Recruiting Job Distribution

Overview & Strategy

Chaz Slininger, Manager of Media Operations
Nerissa Nguyen, Global Media Planner

PUBLIC
Recruiting Job Distribution Overview
Purpose

Job distribution is vital to ensuring proper candidate workflow and source analytics. SAP
SuccessFactors Recruiting offers a variety of options to leverage in order to have a solution for
getting jobs to the proper job boards that customers choose to post. From job delivery, the goal is
to ensure that customers are able to utilize the tracking and analytics in order to make informed
decisions on their job placements and ongoing spend.

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Recruiting Job Distribution Overview
Job Distribution Options

Recruiting Posting XML Feeds (RMK Only) Organic Network (RMK Only)
§ Enables Recruiting customers to § Automated and intelligent routing § SAP SuccessFactors Recruiting
send individual jobs on thousands maintains a partnership network
of job boards and universities of jobs to a specific job board with a number of job aggregators
based upon all available jobs and niche boards that drive traffic
(standard) or filtered positions to customer sites at no added cost
§ Allows for the job creation and job
delivery to exist within a centralized based upon pre-selected rules
job management from start to finish (custom) § Delivery is automated to contain all
jobs or with controlled filtering
based on job/industry relevancy for
§ Initiates the capture of a job (RMK partner
or RCM) URL with the ability to § Job boards collect from direct XML
deliver candidates to the proper feeds based on their collection
Recruiting apply process schedule but are available 24/7 § Available for customers to “opt-in”
for this automation for daily
delivery post-launch
§ USER ACTION BASED ON EXACT
INVENTORY & PERMISSIONS § AUTOMATION WITH VIRTUALLY
NO USER ACTION § NO USER ACTION NEEDED
§ ONE job to MANY job boards
§ MANY jobs to ONE job board § Signed Authorization Required
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Recruiting Job Distribution Overview
Job Distribution Combinations

Recruiting Posting & XML feeds are not a one vs. the other option. They are meant to work in
concert for a full job delivery solution.
§ Possible combinations may include:
– Recruiting Posting:
▫ Finite Inventory Job Board Postings (ie. LinkedIn, CareerBuilder & Monster) split by LOB, Separate Brand, etc.
▫ Identifying Sponsored Postings on “Cost Per” Sources (ie. Indeed PPC, Glassdoor JobAds, etc.)
▫ College/University Postings
▫ Social Media Postings
– Standard (All Job) XML feeds:
▫ Job Aggregators (Indeed, Jobs2Careers, etc.) for free listings/Organic Network
▫ Unlimited Inventory Job Boards (ie. RecruitMilitary.com, etc.)
▫ OFCCP Compliance Postings (ie. Direct Employers, etc.)
– Custom (Filtered) XML feeds:
▫ Niche Job Board Automation (ie. All Part-Time/Hourly jobs on SnagAJob)

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Recruiting Posting
Recruiting Posting
Completes the Suite

Choose Jobs Choose Sources Measure Results

§ Familiar SuccessFactors § Global Ready § Monitor Budget

Workflow § Job Boards & Aggregation Sites
§ Data Mapping for Reduced § Thousands of Schools
Manual Typing of Fields § Send to Many Sources at Once
§ Integrated Workflow § Edit, Manage, and Delete
Postings from One Tool
§ Control Inventory
§ Track Source Performance
§ Make Informed Investment
Decisions
§ Ensure Media ROI

Recruiting Management Recruiting Posting Recruiting Marketing

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Recruiting Posting
International Network: Thousands of connections worldwide
North America Europe Europe

South America Africa Asia / Middle East

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 Recruiting Posting
Pick and Post Process

Recruiting users that are enabled access

to Marketing Central will view the “Job
Postings” link. This link starts the posting
workflow for each job.

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Recruiting Posting
Pick and Post Process

§ Select the general and

specialized job boards to post
offers to

§ Each user will be able to see

the current number of job
posting credits/slots they have
available by job board

§ Admins will be able to

assign/remove inventory
based on user, group or
universally across the
organization

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Recruiting Posting
Pick and Post Process

§ Choose from a
Global/Regional list of
Schools and Universities

§ Categorized by specialization
or degree targeting
– Engineering & Technology
– Business, Management &
Economics
– Etc.

§ Select level of role when

posting
– Internship/Apprenticeship
– First Job
– Alumni

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Recruiting Posting
Pick and Post Process

§ Most common fields are auto-

populated from requisition level

§ Job board requirements are

available and instructed on
options/limits
– Job Category/Function
– Experience Level
– Salary, Etc.

