Please see the SAP Analytics Approach document, section 'Documentation' for more information about the context of this document.

High-Level Specification

Functional Overview

Why the report is needed

Syensqo needs to monitor and manage confidential job requisitions while ensuring strict compliance with privacy, security, and governance requirements. Confidential recruitments (e.g. sensitive roles, replacements, restructurings) require higher control, traceability, and restricted visibility than standard hiring processes.

Business requirements addressed

• Ensure governance and compliance for confidential recruitments
• Demonstrate traceability and controlled access to confidential processes
• Support audits, works council requests, and legal reviews
• Manage business and reputational risk related to confidential hiring
• Enable leadership visibility without exposing sensitive details
• Ensure fair and accurate Talent Acquisition performance measurement
• Detect misuse or overuse of confidential requisition templates

Business questions answered

• How many confidential job requisitions are open or closed?
• How long do confidential requisitions stay open (time to fill / hire)?
• How many applications exist per confidential requisition and per status?
• What is the internal vs external application mix for confidential roles?
• Are confidentiality rules applied consistently across regions and teams?

Business value

The report provides evidence‑based governance for confidential hiring processes, reduces business risk, and ensures transparency without compromising confidentiality.

Scope

In Scope

The report includes:

• All job requisitions flagged as confidential
• Key requisition attributes:
  • Requisition ID
  • Job title
  • Job function
  • Job grade
  • Status
  • Date opened
  • Number of openings
• Job application analytics:
  • Total number of applications
  • Applications by status
  • Applications by source / job board / agency
  • Candidate type (internal / external)

Out of Scope

• Non‑confidential job requisitions
• Users without explicit authorization

Solution Overview

Content ownership: BILLING-ext, Anoop 
Input from: Matilde Zardini

Security: Strict Role‑Based Permissions (RBP)

• Report inherits standard SF RBP dynamically
• No report‑specific overrides
• Data visibility restricted by logged‑in user target population

Story Structure

The report consists of two tabs:

1. Job Requisition Details
2. Job Application Details

Story Page 1 – Job Requisition Details (Confidential)

Page Objective

Provide a secure overview of confidential job requisitions, including volume, status, and performance metrics.

Page Filters (Global)

Additional mandatory filter: Confidential Template ID / Template Name

Page Level Input Controls

None specified.

Calculations

• Total number of job requisitions
• Total number of job requisitions closed
• Total number of openings
• Total number of applications
• Average time to fill
• Average time to hire

(Time to fill and time to hire are standard system fields.)

Layout

• Page filters pinned at the top
• Syensqo logo top‑left
• Summary KPIs
• Charts related to job requisitions
• Table with requisition details

Dashboards / Charts (Page 1)

Summary KPIs (Numerical):

• Total number of job requisitions
• Total number of job requisitions closed
• Total number of openings
• Total number of applications
• Average time to fill
• Average time to hire

Charts:

• Job requisitions by status – Pie chart
• Job requisitions / Average time to fill / Active openings by:
  • GBU
  • Country
  • Division
  • Department
    (Bar chart with dimension input control)

Tables / Lists (Page 1)

Table 1 – Job Requisition Details

Story Page 2 – Job Application Details (Confidential)

Page Objective

Provide a detailed, secure view of applications linked to confidential job requisitions.

Page Filters (Job Application Specific)

(Global filters remain active.)

Dashboards / Charts (Page 2)

• Number of applications / Average time to hire by multiple dimensions
• Internal vs external applications – Pie chart
• Applications by:
  • Source
  • Job board
  • Agency
  • Candidate pipeline status (Screening, Interview, Offer, etc.)

Tables / Lists (Page 2)

Table 2 – Job Application Details

Security & Access

• Access restricted to authorized Talent Acquisition users only
• Users must have permission to manage confidential job requisition templates
• Visibility strictly limited to assigned organizational scope

Data Models

Business Roles

Design Rationale

No existing report in the catalog ensures traceability, confidentiality, and audit readiness for confidential hiring processes. A dedicated custom report is required.

Assumptions

• Confidential roles are identified using a specific confidential job requisition template
• Only active and authorized users can access the report

Dependencies

• Finalization of RBP roles and target populations
• Consistent use of confidential templates across regions

Special Requirements

• Highly restrictive access
• Separate views for requisitions and applications
• Full auditability without exposing sensitive content

Frequency of Analysis / Report Run

Testing Considerations / Dependencies

• Validate confidential template filtering
• Validate KPI calculations
• Validate recruiter / manager visibility
• Validate that unauthorized users cannot access data

Test Conditions and Expected Results

Other Requirements

None identified.

Screenshots

The report will look like:

See also

Change log