more complex with the included schemas.

Rather than using the directly included schemas, some implementers may find it easier to associate supplemental data (such as BackgroundReports and AssessmentResults) in a way that creates less processing overhead. For example, one approach would be to remove the AssessmentResultType and ScreeningReportType from the New Hire schema and to simply send the associated reports as attachments. The NewHire schema uses HR-XML’s SupportingMaterialsType, which offers a way to provide a manifest of such attachments.

5 Appendix A - Document Version History

Date	Description
2005-Jan-20	Draft
2005-Mar-04	Updated definition tables, diagrams, overview, scope and appendix B.
2005-Mar-15	Updated sections 1, 2, and 4.
2005-May-02	Updated diagrams and hrdd tables
2005-Nov-29	Remove 'Info' from NewHireInfo and NewHireInfoType Make TypeOfHire element to be of type "TypeOfHireType" Replace TypeOfHire extension with new method Change enumerations to UpperCamelCase
2006-Feb-28	Approved by Consortium
2006-Nov-15	Named anonymous type for within ReferenceInfo element to NewHireReferenceInfoType. Added locally scoped elements SearchCriteriaId and SearchResultId (both of type EntityIdType).
2007-April-15	Approved by Consortium

6 Appendix B – Related Documents

Reference	Link
New Hire Schema	http://ns.hr-xml.org/2_5/HR-XML-2_5/NewHire/NewHire.xsd
Person Descriptors	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/PersonDescriptors.html
Postal Address	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/PostalAddress.html
Person Name	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/PersonName.html
Contact Method	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/ContactMethod.html
Date/Time Data Types	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/DateTimeDataTypes.html
Employment History	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/EmploymentHistory.html
Education History	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/EducationHistory.html
Competencies	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/Competencies.html
Entity Id	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/EntityIdentifiers.html
Supporting Materials	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/SupportingMaterials.html
WorkSite	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/WorkSite.html
Organization	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/Organization.html
Frequencies	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/Frequencies.xsd
Shared Staffing Modules Schema	http://ns.hr-xml.org/2_5/HR-XML-2_5/CPO/SharedStaffingModules.xsd
SEP Remuneration Package and Matching Types	http://ns.hr-xml.org/2_5/HR-XML-2_5/SEP/StaffingExchangeProtocol.html http://ns.hr-xml.org/2_5/HR-XML-2_5/SEP/PrehireRemunerationPackage.xsd http://ns.hr-xml.org/2_5/HR-XML-2_5/SEP/MatchingTypes.xsd
Assessment Results	http://ns.hr-xml.org/2_5/HR-XML-2_5/Assessment/Assessments.html
Background Reports	http://ns.hr-xml.org/2_5/HR-XML-2_5/Screening/US/BackgroundReports.html
EmployeeInfo	http://ns.hr-xml.org/2_5/HR-XML-2_5/Indicative/IndicativeData.html
Search Types	http://ns.hr-xml.org/2_5/HR-XML-2_5/SEP/SearchTypes.html

7 Appendix C – Open Issues

Issue	Resolution
How do we handle when information changed or was incorrect in the original New Hire data exchange?	Currently, we recommend the full file be re-sent with the corrected data. However, in a future release we will review alternatives. Possibly a solution similar to the transaction type used in Enrollment.

8 Appendix D – Reference Examples

8.1 New Hire

John Doe is currently employed part-time with UPS. He responded to Acme Corporations job posting on www.SuperrrBoard.com, a popular Job Board/Applicant Tracking System (ATS) system used by Acme and other large corporations, where he was able to enter his resume, employment history, and other personal and background information.

Acme recruiter, Harry D. Recruit, reviewed numerous resumes and contacted John, then proceeded with multiple interviews, screenings, and other hiring exercises to ensure that John was a good fit for the company. This entire process was tracked and recorded via the ATS system.

On May 9th, 1999 Harry offered John a position which he quickly accepted. John's intended start date was scheduled for May 15th, 1999. SuperrrBoard promptly transmitted the NEW HIRE information to Acme's HRMS system using HR-XML's New Hire Schema.

Example Comments:

This is a typical NEW HIRE message between an ATS and an HRMS system. This message initiates the transfer of the new hire information to the HRMS eliminating the re-keying of employee information entered during the hiring process.

