Describing SAP SuccessFactors Recruiting

Objectives

After completing this lesson, you will be able to:

Provide an overview of SAP SuccessFactors Recruiting.
Describe the elements that are included in the Candidate Experience part of the Recruiting solution.
List the elements that are included in the Standard Base Scope of the statement of work.
Describe the integration points across SAP SuccessFactors Recruiting.
Define terms related to SAP SuccessFactors Recruiting.

SAP SuccessFactors Recruiting Overview

SAP SuccessFactors Recruiting is a single solution containing:

The Applicant Tracking System (ATS)
Recruiting Posting
Career Site Builder (CSB)
Candidate Relationship Management
Advanced Analytics

Customers who purchase SAP SuccessFactors Recruiting have a license for all of the features. The cost to implement each is priced separately.

Development of new feature enhancements requires the full solution. To ensure our Recruiting customers have access to all solution capabilities, elements of SAP SuccessFactors Recruiting are no longer sold as independent, stand-alone solutions.

Recruiting Documentation

The Recruiting guide, Setting Up and Maintaining SAP SuccessFactors Recruiting and the other Recruiting documentation can be downloaded from the SAP Help Portal: https://help.sap.com/viewer/product/SAP_SUCCESSFACTORS_RECRUITING/latest/en-US. Log in and select the release version from the top and then select the document.

Candidate Experience = Recruitment Marketing

According to Wikipedia, Recruitment Marketing refers to the strategies an organization uses to find, attract, engage, and nurture talent before they apply for a job. In simple terms, it is the practice of promoting the value of working for an employer in order to recruit talent. For example, this Why SAP? – Employees talk about their roles at SAP YouTube video is part of SAP’s recruitment marketing strategy: https://www.youtube.com/watch?v=K3GuI5JV6rc

In addition, it is critical that companies are able to track where their best hires are finding their job postings. All of these elements are included in the SAP SuccessFactors Recruiting Candidate Experience solution.

The Candidate Experience is primarily comprised of these three pillars:

Career Site Builder
Candidate Relationship Management
Advanced Analytics

Career Site Builder

The centerpiece of the solution is the career site. Career Site Builder (CSB) simplifies the implementation process to build a fully responsive, mobile-friendly career site, and it provides the tools that customers need to maintain their career sites with minimal support.

The CSB career site is the first and primary interaction point with potential candidates. Rich media support and branding integration provide an opportunity to market your organization. Multiple ways to search for jobs are provided, including search, map job search, and featured jobs. Outreach to search engines and other recruitment marketing channels drive traffic to the career site. The career site is a hosted site that may be accessible from your corporate site and provides a complete recruitment marketing experience for candidates.

Note

CSB functionality cannot be used on legacy career site implementations; existing customers need to transition to a site created with the Career Site Builder.

Candidate Relationship Management

Traditional recruiting is focused on the immediate need of filling a specific job requisition. The focus of recruitment marketing involves initiating relationships with candidates prior to talent needs and beyond job openings by engaging them through the many touch points of the modern job search.

Two funnel diagrams illustrate candidate and recruitment marketing journeys. Active candidates focus on application, selection, hire; passive candidates on awareness, consideration, interest. Recruitment marketing adds awareness and consideration to the funnel.

Notice the changing talent acquisition strategy in these graphs from TalentLyft. The goal of a recruitment marketing strategy is to increase the number of qualified candidates in an organization's Talent Pipeline. Building a Talent Pipeline allows an organization to have a pool of talent that is readily available to fill positions at all levels of the company.

Screenshot showing data for five people under Web Developers with data about their status as job seekers

Once in the Candidate Relationship Management feature set, the focus is on building relationships and nurturing candidates through personalized content, alerts, and calls-to-action to send them relevant information as well as job openings.

Advanced Analytics

The end results of your recruitment marketing efforts should be a decrease in time to fill as well as in cost per hire.

By tracking, measuring, and analyzing the effectiveness of recruiting efforts, recruitment marketing is turning talent acquisition into a data-driven function that consistently and predictably drives more qualified candidates into the hiring funnel.

