Enabling Candidate Relationship Management and Permissions

All Candidate Relationship Management configurations can be done by the customer. The required Provisioning settings are very common, so it is likely that they are already enabled:

• Enable Generic Objects — requires "Enable the Attachment Manager"
• Role-Based Permission (This will disable administrative domains)

Enable Candidate Relationship Management from Career Site Builder→Settings→Site Configuration→Site Information: select Use CRM.

Select these two options from Admin Center→Upgrade Center:

• Candidate Relationship Management Talent Pools
• Candidate Relationship Management Email Campaigns

Permissions are set from Admin Center→Manage Permission Roles:

• For admins and recruiters/sourcers who will configure MDF object definitions and manage MDF data, under Metadata Framework, enable the specific permissions that are required. (Select all options for admins.)
• For admins and recruiters/sourcers who will create and manage elements of Candidate Relationship Management, under MDF Recruiting Permissions, select the appropriate options for each of the Candidate Relationship Management features: View, Edit, and Import/Export.
• Also for admins and recruiters/sourcers who will create and manage elements of Candidate Relationship Management, under Manage MDF Recruiting Objects, select the View, Edit, and Import/Export options for the appropriate Candidate Relationship Management features.
• For users who will manage the Email Campaign Content Templates, under Manage Recruiting, select Administrator Permission for Email Campaign Content Template and OData Entities.

It is helpful for customers to learn how other customers are using the Candidate Relationship Management feature set. Here are some tips from SAP’s own recruiting.

First, decide how to organize candidates using talent pools. SAP maintains around 220 talent pools. Over 300 recruiting users within SAP use talent pools every day.

In general, SAP organizes candidates by skill and by region. (Candidates in one region do not apply for jobs in a different region.) See the skill groupings used by SAP below. Your organization will need to identify the logical divides for your own talent groupings, for example, Clinical and Facilities or Corporate, Production, and Retail.

SAP limits the creation of new talent pools to recruiting administrators to ensure that one-offs are not created and then not maintained. Recruiters are assigned to monitor specific talent pools to ensure that candidates don’t "die on the vine."

In addition to skill- and region-based talent pools, SAP also creates talent pools for events. When a recruiter requests that a new data capture form is created for a specific event, a talent pool is also created for that event. Talent pool statuses for candidates who were invited and for those who attended are included in event talent pools. After the event, members of the talent pool are organized into specific skill-based talent pools.

All talent pools are set up as shared. When a new recruiting user joins the team, they are added to the recruiting group for that region, which associates them with that region’s talent pools. The new recruiting user is also added to SAP SuccessFactors Recruiting Posting for that region. For legal and logistic reasons, hiring managers are not provided with access to talent pools at SAP.

• Enable and validate CRM feature availability: Candidate Relationship Management (CRM) can be configured by the customer by enabling Use CRM in Career Site Builder, confirming common Provisioning prerequisites (for example, Generic Objects and RBP), and turning on Talent Pools and Email Campaigns via Admin Center → Upgrade Center.
• Set up role-based permissions for CRM work: Admins and recruiters/sourcers need appropriate permissions in Manage Permission Roles across Metadata Framework, MDF Recruiting Permissions, Manage MDF Recruiting Objects (including items like campaigns, pools, and EmailBrandTemplate), and Manage Recruiting (including Email Campaign Content Template and OData Entities).
• Talent pool governance best practices (SAP example): Organize pools logically (often by skill and region) and maintain governance to prevent unused "one-off" pools.