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Customer

Recruiting Process Summaries SAP SuccessFactors Process Library

SAP

August 2015

Customer Recruiting – Process Summaries SAP SuccessFactors Process Library SAP August 2015
Customer Recruiting – Process Summaries SAP SuccessFactors Process Library SAP August 2015

Process Summaries

Overview

Requisition Creation and Posting

Active Talent Search

Application Management

Candidate Selection

Closing

Process Summary

Requisition Creation and Posting

Start Event

 

Process Participants

End Event

Success Criteria

Staffing Need Occurred

HRBP

Hiring manager

Recruiter

Job Requisition

Approval steps only where necessary

Collaboration between

 

Posted

 
 

Purpose

Hiring Manager and

Start executing and headcount strategy according to the planning and fine-tune details according to the actual staffing needs

Recruiter to define needs and set

expectations

Input

Ensure all process participants achieve a common understanding on the job to be staffed and can

Output

Promote requisition internally and according

actively contribute also thanks to system support

 
 

Decide upon screening questions and assessment tool to be used as minimun selection criteria

Posted Job

to sourcing strategy

Position in Organizational Chart

Agree on sourcing strategy and posting channels according to the nature of the job to be staffed

Requisition

Prerequisites

 

Dependencies

Use Cases

Approved Headcount

IT

PeopleAnswers (optional)

Hiring Manager initiates the Job Requisition creation process for a (to-be) vacant positions in own organization through the system

Clear job descriptions

 
 Clear job descriptions    Employee Central Position Management  

Employee Central Position Management

 

Data

Position data

Assessment data (optional)

 
   Job descriptions  

Job descriptions

 

Pre-screening questions

 

Processes

New Position Creation

 
 
   
 

Process Summary

Active Talent Search

Start Event

 

Process Participants

End Event

Success Criteria

Job Requisition Posted

Recruiter

 

Talent Pipelines and Communities Utilized

Talent pipelines exist for the most crucial

 

roles within the

 
 

Purpose

recruiting focus

Leverage talent pipelines and candidate pools to quickly find potentially suitable candidates who have already registered in the database

Candidate relationship management culture is

established

Input

Reach out to potential candidates to verify interest and invite to apply

Output

Informative and engaging career portal

Criteria to group candidates into talent

Interesting candidates

found in the talent

pools and communities

pipelines and

are in place

communities

Prerequisites

 

Dependencies

Use Cases

 

IT

  IT  Recruiting Marketing  Integration with Social/Professional Networks  Along with incoming

Recruiting Marketing

Integration with Social/Professional Networks

Along with incoming applications, searches in the candidate database occur in order to find the best fit

Data

Candidates Data

 
   Candidate Pools

Candidate Pools

Processes

Requisition Creation and Publication

 
 
   
 

Process Summary

Application Management

Start Event

 

Process Participants

 

End Event

Success Criteria

Candidate Interested

Candidate

Application Processed

User friendly, essential application template

   

Well identified pre-

 

Purpose

 

screening criteria

Give internal and external candidates the ability to search for interesting jobs according to specific criteria and apply online through an easy to use application channels (job application, CV parsing and professional/social networks)

Timely responses to candidates

Input

 

Output

Assess candidates’ suitability against minimun selection criteria (disqualifying questions) upon application

and automatically pre-screen candidates for the selection phase

 
   

Posted Job Requisition

Use online assessment where required

 

Updated Candidate Profile

 

Candidate Application

Prerequisites

 

Dependencies

   

Use Cases

A career page is in place

IT

 A career page is in place IT  Career page  PeopleAnswers (optional)  Internal

Career page

PeopleAnswers (optional)

Internal and external candidates looking for a job

Integration with Social/Professional Networks

 

can easily search for it according to several criteria

   

and can register and apply online

Data

Data

Job Requisition

Processes

Requisition Creation and

 
  Posting

Posting

Process Summary

Candidate Selection

Start Event

 

Process Participants

End Event

Success Criteria

Application Processed

Recruiter

 

Hiring Manager

HR Administrator

Candidate Selected

Interviews are run within a short period of

 

time

 
 

Purpose

Clear selection criteria in place

 

Shortlist candidates through various selection instruments (e.g.: interviews/assessment centers, etc )

Decision-makers

involved

Input

Identify the candidate to be offered along with a fall-back option

 

Output

Candidate Profile

 

Updated Candidate

Candidate Application

Application

Prerequisites

 

Dependencies

Use Cases

 

IT

Interview Central

Microsoft Outlook

After having received and pre-screened applications, candidates are screened and

 
   Interview Scheduling

Interview Scheduling

 

Third-party vendors for assessment (optional)

shortlisted through several selection instruments

Data

Data  Applications until the candidate to be offered is identified

Applications

until the candidate to be offered is identified

Competencies

Processes

Application Management

 
 
   Talent Search

Talent Search

Process Summary

Closing

Start Event

 

Process Participants

 

End Event

Success Criteria

Candidate Selected

HR Administrator

Recruiter

Hiring Manager

Recruiting Process Closed

Fast automated offer approval process

Pre-boarding Failed

Background Check Service Provider

Candidate

 

Re-use of existing

 
 

Purpose

information from the

Identify applicable hiring process/policies and negotiation ranges to make an offer to the selected candidate

previous process steps (job requisition and

application)

Input

Handle the offer process using the online offer functionality: share the offer with the candidate,

Output

Seamless integration with Onboarding

approve/decline the offer

 

Selected Candidate Application

Recruiter discusses package with hiring manager and business partner

 

Candidate Application

If applicable initiate the background and reference checks

HR Administrator then initiates (optional) background check (with third party service provider) and

creates offer

Ready for Onboarding

Accepted Offer

 
 

Close recruiting process and allow onboarding to start

 

Prerequisites

 

Dependencies

 

Use Cases

 

IT

  IT  Online offer  Background and reference checks providers (optional)  Recruiter understands the

Online offer

Background and reference checks providers (optional)

Recruiter understands the applicable hiring package and negotiation ranges for the selected candidate and creates an offer. The approved offer is shared with the candidate who can accept or decline it until a final decision is made

Data

Salary package

Background and reference checks

 
   Offer results (optional)

Offer

results (optional)

Negotiation ranges

   

Processes

Candidate Selection

 
 
   Pre-Boarding

Pre-Boarding