Advanced Analytics combines data across SAP SuccessFactors Recruiting to create full line-of-sight data from a candidate’s first visit to their eventual hire. Customers can view their recruiting data across sources, locations, brands, dates, job categories, and more. Advanced Analytics is integrated with the SAP SuccessFactors Recruiting user interface.

Explore the Best Run Career Site as a Candidate and Apply for a Job

Business Example

Best Run, a fictional company, is live on a career site built with Career Site Builder. You will navigate the Best Run training site as a candidate and apply for a job.

ExerciseStart Exercise

Task 1: Explore the Best Run Site as a Candidate

Steps

Open the Best Run CSB career site that was assigned to you.
Explore the various ways in which candidates can find jobs. On the home page, play with the different search capabilities, such as the Career Opportunities links (category pages) in the header, the search bar, categories in the three-column component, Remote Jobs, and View All Jobs.
Using the Brands link in the header, navigate to the Best Run (default brand) home page. Explore options available from the default brand header.
Explore the links in the footer.
From the Language dropdown, switch to Spanish. Notice that the search bar is automatically translated, but only minimal translations were provided on the Spanish home page in the training tenants.
Explore other options provided on the pages, including information about the (fictional) Best Run company. For example, play the video on the home page.
Resize the browser window and note that the site is responsive: nothing is cut off for tablet and mobile users.

Task 2: Apply for a Job

Steps

Navigate to a remote-based job and choose Apply now.
On the Career Opportunities:→Sign In page, choose Create an Account. Completion of this page creates a candidate profile and enables job alerts. (On CSB sites, this is sometimes called 'Join the Talent Community' or 'Create a Job Alert'.) Follow these instructions for every candidate you create during class.
1. Enter information for a fictional candidate using an email address that you can access. You can use your own Gmail account for unique email addresses by using the following naming convention: YourEmailAddress+1@gmail.com, YourEmailAddress+2@gmail.com, and so on.
2. Use "Password1" for the password.
3. For the Country/Region, select United States.
4. For Make My Profile Visible to, select Any company recruiter worldwide.
5. Select both notifications.
6. Accept the data privacy statement.
7. Choose Create Account.
You will be directed to the Candidate Profile/Application page. (One-time password email verification has been disabled.) Complete all required fields.
1. Under My Documents, upload the Dummy_Resume.pdf that was provided to you.
2. Under Profile Information, enter any number for the Primary Phone and enter a Current Employer.
3. Complete other fields, if desired.
4. The application is under the Job-Specific Information banner. At a minimum, complete the required fields.
5. Click Apply.
6. Click View Profile.
On the Candidate Profile, from the Options dropdown at the top, select Job Alerts and view the alert that was created in the background when the candidate applied.
From the header, navigate back to the Best Run Brand home page.

Other Key Elements

These additional components are included in the Candidate Experience solution:

Talent Community/Create an Account

No more "Apply or Goodbye." While your ultimate goal is to get completed applications from qualified candidates, we know that only a small percentage of career site visitors apply to a job during their first visit. How do you stay in contact with passive candidates? Your career site provides a link inviting prospects to join the Talent Community (Create an Account).

Passive candidates simply opt in to your Talent Community without applying and are kept apprised of jobs matching their interests. The Talent Community allows recruiters to continue to engage passively interested candidates.

Mobile Apply

SAP SuccessFactors Recruiting customers who have a Career Site Builder site can take advantage of functionality that allows candidates to complete the entire apply process and manage their profile from a mobile device. They experience a seamless flow from Visit through Apply, which consolidates the Profile and Application into a single page. Mobile Apply is standard with Career Site Builder sites.

Job Distribution

Through job distribution services, your jobs are visible in the places where your ideal candidates are spending time. While certain deliveries come as part of the platform, such as search engines, social media networks, and aggregators, there are additional options to explore with automated XML feeds or "Pick & Post" with Recruiting Posting. These options allow customers to recruit better because they make candidate and job board interaction easy.

Search Engine Optimization (SEO)

Candidates often go to search engines first to search for jobs. Job searches launched from a search engine are typically focused on the job and location, such as Sales jobs in Denver or Developer jobs in Singapore.

Typically, Google and other search engines cannot find jobs located in an ATS because the information is not published to be search engine-optimized. SAP SuccessFactors Recruiting turns every job listing into a search engine-friendly page using SEO, so job seekers searching online can find your jobs.

