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Introducing Candidate Relationship Management

Objectives

After completing this lesson, you will be able to:

Provide an overview of Candidate Relationship Management features and roles.
Explore Candidate Relationship Management cases.

Introduction to SAP SuccessFactors Recruiting: Candidate Experience

SAP SuccessFactors Recruiting helps companies attract, engage, and select the best talent. Use SAP SuccessFactors Recruiting to create and advertise jobs, provide a great candidate experience, select the best candidate, make a job offer, and close out the recruiting process. You can configure the solution to meet the needs of your recruiting process.

SAP SuccessFactors Recruiting is a single solution containing the Applicant Tracking System (ATS), Career Site Builder (CSB), Recruiting Posting, Advanced Analytics, and Candidate Relationship Management. Development of new feature enhancements requires the full solution.

To ensure our Recruiting customers have access to all solution capabilities, Recruiting feature sets are no longer sold as independent, stand-alone solutions. Customers who purchase SAP SuccessFactors Recruiting have a license for all the features. The cost to implement each is priced separately.

This document focuses on implementing Career Site Builder (CSB) and Candidate Relationship Management, whether your new career site will be developed using Career Site Builder or if SAP SuccessFactors Professional Services will create a custom career site. Other decisions will be made during your implementation. For example, you and your implementation consultant will discuss how SAP SuccessFactors can support your job distribution goals early in the process.

With Candidate Relationship Management features, SAP SuccessFactors Recruiting evolves from an Application Tracking System into a full-cycle Candidate Engagement System, providing a seamless workflow for candidates, from applying through onboarding.
With Candidate Relationship Management, staffing organizations can:
- Create and manage Talent Pools to organize and manage critical talent needs.
- Create and send targeted Email Campaigns.
- Develop dynamic Data Capture Forms to capture new leads. These forms are added to custom Landing Pages created for specific audiences.
- Use the expanded Candidate Profile to manage correspondence with the candidate and their Talent Pool membership.
- Search across the entire candidate and employee database.
Customers run Candidate Relationship Management programs to nurture, attract, and hire top talent.
Rather than sourcing from scratch for each job, recruiters will have the data to nurture passive candidates, which can reduce the cost per hire and time to fill.
Candidate Relationship Management is built into SAP SuccessFactors Recruiting and is included at no additional cost.
Candidate Relationship Management is entirely self-service; customers can create and execute recruiting campaigns with no back end configuration.
To take advantage of the Candidate Relationship Management functionality, customers must create a site with Career Site Builder.

This screenshot shows the main components included in the SAP SuccessFactors Recruiting solution.

Roles in Candidate Relationship Management

Candidate Relationship Management is typically used primarily by recruiters and sourcers:

Manage Talent Pools
Send Email Campaigns

The initial setup is usually performed by an admin or perhaps a technical recruiter:

Enable Candidate Relationship Management and set user permissions
Create Data Capture Forms and Landing Pages
Create Talent Pools and Status Sets
Create Email Layouts and Email Campaign Content Templates
Send Initial Consent Opt-in Email(s)
Create Ad Hoc Reports

The company’s marketing/brand management group will often assist with decisions:

Data Capture Forms and Landing Pages
Email Layouts and Email Campaign Content Templates

Customers Want to Know How To Get Started

It is very helpful for customers to learn how other customers use Candidate Relationship Management features. We’ll share some information from SAP’s own recruiting organization.
SAP has been using SAP SuccessFactors’ Candidate Relationship Management features since January 2020.
SAP started with a micro-trial with a limited number of recruiters, supported by a steering committee.
After practicing with the Candidate Relationship Management features and developing a repeatable process, SAP did a phased rollout of the features and then a global rollout.
A 30-minute training is provided for new recruiting users, and they are provided with permissions to perform the tasks they are responsible for.
A Candidate Relationship Management Toolkit is hosted on MS Teams for SAP’s recruiters.

