Configuring and Managing Recruiting Essentials and Tools

Candidates will search your organization’s career site for open positions. You will have a default career portal where you can search for all open positions.

You can also create an external microsite to allow for more targeted branding, that is, jobs in a specific organization, country, etc. These are based on the search filters that you configure. You can modify some content on each page (such as the Welcome Message) by using the Action Search to find Manage Recruiting Sites.

You can create and apply multiple themes or brands across your company’s external career sites and microsites using the External Career Site Theme Manager, so there is no drop of the theme or brand when candidates navigate between pages.

Recruiting groups allow users to limit who can be selected in the requisition operator fields (for example, Recruiter or Hiring Manager), making it easier to work with large groups of people by reducing the time spent on administrative tasks. Each group can include multiple people pools. People pools are defined by the filtering criteria they contain. For example, a people pool can include users whose Employee Profile contains a department value of Staffing and a location value of San Francisco.

In addition to recruiting operators (roles), fields defining teams of users are supported on the requisition. Setting up Recruiting Teams provides a way to give a team of people the same access and permissions as the primary operator and allows team members to support and assist this operator. Team members can be defined in the Admin Center or directly on the job requisition. Recruiting Teams is the preferred way to ensure system administrators have access to the requisitions.

Competencies can be used as interview assessment criteria, allowing the interviewer to provide a numeric rating and comments on each competency.

Competencies are added directly onto the job requisition by selecting options from the competency.

If the requisition is created using the Families and Roles functionality, competencies are populated directly on the job requisition. The following information is populated on the job requisition:

• Job Code
• Title
• Job Description
• Competencies

Using pre-screening (or knockout) questions on the application saves time for the recruiting team by easily identifying top-rated candidates and preventing the need to review every application.

Recruiting users can define pre-screening questions presented to the applicant at the point of application. These questions can be used to gather information, score the applicant, and automatically disqualify applicants who do not meet certain criteria.

Pre-screening questions cannot be auto-populated on a requisition; they must be set up individually on each requisition. If a requisition is copied, the pre-screening questions are part of the data copied to the new job requisition.

Only a user with proper permissions can add pre-screening questions on the job requisition.

Pre-screening questions are presented to candidates at the bottom of the application page during their initial application.

The Manage Templates tool provides a wizard-like user interface to perform configuration-related actions and minor template modifications without needing to modify the XML-based templates directly.

Users can track the version and the author of new changes to the Recruiting Management system configuration. They will also be able to restore earlier versions of the configuration.

The Check Tool is used to identify configuration and data consistency issues and reviews configuration files for potential problems and errors.

Below are examples of Job Requisition Template validations provided as part of this tool:

• Check Assessment Scale (Validates the assessment scale-id).
• Check Default Language (Validates the default language used).
• Check Recruiting Team (Validates that the Recruiting Team feature is enabled; if any, the template has a field of type operatorTeam).
• Check if custom Foundation Object and Generic Object fields have the same type and object type when defined across multiple job requisition templates.
• Check if the application status set and the statuses used in job requisition templates have been configured.
• Check if the Enable Offer Approval feature is disabled when the Offer Letter Fields section is in job requisition templates. 

The following Candidate Profile Template validations are provided as part of this tool:

• Check validating the correctness of the candidate profile template for errors.
• Check validating the correctness of the candidate profile template for warnings.

The Business Rules Engine is available for the Job Requisition, Candidate Profile, and Offer Approval of SAP SuccessFactors Recruiting Management.

Business rules can be created to support the business process by defaulting values, validating fields, and building functions.

Configuration Business Rules do not require SAP SuccessFactors Employee Central.

Business Rules examples include the following:

• Set the Currency field based on the derived Country field on the requisition.
• Add a warning message to the Currency rule: Validate all financial fields when the country/currency fields are changed.
• On the offer, calculate the Target Bonus as 10% of the Base Salary.
• Sets conditions so when a candidate is in, for example, Interviewstatus, designated fields are completed automatically based on information defined in the rule.

Using Foundation Objects and Generic Objects (FO/GO) allows the SAP SuccessFactors Recruiting: Recruiter Experience module to support HR Master Data. Examples include:

• Re-use the Org Structure defined in Employee Central (EC) without creating a copy in the Recruiting module.
• Create a requisition from a position. Reference data on the position without creating a copy, which ensures seamless data handoff to EC during hiring.

Recruiting can leverage the master data defined in MDF (for example, using EC), greatly improving the reusability and consistency of the data.

Standard FO/GO type fields available in Recruiting are as follows: Legal Entity, Business Unit, Department, Division, Cost Center, and Location.

FO/GO data can be managed from the Manage Recruiting Templates tool in the Admin Center.

The FO/GO field types are supported on the Job Requisition, Candidate Profile, Offer Approval, and Application.

The standard FO/GOs can be used as filter fields, and values are available as tokens in offer letters and emails.

These fields are also reportable in Ad Hoc reporting.

The Unified Data Model introduces recruiting-specific objects for the Job Requisition. These Recruiting-specific objects have been built to support Career Site Builder (CSB) features fully.

The new Location Generic object extends the location data stored in the SAP SuccessFactors suite. Previously, the Location Foundation Object was used to store location data in the Job Requisition. However, because the Location Foundation Object was built for Employee Central, certain limitations prohibited the location data from being fully used for Recruiting.

The new Job Location object enables localized locations and full multi-location posting support.

The following Recruiting-specific objects are now available to support CSB implementations:

• Job Location
• Job Location Long Format (formal formatting for location data)
• Job Location Short Format (flexible formatting for job postings)
• Marketing Brand (standard object)

SAP Business AI enhances the capabilities of SAP applications, enabling them to learn and improve business outcomes. This significantly improves key business processes, giving customers access to more intelligent and automated solutions. Business AI is infused across the SAP Product Portfolio, and every embedded scenario has undergone a rigorous AI ethics process.

The SAP SuccessFactors HCM suite offers the following solutions where embedded generative AI can be introduced into the Recruiting process to create greater efficiency and a user-centric experience.

In this first scenario, generative AI can help recruiters create more inclusive, high-quality job descriptions that accurately reflect their hiring needs. Using the generative AI functionality for job descriptions, recruiters can be provided with industry-specific keywords and phrases to help improve the visibility of their requisitions when advertising their job postings.

Using the Microsoft Teams integration, interviewers can now generate interview questions on the spot based on the job description in the Job Requisition using the generative AI capabilities. Interviewers will be prompted by the SAP bot 24 hours before their interview with the candidate’s information and the ability to generate interview questions to help them prepare.

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

The AI for Applicant Screening uses the job description within the requisition as its primary source to identify and analyze what skills are necessary for candidates, providing AI with the exact skills a candidate will need to succeed within the role.

This video provides more about the AI-Assisted Applicant Screening features.