Included in Standard Base Scope

A standard Recruiting statement of work (SOW) includes the following. (Note that this is only a partial listing from the SOW. The Standard Base Scope for Recruiting SOWs may be changed at any time.)

Recruiting Setup

Candidate Account Simplification
Recruiter Single Sign On
Standard Job Data Mapping to the Career Site
Data Privacy Consent Statement (configured during the ATS implementation)

Career Site Builder

Career Site powered by CSB for both internal and external candidates
Responsive design for desktop, tablet, and mobile optimization
One Home page
Up to 14 total Category and/or Content pages (including a Job Map page, if included)
One Search Results page
One Job page (using the Job Layout feature)
Mobile Apply

Job Distribution

One standard XML job feed

Advanced Analytics

Standard implementation, including mapping candidate statuses

Not Included in Standard Base Scope

The following implementation tasks are not included in the base scope:

Career Site custom component configuration
Additional languages, beyond one primary language*
Additional brands, beyond the default customer branding*
Emails/Notifications, beyond one standard job alert notification*
Employee Referral*
Creation of graphics/video/flash, stock photography, or copy writing
Configuration of modules or products other than Recruiting
LinkedIn integration
Custom Recruiting integrations
Private or on-site training sessions

* For functionality that the customer has access to, for example, under Admin Center and Career Site Builder admin, the consultant will enable the feature and provide knowledge transfer to the customer.

Unified Data Model

For customers planning a career site with Career Site Builder, it is strongly encouraged that their environment is enabled with the Career Site Builder Unified Data Model. The Unified Data Model combines indexes and data between Recruiting and Career Site Builder to provide the enhanced career site functionality:

A modern, consumer-grade search experience for candidates, including customizable faceting and filtering
Improved location searching, including searching by neighborhood, metro area, region of the country, and more, for example: Midtown Manhattan
All job requisition properties are directly configurable within Career Site Builder. For example, you can use any field on the requisition to filter job searches, format job pages, create category page rules, and so on.
Improved support for non-English languages

Functionality provided from the Unified Data Model also applies to internal career sites powered by Career Site Builder. Existing Recruiting customers can enable the Unified Data Model within Career Site Builder after configuring some brand and location objects and running migration tasks in Admin Center. See the THR83 course for details.

AI-Assisted Applicant Screening and Job Skills for Career Site Builder

SAP Business AI provides multiple use cases for SAP SuccessFactors Recruiting, increasing recruiter efficiency and satisfaction with the SAP SuccessFactors Recruiting solution. When using Career Site Builder, recruiters can take advantage of the AI-assisted applicant screening feature.

Introducing AI-assisted applicant screening into the screening process of candidates allows recruiters to quickly identify top talent. This AI feature assists recruiters with resume and application screening, providing them with insight into how well a candidate meets the skills requirements of a job requisition.

When creating the job requisition, the recruiter can use AI to identify and extract the skills from the job description. Additionally, recruiters can add additional skills if necessary. These skills will be used during the job discovery and the skills validation processes of the AI-Assisted Skills Matching feature.

Candidates can then search for jobs by uploading their resume in the Career Site Builder career site, and AI will match them to posted jobs that match their skills.

This video provides more information about the AI-assisted applicant screening features.

Integration Across Recruiting

SAP SuccessFactors Recruiting (the ATS) supports opening job requisitions, processing candidate applications, conducting interviews and other assessments, selecting the best candidate for a position, and the offer process.

Recruiting customers can take advantage of a number of additional features:

Real Time Job Sync: Enables jobs posted externally in SAP SuccessFactors Recruiting to be sent to the Career Site Builder site in real time
Mobile Apply : Allows candidates to complete the entire application process from their mobile device
Social Apply : Allows candidates to populate fields during the application process from their LinkedIn or XING accounts
Candidate Account Simplification : Provides a single point of access for candidates to manage their account across SAP SuccessFactors Recruiting
Recruiter Single Sign On: Recruiter Single Sign On (Recruiter SSO) is a prerequisite for accessing Career Site Builder or Advanced Analytics
Source Report and Source Tracker: The source report displays the top 10 sources for visitors, members, and applications begun during a particular time period. The source tracker allows recruiters to add a tracking link before manually posting jobs online.
Recruiting Posting: Enables recruiting users to seamlessly distribute jobs to supported job boards and social networks and enables tracking
Candidate Relationship Management: Candidate Relationship Management provides recruiters with greater versatility in managing candidate relationships. Potential candidates can complete a data capture form on customized landing pages. That information is added to their Candidate Profile and can be used to add them to specific talent pools. Candidate Relationship Management email campaigns enable recruiters to send bulk email campaigns with high deliverability.