Decide How to Organize Candidates Using Talent Pools

Using Candidate Relationship Management features, customers use talent pools to organize their talent.
In general, SAP organizes candidates by skill and by region. (Candidates in one region do not apply for jobs in a different region.)
The skill groupings SAP uses include Technology, Consulting, and Customer Facing. Examples are provided below.
Identify the logical divides for your talent groupings, (e.g.,Clinical and Facilities, or Corporate, Production, and Retail).
SAP also creates talent pools for events. After the event, members of the talent pool are organized into specific skill-based talent pools.
Recruiters add Silver Medalists (candidates who advanced in the selection process but were not hired for that position) to build their skill-based talent pools.

SAP Talent Pools Organized by Skill

This screenshot shows SAP Talent Pools categorized by skill.

Candidate Relationship Management Use Case 1

Career Fair for Local Engineering Students

Business Need/Setup:

The customer would like to attract students who are studying engineering at the local university, either for opening junior positions soon or for an internship program intending to develop talent for the future.
The Staffing department would like to collect this information from interested students at the fair: Name, Email, Mobile phone, Area of concentration (Major), When will you graduate, School.
A recruiting admin creates any new fields to collect this information using the Candidate Profile Extension in Admin Center.
The admin creates a Data Capture Form in CSB and adds the desired fields.
The admin creates a customized Landing Page for the Career Fair in CSB and associates the Data Capture Form.

At the Career Fair:

Recruiters have students complete the form using one of the company’s mobile devices or provide the landing page URL so candidates can complete it using their mobile device and upload their resume. A Candidate Profile is created for each student based on the information collected.

After the Career Fair:

If it doesn’t already exist, an admin or recruiter creates a Talent Pool for Engineering Students.
A recruiter uses Candidate Search to locate the students who participated and adds them to the Talent Pool, or they can create a saved search to add participating students.
If it doesn’t exist already, an admin creates an Email Layout in CSB to send targeted emails to interested students.
A recruiter sends follow-up emails.
Students graduating this term are invited to apply for current open positions.
- Students returning to engineering school next year are invited to an event at the company’s offices to learn more about available internships.

Candidate Relationship Management Use Case 2

Opening a New Retail Store

Business Need/Setup:

The customer is opening a new retail store and is seeking qualified candidates.
They will create a Landing Page on their CSB career site that gathers limited information from prospective candidates.
They will launch a campaign from LinkedIn, Facebook, and X, formerly known as Twitter, to attract candidates and provide a QR code on signs posted in their stores.
The Staffing department would like to collect this information from interested candidates: Name, Email, Mobile phone, Years of Retail Experience, Seeking Full-time? Are you available within 2 weeks?
A recruiting admin creates any new fields to collect this information using the Candidate Profile Extension.
The admin creates a Data Capture Form in CSB and adds the desired fields.
The admin creates a customized Landing Page in CSB and associates the Data Capture Form.
The recruiter uses Source Tracker (link from SAP SuccessFactors Recruiting) to create tracking links for the QR code and three other online sites.
The recruiter posts the tracking links on LinkedIn, Facebook, and X, formerly known as Twitter.
Signs containing the QR code are created and posted in stores.

Process the Information Collected:

A recruiter or admin creates a Talent Pool for Retail in the desired city.
A recruiter uses Candidate Search to locate the candidates who participated and adds them to the Talent Pool, or they can create a saved search to add participants.
If it doesn’t exist already, an admin creates an Email Layout in CSB to send targeted emails to interested candidates.
An admin creates an Email Campaign Content Template.
A recruiter screens the responses in the Talent Pool and sends follow-up emails from email campaigns:
- Prospective candidates are invited to a pre-opening event at the store. Recruiters can manage responses (RSVPs) by including a link from an invitation application, such as Evite.
- For prospective candidates who can’t attend the event, Recruiters can include a link to complete an online application.
If candidates have questions, they can Reply directly from the email.

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