Defining the Rehire Process

The Rehire feature is available in SAP SuccessFactors Onboarding. A hiring manager or other participants in the rehire process can perform the rehire verification for the new hire.

You can configure the Hire/Rehire parameters to decide which fields are matched to indicate potential rehires. Usually, it combines first name, last name, date of birth, and national ID. Based on the parameters configured, the system checks if there are matching records from inactive employees, and if found, the Complete Rehire Verification task will trigger and appear in the Data Review card in the For You Today section of the Home page of the employee who will perform the action.

To perform the rehire verification task, specific role-based permissions will need to be provided, and it is best to use Responsible Groups to have flexibility in assigning the tasks to the proper group based on certain conditions (Business Rules).

There are two rehire checks performed in the Onboarding process:

• When Onboarding is initiated
• When Personal Data Collection step is completed

There are a few important notes regarding the Rehire process with Onboarding:

• Matching records of inactive employees will show on a separate page to confirm rehire or cancel the onboarding process.
• You can rehire with new employment (new user ID but with core/basic user info) or old employment (continue employment with old user info).
• Inactive employees also include canceled onboarding processes of new hires, which will be properly labeled on the Rehire Verification page.

Legal entity transfer within an organization can be in the same country/region or across countries/regions. This can be used for international transfers.

This works by terminating the employee’s employment with a future termination date and rehiring them with a new employment.

For this function to work:

• SAP SuccessFactors Recruiting is required because the onboarding process needs to be initiated from it. 
• SAP SuccessFactors Employee Central (full implementation) is also currently required.
• The identified termination date should be before the start date for the new job position.

To maintain employment continuity, ensure that the Start Date of the new employment is always the date immediately following the Termination Date.

• This allows an employee to switch from his current (active) profile to his future (inactive) profile.
• The employee needs to switch to the future (inactive) profile to complete the onboarding process for his future role. 

• Both the Internal Hire Process and the Rehire with New Employment process can be used for a legal entity transfer scenario. 
• These two functions can be combined on one tab from the Onboarding cards on the Home page using Employment Profile Selection. This allows an onboarding participant to view legal entity transfers on one page.