Describing Career Site Builder

Career Site Builder (CSB) sites are career sites that functional consultants set up and can be maintained by customers with little assistance. Career Site Builder simplifies the implementation process and significantly reduces implementation timelines to build a fully responsive career site. Some initial setup is done in Command Center, but most of the configuration takes place directly from Manage Career Site Builder in Admin Center.

All standard features are included with a Career Site Builder implementation. There are a number of components available with CSB, including a custom plugin that allows you to code to your specifications.

No setup is required to make Career Site Builder sites responsive. You can activate some components for only specific devices. For example, a component can be active on a desktop browser, but not a mobile device.

For sites with multiple brands, different colors, images, and fonts can be used for each brand as well as different headers and footers. Custom-branded home pages can also be created. Job branding can be consistent across SAP SuccessFactors Recruiting by associating microsites with brands. This allows for a user to view a job in the CSB career site and then apply for the job and have the same brand experience.

Customers are not required to pay SAP to upgrade their CSB sites with new platform technology. Upgrades to technology, such as Bootstrap, will be automatic, enabled through major releases.

Career Site Builder does not produce an exact replica of a client corporate brand. CSB has a fixed list of components and configuration options that the consultant can select from when designing the site. However, custom components can be added on any Career Site Builder page that allow a third-party developer to insert custom code.

Mobile Apply is required for sites built with Career Site Builder; it enables the Career Site Wrapper. Mobile Apply supports the ability to search for jobs, create and manage a profile, and complete the job application process using mobile devices such as a smartphone or a tablet.

When Mobile Apply is enabled, the Candidate Profile and Application are consolidated into a single page. See the screen capture below. Notice that a resume and cover letter (and other attachments) can be submitted by a candidate using a mobile device.

From the career site, when the candidate chooses to join the Talent Community, or they click Apply Now, they are directed to the Sign-In page.

If the candidate does not already have an SAP SuccessFactors Recruiting account, they complete the Create an Account page. This begins the candidate’s profile. Creating an account is the same as "joining the Talent Community." Candidates can create an account without applying for a job. Note that additional fields cannot be added to the Create an Account page. The candidate’s selection for the two options at the bottom of the page (Receive new job posting notifications and Hear more about career opportunities) allows the user to opt in or opt out of receiving job alerts or Talent Community Marketing emails. These check boxes can be configured to be either opt-in or opt-out by default from Admin Center→Manage Recruiting Settings→General Data Privacy Settings.

Candidates who wish to apply for the position (not just join the Talent Community), complete the Candidate Profile and Application. Welcome emails are configured in Admin Center. Only the Job Alert email template is managed in Career Site Builder.

Clicking View Profile from the CSB career site opens the Candidate Profile.

Notice that, in addition to the profile information, Jobs Applied and Saved Applications are accessed from here. Job Alerts can be added or updated under Options within the Candidate Profile.

When Career Site Builder is enabled, the Reimagined Candidate Experience can be enabled, creating a guided application experience for candidates using a smoother and more intuitive application process. With its adaptive design, the application interface automatically adjusts based on the information required to be collected from the candidate, providing only the most relevant information in the quickest possible time.

The Reimagined Candidate Experience also provides increased flexibility in the way that Candidate Profile and Application fields can be controlled by introducing new Recruiting business rules scenarios that can be used to create branching questions. Branching questions allow for application fields to become dynamic, only appearing to the candidate if additional information is required from them, based on their previous responses to application questions. This allows greater flexibility in creating a more dynamic application experience for candidates, only displaying application questions that are relevant to them.

SAP recommends using a subdomain for the CSB career site, created on the existing domain of the customer site. The terminology that we recommend is jobs.＜company＞.com or careers.＜company＞.com, such as jobs.bestrun.com.

Use of a subdomain is leading practice because the customer legally owns the domain, it is a better user experience, and it is best for search engine optimization (SEO).

In Career Site Builder, customers can choose to use a standard URL for their career site, with a generic SAP domain, so they don't have to maintain the DNS and SSL certificates.

To create a standard site URL, provide a subdomain that's unique to the organization, such as the company name. The rest of the URL is generic: jobs.hr.cloud.sap. After the subdomain availability is confirmed and saved, the career site will become available at the standard URL: <subdomain>.jobs.hr.cloud.sap. Because it's part of the SAP domain, SAP maintains the DNS and SSL certificates for customers.

For Internal Career Site: If you use an internal career site powered by Career Site Builder, update the SAML 2.0 configuration in your identity provider so that internal candidates can access the site at the new URL with single sign-on.

For customers transitioning to an SAP hosted domain: Continue to maintain your secondary, custom URL during the transition period, while you manage the change within your organization. The custom URL remains active as long as the SSL certificate is valid. (The SSL Certificates tool in Career Site Builder only applies to the custom URL, whether it's primary or secondary.

Plan to complete the transition within a 6-month period:

• When the secondary custom URL is no longer needed, you can let the SSL certificate expire and remove it from the Custom Site URL field at any time.
• After 6 months, the secondary custom URL stops redirecting automatically. To extend the transition period, you need to set up the redirection yourself and continue to maintain the SSL certificates.

With the hosted option, the Career Site Builder site replaces your existing career site. When a candidate clicks to find a career with your company, they are directed to your CSB career site. All information regarding available jobs and additional information pertaining to employment, such as benefits, culture, FAQs, and so on, are displayed on the career site.

With the integrated option, some or all of the customer’s career site is hosted by the customer or by a third party on an external server. The customer decides which SAP SuccessFactors Recruiting features should be enabled to support candidate workflows, and which workflows to maintain externally. For some customers, SAP hosts everything except for one or more content pages. Other customers host everything externally except for the job pages, which are maintained in Career Site Builder. And a few customers host the full candidate experience (including the profile and apply workflow) externally, and they do not enable Career Site Builder.

While there are reasons for choosing either model, understand that having a hosted career site allows for a more complete line-of-sight reporting in Advanced Analytics. The analytics for integrated sites are skewed because the source is represented as the career site instead of the actual source. This is because we can only detect the last step the candidate takes.