<StandardValue>NewHire</StandardValue>

</TypeOfHire>

</PersonName>

</ApplicantId>

<Use>personal</Use>

<WhenAvailable>Nights and Weekends</WhenAvailable>

</Telephone>

</Mobile>

<InternetEmailAddress>www.JDOE@GMAIL.com</InternetEmailAddress>

<Municipality>Bartlet</Municipality>

<AddressLine>567 North Grove Ave</AddressLine>

</DeliveryAddress>

</PostalAddress>

</ContactMethod>

<FormattedName>String</FormattedName>

<GivenName>Sally</GivenName>

</PersonName>

<Use>business</Use>

<Location>office</Location>

<WhenAvailable>Normal Business Hours</WhenAvailable>

</Telephone>

</ContactMethod>

</EmergencyContact>

</PersonLegalId>

</PersonLegalId>

<VisaStatus countryCode="US">Active</VisaStatus>

</LegalIdentifiers>

<Race>Caucasian</Race>

<Nationality>American</Nationality>

<MaritalStatus>Married</MaritalStatus>

</DemographicDescriptors>

</BiologicalDescriptors>

</PersonDescriptors>

<SchoolName>University of Illinois</SchoolName>

</SchoolId>

</School>

</DegreeDate>

</ProgramId>

<Name>Computer Science</Name>

</DegreeMajor>

</ProgramId>

<Name>Business</Name>

</DegreeMinor>

</StartDate>

</EndDate>

</DatesOfAttendance>

</Degree>

</SchoolOrInstitution>

</EducationHistory>

<FamilyName>Smith</FamilyName>

</PersonName>

<Use>business</Use>

<Location>office</Location>

<WhenAvailable>Normal Business Hours</WhenAvailable>

</Telephone>

<Municipality>Buffalo Grove</Municipality>

<AddressLine>1234 Hicks Road</AddressLine>

</DeliveryAddress>

</PostalAddress>

</ContactMethod>

</EmployerContactInfo>

<Title>Package Sorter</Title>

<OrganizationName>Palatine</OrganizationName>

</OrgName>

<Description>Sort Packages by zipcode</Description>

</StartDate>

</PositionHistory>

</EmployerOrg>

</EmploymentHistory>

</EmployeeInfo>

<Type>Review Resume</Type>

<GivenName>Harrry</GivenName>

<FamilyName>Recruit</FamilyName>

</PersonName>

</PersonId>

<Role>Recruiter</Role>

</ActivityPerformer>

<ActivityResults>Passed Initial Screening</ActivityResults>

</HiringProcessActivity>

<Type>Conduct Interview</Type>

<GivenName>Harrry</GivenName>

<FamilyName>Recruit</FamilyName>

</PersonName>

</PersonId>

<Role>Recruiter</Role>

</ActivityPerformer>

<GivenName>Sally</GivenName>

<FamilyName>Smith</FamilyName>

</PersonName>

</PersonId>

<Role>Hiring Manager</Role>

</ActivityPerformer>

<ActivityResults>Very Competant. Make offer</ActivityResults>

</HiringProcessActivity>

<Type>Submit Offer</Type>

<GivenName>Harrry</GivenName>

<FamilyName>Recruit</FamilyName>

</PersonName>

</PersonId>

<Role>Recruiter</Role>

</ActivityPerformer>

</HiringProcessActivity>

<Type>Offer Accepted</Type>

<GivenName>Harrry</GivenName>

<FamilyName>Recruit</FamilyName>

</PersonName>

</PersonId>

<Role>Recruiter</Role>

</ActivityPerformer>

<ActivityResults>Applicant Hired</ActivityResults>

</HiringProcessActivity>

</ApplicationHistory>

</DocumentId>

<DocumentName>Social Security Card</DocumentName>

</WorkEligibilityInfo>

</DocumentId>

<DocumentName>Illinois Drivers License</DocumentName>

</WorkEligibilityInfo>

</ApplicationInfo>

</RequisitionId>

</PositionId>

</JobId>

</ReferenceInfo>

<GivenName>Sally</GivenName>

<FamilyName>Smith</FamilyName>

</PersonName>

</PersonId>

</OfferedBy>

</OfferMade>

</RemunerationInfo>

<EmploymentLevel>FullTime</EmploymentLevel>

<ResourceRelationship>Employee</ResourceRelationship>

</OfferInfo>

</PositionInfo>

</NewHire>

8.2 Transfer

Jane Doe is a UI designer working for Acme Corporation in the Intranet Department for several months.

