HR-XML Candidate

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HR-XML Candidate

Introduction

The HR-XML Consortium is the only independent, non-profit, volunteer-led organization dedicated to the development and promotion of a standard suite of XML specifications to enable e-business and the automation of human resources-related data exchanges.

Vision:
To be the recognized community and leading provider of global HR interoperability standards.

Mission:

  • To lead the ongoing development of robust, extensible, global HR interoperability standards enabling easy-to-implement, time- and cost-effective integration of business applications within the HR community.
  • To expand and engage the community to share experiences and expertise for the betterment of the community.
  • To collaborate with other identified standards organizations to ensure interoperability and business alignment.

The HR-XML Consortium is driven by the needs and priorities of its members. Any member can propose that the Consortium undertake a standards activity. Proposals are subject to a review process and must include the names of at least three sponsor organizations as well as satisfy other pre-requisites.

(Source : http://www.hr-xml.org/?page=About)

Defines a set of information about an applicant or prospective employee or resource. Like a resume, a Candidate document contains details about a person's education and professional experience. However, Candidate may include data that is not typically included on a Resume, such as remuneration requirements and various position preferences.

http://ns.hr-xml.org/schemas/org_hr-xml/3_2/Documentation/Guidelines/ch03s04.php

General information

information to be gathered details
Name / title of source/model and version if applicable HR-XML Candidate
Stakeholder Europass Cedefop Agency, HR-XML community, Europortfolio, EuroCV online jobboard
URL http://europass.cedefop.europa.eu/en/home
Orientation large spectrum: Language competencies based on EQF levels and other personal skills and competencies section based on a simple text field
Explicit / implicit Explicit
Organisational competence Yes
Number of people currently affected Not known even if widely supported by HR online services or solution providers only few figures available.
Sectors covered Mainly HR process but relevant to any sector.
User communities Yes HR-XML, several working groups (based on membership https://hr-xml.site-ym.com/?page=member_info)
Significant use cases Recruitment process, Performance management, Profile matching
Significant business cases HR services
Gather sample materials http://ns.hr-xml.org/schemas/org_hr-xml/3_2/Documentation/Guidelines/index.php
Key features influencing uptake Certification, link with competency/job frameworks, a common simple application profile.

Features of the model

(The model described can be either explicit (as in a specification) or implicit in the stakeholders data or practice. If a source covers separate more than one LOC, it might be useful to duplicate this table, and fill in once for individual LOCs, and once for frameworks or LOC structures. In the "?" column, put 1 if the feature is present, 0 if it is not.)

N Features ? notes (replace these explanations with your gathered information)
00 More than one model 1 Competency definition could be supported in several places (employmenthistory, personqualifications...) but the structure itself is flat (not hierarchical in terms of XML parent/child element except while using the extension point, see the europass HR-XML application profile for such example)
01 Identifiers 1 any string identifiers allowed, could be URIs using application profile
02 Hierarchy (internal) 0
no, could be done using extension point in application profile
03 Internal relationships 0 not directly supported in term of semantic, could be done by using text field in application profile
04 External relationships 0
not directly supported in term of semantic, could be done by using text field in application profile
05 Conditionality / optionality 0 not supported
06 Text syntax 1 could be done using competency name
07 Structured identifiers 0
no prescribed structure, competency ID is just a text field, could be done using application profile
08 Classification 1 could be done using competency taxonomy element
09 Level attribution 1 supported 
10 Level definition 1 supported
11 Context 1
could be done using competency taxonomy element
12 Evidence and assessment 0 evidence could be linked using attachment element and xpath expression, assessment not supported could be done using extensions in application profile
13 Extensions 1 Yes in all elements
14 Profiles 1 several ones currently exists (europass, jobstairs/germanCV, iprofile UK...)
15 Adaptation 1
yes, needed for more concrete interoperability 
16 Definition by example 0
No
17 Learning resources 0 not supported
18 Learner records 0 not supported directly, could be done using attachement, internal relation (using xpath expression) and mayb extensions
19 Multilinguality 0 not supported directly, could be done using one candidateProfile element (main structure for all information related to professional or education experience, attachment, competency...) per language

High-level model

Competency Definition:

Contains structured information about the semantics associated with a one or more competencies. A Reusable Competency Definition (RCD) is reusable in that it is without a specific context. In other words, it is a definition of a competency not yet associated with a person profile, position, or learning object.

(source : http://ns.hr-xml.org/schemas/org_hr-xml/3_2/Documentation/Guidelines/ch03s05.php)

Candidate:

Defines a set of information about an applicant or prospective employee or resource. Like a resume, a Candidate document contains details about a person's education and professional experience. However, Candidate may include data that is not typically included on a Resume, such as remuneration requirements and various position preferences.

(source : http://ns.hr-xml.org/schemas/org_hr-xml/3_2/Documentation/Guidelines/ch03s04.php)

Technical model

Here is a basic example of a competency attached to the employment history

<PersonCompetency>

  <CompetencyName>HEALTH CARE</CompetencyName>

</PersonCompetency>

<PersonCompetency>

  <CompetencyName>ASSISTED LIVING FACILITY</CompetencyName>

</PersonCompetency>

(Source : http://ns.hr-xml.org/schemas/org_hr-xml/3_2/Instances/Candidate-Example-1.xml)

Guidance source requirements

TODO

(Here please put what you think needs to be in the Guidance deliverable to help this stakeholder, or to relate to this source.)

The relationship issue is a point that needs guidance/enhancement in the actual Europass system. How to represent a link between a professional or educational experience or annexe and a specific personal competency ?

How to link with other referential used within Europass:

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