Explaining the Main Pillars of SAP

SuccessFactors Recruiting

Job Requisition and Applicant Management

SAP SuccessFactors Recruiting Management includes functions and features to help with the
creation of job requisitions, job advertising and sourcing, collecting candidate data to
candidate screening and selection.
Self-Service Career Site
Powerful recruitment sites supporting more than 46 languages are built using preconfigured
and custom components in Career Site Builder. Customers have the tools to maintain their
career sites with little support from technical resources.

Candidate Relationship Management

Customers nurture passive candidates for hard-to-fill and critical roles with tools in the
integrated Candidate Relationship Management. Create talent pools to manage past
candidates and automatically add new candidates who complete forms on the career site.
Deliver e-mail marketing campaigns for up to 250,000 candidates at once.
Sourcing Analytics
With Recruiting Advanced Analytics, you're able to check money spent on recruitment
activities, drilling down to further information using dimensions such as requisition, source,
campaign, and timeframe.

The Hiring Process

The SAP SuccessFactors Recruiting solution is comprised of tools that help
recruiting users complete the steps of the hiring process from the creation of the job
requisition to sourcing, screening, and selecting a candidate for hire.
High-Level Recruiting Process
The recruiter’s job starts with creating a job requisition and ends when a successful
candidate has been offered the job. Learn the high-level process of recruitment.

1. What role needs to be filled?

The creation of the Job Requisition begins the recruiting process. During this
time, the Job Requisition form is used to capture all necessary information
related to the job, including:

• Job Title
• Job Description
• Location
• Hiring Manager
• Compensation Data
• Other required details used for the job posting
Using the Route Map, the Job Requisition is sent for approval before it can be
posted and advertised through various channels.

1. Generative AI can help recruiters create more inclusive, high-quality job

descriptions that more accurately reflect their hiring needs. By using the
generative AI functionality for job descriptions, recruiters can be provided with
industry-specific keywords and phrases, which will help improve the visibility
of their requisitions when advertising their job postings.
2. Where will the job be posted and advertised?

After the Job Requisition is approved, the recruiter can choose how to
advertise the position.

1. It can be posted to both internal and external career sites, recruiting

agencies, and various job boards using Recruiting Posting.
2. Private postings allow confidential positions to be sent discreetly to
candidates without a public posting.
3. How will candidate data be collected?

Using a combination of the Candidate Profile, application and prescreening

questions, candidate data can be strategically collected to help with the
sourcing, screening, and selection process.

1. The Candidate Profile is used to create a candidate’s account, allowing

their basic information to be stored. Resume parsing and LinkedIn
integrations allow quicker completion of the Candidate Profile.
Candidate Profile information is available for recruiters to search in the
candidate database.
2. The Application collects the data necessary to screen candidates. The
application may include qualification questions related to the position,
diversity questions necessary for local compliance, and data for
reporting.
3. Prescreening questions are role-specific qualification questions that
can be used as disqualifies (if a candidate answers incorrectly, they are
automatically disqualified) or to give an application an overall score or
grade.
 4. What happens after the candidate applies to the job?

Once a candidate applies, recruiters can manage applications using the

Talent Pipeline in the Candidate Workbench.

The Talent Pipeline is configured to reflect the recruiting organization’s hiring

process (ex: how many interviews should be conducted? Is there a
background check process?) As a candidate progresses through the
recruiting process, the recruiters can move the candidates through the Talent
Pipeline accordingly.

To aid with more complex processes, application features such as interview

scheduling, interview assessments, background check & assessment integrations,
are available to ensure the appropriate screening data is collected and documented
on the candidate’s application.

What is the job offer process?

Once a candidate is selected for hire, recruiters can trigger the offer process by
using the Offer Details to capture all job offers and compensation details.

