Explaining the Other Core Components for Career Site Builder

• 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 for a job during their first visit. SAP SuccessFactors Recruiting also allows you to stay in contact with passive candidates.
• When Candidate Relationship Management is enabled, potential candidates can complete a data capture form on your CSB career site to create an account (Candidate Profile). They can also upload a resume using the form. Talent Pools can be created to group potential candidates who may be suited to various job opportunities.

• When a candidate clicks to join the Talent Community, or when they click Apply Now, they are directed to login or complete the Create an Account page.
• This begins the candidate’s profile in Recruiting, and this information is automatically updated in the Recruiting database.

• Job Alerts are added automatically, depending on where the candidate navigates. For example, if a candidate is on the Engineering Jobs page, they will receive alerts related to that type of position.
• Job Alerts can be added or updated from the Candidate Profile page under the Options menu.

Advanced Analytics combines the 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, dates, job categories, etc.

• Job seekers often begin their job search using a search engine. One goal of Career Site Builder is to enhance Search Engine Optimization (SEO) so that our customers’ career sites appear in the search results.
• Some of the Career Site SEO capabilities:
  • Crawler-friendly – Most Applicant Tracking Systems (ATS) s have their career information trapped behind drop-down menus, and search engines can’t index the information, so the sites do not appear in search results. Career Site Builder produces search engine-friendly sites.
  • Daily sitemap updates – When nightly maintenance is run, sitemaps are updated with any changes to job collections.
  • Category pages – Building SEO value for a page takes time, and job postings aren’t typically available long enough to be highly ranked in search engine results. But Category pages create lasting SEO value.

• Candidate Relationship Management provides recruiters greater versatility in managing candidate relationships. Rather than sourcing from scratch for each job, recruiters have the data to nurture passive candidates, which can reduce the cost per hire and time to fill.
• All candidate data is housed in one place: the Candidate Profile. From the Profile, recruiters can review the candidate’s qualifications, view their skills and work history, see which jobs they have applied to, send email and review email already delivered, add the candidate to a Talent Pool, send Email Campaigns, and more.
• Talent Pools are created to group candidates who may be suited to specific positions.
• Targeted Email Campaigns can be sent to an entire talent pool.

• 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 using Recruiting Posting. These options allow customers to recruit better because they make candidate and job board interaction easy and assure accurate source tracking in Advanced Analytics.

• SAP SuccessFactors Recruiting leverages our customer‘s Facebook, LinkedIn, and X, formerly known as Twitter, presence so they can deliver job listings and content automatically and consistently to their social networks.
• Share talent landing pages on Facebook, X, formerly known as Twitter, and LinkedIn through our share widget or status updates. Users see new job opportunities and are taken directly to the candidate landing page; one click away from applying.
• ​Custom RSS feeds automatically push daily listings into Facebook, LinkedIn, and X, formerly known as Twitter.
• Listings and job search results on LinkedIn also point directly back to branded job pages for exact source tracking.

• Project Sponsor
  • Identifies and secures support from the necessary internal stakeholders.
  • Removes internal obstacles if they arise.
  • Provides final approval.
  • Attends project status meetings.
• Project Manager
  • Coordinates internal deliverables and drives to deadlines.
  • Collects all internal feedback on design, copy, and graphics and provides it to SAP.
  • Notifies SAP of any potential delays.
  • Asks questions.
  • Provides feedback throughout the implementation on how we can better partner with their organization.
  • Confirms the site is built to agreed-upon specifications during transition.
  • Provides any agenda items the organization would like to cover in the project status meetings and attends these meetings.
• Marketing/Communications Contact
  • Provides approved graphics and brand access to brand guidelines.
  • Approves mock-ups, copy, and graphics.
  • Engaged early in the process (kickoff call) to avoid late-stage changes.
• IT Administrator/Webmaster
  • Sets up the Website (subdomain) and SSL.
  • Implements backlinks to key pages on the SAP site and appropriate SAP widgets (search, join map, etc.) on the corporate website or corporate careers site.
• ATS Administrator
  • Only for non-Recruiting customers: Adds SAP as a source in the applicant tracking system (ATS) and sets up data integration from the third-party ATS to the CSB career site.