Describing Implementation Process

Objective

After completing this lesson, you will be able to provide an overview of Career Site Builder implementation phases and key features.

Implementation Introduction

  • Career Site Builder: Implementing CSB for English is estimated to take approximately 12 weeks, from the formal project kickoff meeting to the site launch.
    • Planning and Scoping (Prepare phase): 1 week
    • Solution Construction (Explore phase): 8 weeks
    • Testing and QA (Realize phase): 1 week
    • Site Launch (Deploy phase): 2 weeks
  • The following factors may impact the estimate or schedule:
    • Additional languages & brands
    • Lack of customer-dedicated resources
    • Customer’s ability to provide approvals and assets within the requested timeframe
    • Complex rules or business processes
    • Business process change requiring significant organizational change management

Project Phases

  • During the Prepare phase:
    • The Readiness Checklist is completed, and the initial employment brand assets (web style guide and career site images) are delivered.
    • The project kickoff meeting is held.
    • The functional consultant presents recommendations regarding site design and content.
    • The configuration workshops are held, and the first draft of the Configuration Workbook is completed.
    • The project plan is created.
    • The customer completes the Job Distribution Sources tab in the Configuration Workbook to map out all of the current sources that you are using.
    • The Job Delivery Intake Meeting is held to begin developing your job distribution strategy.
    • The functional consultant configures the Recruiting integrations, including Recruiter SSO and Real-time job sync.
  • During the Explore phase:
    • The customer creates a subdomain for your career site.
    • Iteration 1 of the customer’s career site is built and tested.
    • The Subdomain is set up. See additional information in this section.
    • Continue work on your job distribution strategy.
  • During the Realize phase:
    • Any issues uncovered in Iteration 1 are addressed, and Iterations 2 and 3 are completed and tested.
    • Candidate Relationship Management is implemented.
    • Additional languages, if any, are added to the site after the customer approves the default locale.
    • The consultant works with the customer to complete user acceptance testing and resolution and obtains production readiness sign-off.
  • During the Deploy phase:
    • The public site is moved from stage to production.
    • Additional job distribution tasks are completed by the consultant, including managing the SSL certificate, delivering backlinks to integrate your corporate site with the CSB career site, submitting the sitemap links to Google and Bing, training you to populate your Source Tracker options, generating XML feeds and submitting a Support ticket for the referral engine task.
    • Advanced Analytics is implemented.

Secure Socket Layer (SSL)

  • The purpose of setting up SSL is to encrypt personal data being passed within SAP SuccessFactors Recruiting when a candidate applies for a job. SSL is only enabled for the production environment, not staging.
  • The SSL Certificates page in Career Site Builder allows organizations to manage their SSL certificates without requiring assistance from Product Support.
  • Implementation partners use this tool to obtain and install the original SSL certificate for your CSB career site. Customers or partners use the tool to renew SSL certificates.
  • There are two options that system admin users can choose to start the certificate renewal process.
    1. The recommended process is to generate a Certificate Signing Request (CSR) file to obtain and then upload your SSL certificate.
    2. The second option allows you to upload an SSL certificate when you don't need to obtain a new CSR.
  • SAP SuccessFactors Recruiting proactively reminds organizations when their career site's SSL certificate needs to be renewed to avoid career sites from becoming unreachable due to an expired SSL certificate.

Recruiter Single Sign-on (SSO)

  • Recruiter Single Sign-on must be enabled for any user who needs to access:
    • Career Site Builder
    • Advanced Analytics
  • Recruiter SSO will be enabled for your existing users during the implementation. If additional users need access to CSB later, you will assign the permission under Admin Center → Manage Permission Roles. Select Recruiting Permissions on the left and Recruiter RMK SSO Permission on the right.
  • A back end sync process runs once per day. To run the sync immediately, you can navigate to CSB → Settings → Site Configuration → Site Integrations and click Execute Now.

Real-time Job Sync

  • Using Real-time Job Sync (RTJS), jobs posted externally from Corporate Posting on the Job Postings page in SAP SuccessFactors Recruiting are sent to the CSB career site in near-real time. Usually, this process happens in under a minute, but depending on the time of day, a job can take up to 20 minutes to post.
  • SAP SuccessFactors Recruiting also sends job detail updates and job deletes to the CSB career site.
  • Mapping is done for each job requisition to map the fields.
  • A full feed scheduled job is set up to run once daily to ensure that all jobs are synced correctly.

Apply with LinkedIn

  • If desired, you can enable the Apply with LinkedIn feature, which transmits selected information from the candidate's LinkedIn profile to their Candidate Profile when they submit an application to SAP SuccessFactors Recruiting.
  • To use this feature, customers must have a contract with LinkedIn and must be using LinkedIn Recruiter or LinkedIn Job Slots. You can read more about the feature here.
  • If you decide not to take advantage of Apply with LinkedIn, you may want to configure resume parsing, as far more fields can be taken from the uploaded resume and filled in on the profile/application, which makes the application process faster and easier for the candidate.

Activity Tracking Overview

  • Recruiters are interested in the end-to-end process for candidates. For example, how long do candidates spend in each part of the process?
  • Activity Tracking allows the Recruiting User to "follow" up to 100 existing candidates. By following the candidate, the user’s feed will display specific actions that the followed candidates have completed.
  • This is the list of events that can appear on the feed:
    • Candidate Logs In to the Career Site
    • Candidate Completes a Data Capture Form
    • Candidate Saved a Draft of a Job Application
    • Candidate Abandons Job Application
    • Candidate Applies to a Job
  • This functionality is geared toward external candidates.

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