Once the job offer has been approved, an Offer Letter can be created and sent to the
candidate via the following channels:

• Verbally
• Email, either as text or as a PDF attachment
• Online through the career site, with or without an electronic signature required
from candidates
Creation of Career Sites with Career Site Builder
SAP SuccessFactors Recruiting From a Candidate Perspective
A good candidate experience is critical to any successful recruiting practice. This
experience starts from the time a job is advertised until the candidate accepts the job
offer and is ready to start the onboarding process. Organizations can begin building
meaningful candidate relationships by engaging potential candidates with a
responsive career site, and keep passive talent engaged with embedded candidate
relationship management.

Career Site Builder Components

The elements of the career site are highly customizable. You can add components to
the career site pages and compare the configuration with the output on the career
site.

Improvement of Candidate Engagement with Candidate Relationship

Management
Providing a Great Candidate Experience
Providing a great candidate experience is the focus of all recruiting activities. View
the interaction to learn how candidates engage with customer career sites to find and
apply to jobs. You will also explore some of the ways in which recruiters engage with
passive candidates to keep them "warm" until they can be matched with job
openings.

How will Candidates Find the Jobs They are Looking for?

The Career Site Builder makes it easy for candidates to search for jobs by:

• By category: Using category pages, jobs can be strategically grouped and linked
throughout the career site allowing for greater visibility. Group jobs into categories,
and link to category pages from multiple places on the career site.
 • By search functions: Career site builder provides intuitive searching
capabilities to help candidates quickly find the jobs they are looking for.

• By location: Using the Google map component, jobs can be visibility displayed by
location to help candidates find jobs within their area..
How can candidates engage with a recruiting organization using Career Site
Builder?
Recruiting goes beyond the immediate need of filling a specific job requisition. The
goal is to increase the number of qualified candidates in an organization's talent
pipeline that are readily available to fill positions at all levels of the company.

The recruiting organization can increase the number of qualified candidates in their
talent pipeline by:

• Using Data capture forms: Recruiters can create targeted forms to capture new
leads; data capture forms can be created and used for specific campaign-related
purposes.

Building Talent pools: Anyone with a Candidate Profile (account with the career site)
can be added into a talent pool to help recruiters proactively source for positions.
Once added to a talent pool, recruiters can begin building relationships with
candidates by sending personalized content through email campaigns.
Sending out Email campaigns: Recruiters can create and schedule email campaigns
to ensure that any new leads generated through data capture forms and talent pools
are receiving relevant communications and content.

Optimization of Sourcing Spend with Recruiting Advanced Analytics

Recruiting Advanced Analytics provides organizations with quick and direct access
to data through reports and dashboards, showcasing which sources are most
effective at bringing qualified applicants to their career site.
Advanced Analytics can help to answer questions Recruiting organizations may
have, including:

• Where am I getting the most qualified candidates for Project Managers in London?
Which sources brought in the best candidates the last time this job was posted?
• How has LinkedIn performed over the past year? How does the performance look
this year over last?
• Is there a high applicant drop off? Are candidates starting applications but not
finishing them?

Overview of SAP SuccessFactors

Onboarding
SAP SuccessFactors Onboarding provides the tools for engaging with internal and
external new hires to quickly become productive members of the organization.

The Onboarding solution also provides a way for a manager and a participant of the
onboarding process to view and access new hire documents throughout the
onboarding process as well as after the applicant is converted into an employee.
When a new recruit is onboarded the process involves several important documents,
tax forms, benefit enrollments, and employment contracts. It may also include non-
compete and non-disclosure agreements, employment eligibility forms, and
background checks. This process generates a staggering amount of documentation
that starts even before an employee is hired and continues well after a person has
left the company.

The Onboarding Dashboard presents a consolidated view of all the new hires joining
your team, their details, onboarding process tasks, and the corresponding statuses.

Onboarding Process for New Hires

Onboarding Process for New Hires (Externals)
The Onboarding process starts with initiating onboarding and ends with the new
recruits being converted into an employee (internal user). Onboarding could either
be initiated manually or initiated through recruiting.

Let’s first explore how Onboarding could be initiated manually. Select "Begin" to get
started