§ Notates to user if any required

field is incomplete before going
to next section

§ Able to post job immediately or

for a future date

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Recruiting Posting
Pick and Post Process

§ Validate the selected job

boards and schools

§ Review the selected fields

and job content prior to
delivery

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Recruiting Posting
Pick and Post Process

Check the performance of

each channel (job boards,
schools, social network)
within SFSF environment.

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Recruiting Posting
Pricing Model

One criteria in our business model: Number of Recruiting Posting credits

The unit price decreases the more credits you purchase
Each credit enables you to post one job to a multitude of sources at one time

These credits can be divided and assigned to multiple users

§ Credits packages based on annual volume (higher volume = lower cost/credits)

§ 1 posting = 1 credit, which includes:

– Unlimited number of sources

– Addition of sources during job offer’s lifetime (30 days)
– Job updates (real-time job sync)
– Integration of job boards, schools & universities on demand
– Customer support (via SAP Launchpad)

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Recruiting Posting
SAP SuccessFactors Recruiting bundle

Effective January 2017, the SAP SuccessFactors Recruiting bundle Includes Recruiting Posting
credits
Each user licensed is provided 0.15 Posting credits
§ Example: 2,000 users purchased has 300 annual Posting credits (2000 x 0.15 = 300)
§ Posting credit demand will vary by customer need

§ If allocated credits are not enough based on expected usage, additional credits are available for purchase
– Credits to be added can co-term with remainder of multi-year contract or for contract year
– If the customer estimates they need 3,600 annual posting credits they can license the additional 3,300
posting credits separately

§ To determine if credit count is enough:

– Confirm the average number of jobs posted per year
– Of these jobs, how many are likely to be sent out or sponsored?
– If jobs are to be sent/sponsored, how many times are they to be reposted?
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Recruiting Posting
Pros & Cons

Pros:
§ Recruiter maintains ownership of posting process via available inventory or potential a la carte purchases
§ Recruiter job board permissions may be set
§ Delivers proper apply URL to job boards and allow for source level tracking for Analytics
§ Synced job updates from RCM to job board based on job board schedule
§ Job Board posting may be immediate depending upon job board delivery method
§ Singular posting to Universities
§ Most job adverts can be completed within minutes

Cons:
§ Job by job posting workflow rather than delivery automation
§ Recruiter involvement necessary
§ Connected login credentials to job boards/schools are needed
§ Recruiting Posting credits do expire at the end of the contract
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Automated XML job feeds
Automated XML job feeds

SAP SuccessFactors provides support in the distribution of client jobs via XML feed set-up &
maintenance

Two types of XML feeds are setup for customers:

§ Standard (Free): All job feeds that involve no customization
– Effective alternative for direct scrape to ensure proper source tracking in analytics

§ Custom (paid subscription): Any job feed that requires a level of filtering and client specific customization
– Example 1: Only nursing jobs are sent to a niche healthcare site
– Example 2: Jobs with “Account Executive” in the job title are sent to a niche sales site

§ Individual custom XML feed cost = $1000/annual

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Automated XML job feeds
Pros & Cons

Pros:
§ Automated job delivery (in bulk)
§ Rule based job prioritization for job slot/posting inventory
§ Source tracking & campaign code delineation for additional reporting
§ Limited recruiter involvement necessary

Cons:
§ Requires Recruiting Marketing to be active
§ Scheduled job delivery (based on job board collection times) rather than “real time”. XML feeds are available
for collection/updates 24/7, however job import scheduling is reliant on job board
§ Limited visibility into job inventory without job board reporting
§ May not integrate with all job boards (e.g., Seek, 51Job, Zhaopin)

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OFCCP Solutions
Supplemental Services
OFCCP solutions (US Only)
Presently SAP SuccessFactors Recruiting does not deliver jobs directly to state/local boards or similar
sites. Alternatively we recommend leveraging partnerships with third-party vendors who are able to
automatically deliver jobs to the required boards as well as extend to diversity, disability, gender and
military veteran sites within their network. These vendors will also be able to provide on-demand
reporting on compliance and job delivery validation to these channels.

• Third party contracts should be purchase directly with the vendor

• Pricing may vary on job volume, regions and number of brand entities
• Vendors include:
– Americas Job Exchange
– Direct Employers Association (non-profit)
– JobFindah Network
– Local Job Network

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Thank you.
Contact information:
Charles (Chaz) Slininger
Manager, Media Operations
charles.slininger@sap.com

Nerissa Nguyen
Global Media Planner
nerissa.nguyen@sap.com