Did you know that you can use other ATSs with Career Site Builder sites in addition to the ATS provided by SAP SuccessFactors Recruiting? Jobs from third-party ATSs can be displayed on the CSB career site. Be aware that Career Site Builder can only connect to one ATS instance, and only data from SAP SuccessFactors Recruiting (not third-party ATSs) may be used in Advanced Analytics. Candidate Account Simplification and Real Time Job Sync are required.

Recruiting Terms and Definitions

Terms and definitions specific to SAP SuccessFactors Recruiting include:

Term	Definition
Advanced Analytics	Online tool for customers to view data collected on visitors, members, and applicants who visit the customer’s Career Site Builder career site. Cost data can also be loaded into the system to allow customers to drill down to cost per hire.
Applicant Tracking System (ATS)	A software application that enables the electronic handling of recruitment needs, such as SAP SuccessFactors Recruiting.
Backlink	A link between two websites, in this case, a link from a customer’s corporate site to a page on the Career Site Builder site to drive SEO.
Brand Management	Brands created from the Brand Management page in Career Site Builder are saved to MDF and can be used across the SAP SuccessFactors suite.
Candidate	A user who has clicked the Apply button on the CSB career site and started the process of applying to a job
Candidate Account Simplification	Candidate Account Simplification is the integration across SAP SuccessFactors Recruiting. With this feature enabled, the candidate has a single point of access to manage their accounts and profiles.
Candidate Experience	The "candidate experience" or "recruitment marketing" refers to the strategies an organization uses to find, attract, engage, and nurture talent before they apply for a job, using Career Site Builder and Candidate Relationship Management. In addition, Advanced Analytics is used to track and analyze the effectiveness of your recruiting efforts.
Candidate Profile Extension	Using the Candidate Profile Extension, additional fields can be created to be added to Data Capture Forms on CSB sites.
Candidate Relationship Management	The Candidate Relationship Management feature set enables customers to run programs to nurture, attract, and hire top talent. Candidate Relationship Management includes Data Capture Forms on career site Landing Pages, grouping candidates into talent pools, and sending bulk Email Campaigns.
Category Page	(Formerly called Strategy Page) A Career Site Builder page with jobs, custom copy, graphic, and a custom rule to guide jobs to pages. They are typically found under the Featured Jobs section on the home page.
Command Center	Back-end system used to configure CSB career sites.
Component	See Page Component.
Content Delivery Network	Servers around the globe that serve images to users based on location. Used for CSB implementations.
Content Page	(Formerly called Company Page) Part of a CSB career site that contains company content, like benefits information or information about the company culture.
Content Security Policy	An HTTP header that, by default, only allows the browser to render resources from the customer's domain, with the option of configuring an allowlist that provides access to external domains referenced in custom scripts used on the Career Site Builder site.
Cookie Manager	Notifies visitors that you use cookies, and provides the option for you to enable the cookie consent manager, which allows visitors to accept or decline the use of specific cookies while they visit your career site.
Data Capture Form	Data Capture Forms enable recruiting users to request additional information from candidates that can be used for things such as lead generation. Data Capture Forms are added to CSB landing pages.
Email Campaign	Email Campaigns enable recruiters to send bulk email campaigns with high deliverability.
Footer	The bottom section of almost all pages on a CSB career site. Typically includes links to Home, Top Job Searches and View All Jobs. Customizable for individual customers.
Header	The area on a CSB career site that contains the customer’s logo and links such as Featured Jobs and Locations.
Hosted Site	One of two options for the Career Site Builder implementation. In this option, the CSB career site replaces the customer’s existing career site.
Integrated Site	One of two options for the Career Site Builder implementation. In this implementation, backlinks are placed on a customer’s corporate career site to drive apply traffic through the CSB career site.
Jobs2Web (J2W)	Company acquired by SAP SuccessFactors, where the Recruiting Marketing product originated.
Job Description Page	Part of the CSB career site that contains the job description and other job details.