Following her spouse’s relocation, she was looking for a job in the South California area. Her friend Lori Stihl from the Software development department heard of a position opening in the Los Angeles office and referred Jane (see ApplicationInfo/CandidateSupplier).

At first Jane, through the Applicant Tracking System (ATS) application, provided all her personal information (see EmployeeInfo): name, address, education and employment history, SSN, EEO information, associations and unions to which she belonged.

Then, she went through the usual selection process: interviews (see ApplicationInfo/ApplicationHistory), background checks, assessments and medical tests (see ApplicationInfo/ScreeningResult) and performed very well. She was even identified as a potential leader for the future. All this occurred within the ATS.

She negotiated the terms of her employment:

Job title (PositionInfo/NegotiatedJobTitle)
Base pay (PositionInfo/RemunerationInfo/BasePay)
Annual bonus (PositionInfo/RemunerationInfo/OtherPay)
Insurance, retirement plan and relocation assistance plan (PositionInfo/RemunerationInfo/Benefits)

Jane is currently an employee of the organization, so she already has an employee identifier. She actually has two employee identifiers: one that she uses everyday to access the different systems (CentralId) and one that is used by all HR systems to uniquely identify her (EmployeeId).

Since the position she is hired for is a full-time position the multiple position indicator is set to false.

Once she accepted the offer she has been proposed, the new hire transaction that includes all the aforementioned information is sent to the HRMS.

Note: Some elements are not displayed in the xml example since they are already described in their own specification document. This includes:

BackgroundCheckResults
AssessmentResults
SupportingMaterials
UserArea
ContactMethods
PersonDescriptors
EducationHistory
EmploymentHistory
Association
Competencies

<StandardValue>Transfer</StandardValue>

</TypeOfHire>

<FormattedName>String</FormattedName>

</PersonName>

</ApplicantId>

</EmployeeId>

</EmployeeInfo>

<Type>Application submitted</Type>

<FormattedName>String</FormattedName>

</PersonName>

<Role>Candidate</Role>

</ActivityPerformer>

</HiringProcessActivity>

<Type>Application reviewed</Type>

<FamilyName>Clark</FamilyName>

</PersonName>

</PersonId>

<Role>Recruiter</Role>

<Comments>Seems like a perfect fitneed to contact her asap before the competition does.</Comments>

</ActivityPerformer>

<ActivityResults>Candidate moved to 1st Interview</ActivityResults>

</HiringProcessActivity>

<Type>1st Interview</Type>

<FamilyName>Clark</FamilyName>

</PersonName>

</PersonId>

<Role>Recruiter</Role>

<Comments>Very articulated candidate.fit with the corporate culturewith non-compete clause</Comments>

</ActivityPerformer>

<GivenName>Rachel</GivenName>

</PersonName>

</PersonId>

<Role>Manager</Role>

<Comments>Knows the job. She actually did it for one of our competitor.</Comments>

</ActivityPerformer>

<ActivityResults>Initiates background check and deeper assessment</ActivityResults>

</HiringProcessActivity>

<Type>Background Check Requested</Type>

<FamilyName>Clark</FamilyName>

</PersonName>

</PersonId>

<Role>Recruiter</Role>

</ActivityPerformer>

<ActivityResults>Credit Report</ActivityResults>

</HiringProcessActivity>

<Type>Assessment Requested</Type>

<FamilyName>Clark</FamilyName>

</PersonName>

</PersonId>

<Role>Recruiter</Role>

</ActivityPerformer>

<ActivityResults>LeadershipDesignmanagement</ActivityResults>

</HiringProcessActivity>

<Type>Background Check</Type>

<ActivityResults>Passed</ActivityResults>

</HiringProcessActivity>

<Type>Assessment</Type>

<ActivityResults>Behavioural: 68Design: 86: 90Management: 58</ActivityResults>

</HiringProcessActivity>

<Type>2nd Interview</Type>

<FamilyName>Clark</FamilyName>