Job Distribution	Delivering jobs to online sources like job boards, job aggregators, or social networks.
Landing Page	Campaign-specific pages designed for a specific audience, which reaches them from online advertising buys and links from other sites. Landing pages can contain Data Capture Forms.
Locale	Languages that can be used across the site. Locale = Language + Location, such as es_MX (Spanish as spoken in Mexico).
Media	The channels in which jobs are distributed (could be job boards, pay-per-click, sponsored feeds, specific campaigns, and so on).
Member	A user who has joined the Talent Community.
Page Component	Configurable images, text, buttons, and functionality that can be added to a Career Site Builder page.
RealTime Job Sync (RTJS)	The ability to sync job posting data across SAP SuccessFactors Recruiting in real time.
Recruiter Single SignOn	Allows recruiting users to access Career Site Builder or Advanced Analytics. (Additional permissions are required.)
Recruiting Management	The original name for the SAP SuccessFactors HCM applicant tracking system (ATS).
Recruiting Marketing	Recruiting components including the customer's Career Site Builder career site, job distribution to online sources, and visitor, member, and applicant analytics through Advanced Analytics. With the addition of the Candidate Relationship Management feature set, this functionality is referred to as the "Candidate Experience."
Recruiting Posting	(Formerly Multiposting) Recruiting Posting enables Recruiting customers to pick-and-post jobs to global vendors via a single sign-on solution. The job creation and job delivery systems are centralized on a single job management platform, and the entire workflow is contained within SAP SuccessFactors Recruiting.
Responsive Design	A way of designing websites that allows optimal viewing across a wide range of devices, including mobile, tablets, and desktops. All Career Site Builder career sites are responsive.
Rule (or Page Rule)	The logic that routes jobs to specific pages on a CSB career site. Lucene search syntax (within Solr) is used to write the rules.
Search Engine Optimization (SEO)	Building a website with relevant content to help the site display higher in search engine results.
Secure Socket Layer (SSL)	Used to encrypt data transmitted online. Required for all Career Site Bulider implementations. Customers work with their implementation consultant to request the SSL certificate. When it is time to renew, please view this knowledge base article: Recruiting Marketing Certificate Renewal, https://launchpad.support.sap.com/#/notes/2231401.
Site Kit	Predefined layout for a career site used as an optional starting point for a CSB implementation.
Source (or Source Engine)	The origin of a job seeker or candidate. Usually this is the website the job seeker visited prior to coming to the CSB career site.
Source Report	A report available through SAP SuccessFactors Recruiting that allows users to see the source of traffic to their career site and filter the data to analyze trends.
Source Tracker	A tool used by recruiters to add a tracking code to the end of a Career Site Builder career site URL before manually posting that job online.
Source Type	A grouping of source engines that segments different types of online and offline candidate traffic. Examples are job boards, search engines, and pay-per-click. The source (or source engine) is typically selected in Advanced Analytics after the source type.
Sub-Domain	A domain that is part of a larger domain. This is best explained using an actual URL that is a domain name, such as http://www.sap.com. When text replaces www, this is a sub-domain (jobs.sap.com or products.sap.com). In the context of Career Site Builder, customers typically set up a subdomain (such as jobs.customername.com or careers.customername.com) because they legally own the domain, it is a better user experience, and it is best for search engine optimization (SEO).
Talent Community	A proprietary talent pool captured in SAP SuccessFactors Recruiting. Talent Community members create an account and will automatically receive job alerts.
Talent Pool	Talent pools are groups of contacts who may be suited to various job opportunities. You can build talent pools across candidates and employees to organize and manage critical talent needs. (Note that talent pools in SAP SuccessFactors Recruiting are different than talent pools in succession).
Unified Data Model	The Unified Data Model combines indexes and data between Recruiting and Career Site Builder to provide enhanced career site functionality.
Visitor	A user who visits the Career Site Builder career site
XML Feed	Most simply, data provided to another source in a specified format. In the context of Recruiting, XML feeds are used to distribute a customer’s jobs to online sources.

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