Explaining Candidate Selection Process

The SAP SuccessFactors candidate selection process takes the candidate and internal parties, such as the hiring manager and recruiter, through a thorough, report-driven path.

Depending on the customer’s business process, hiring managers can be more involved when matching job requisitions to candidate applications. Hiring managers can view their open job requisitions, the candidates that have applied, and the Talent Pipeline to see how many candidates are in each stage of the candidate workflow.

There are several stages that a candidate will pass through. As applicable, candidates can be interviewed by hiring managers or recruiters and be moved through stages such as review, background checks, and onboarding.

A col­umn displays the cur­rent number of active candidates and the total number of candidates on the Requisition List page. The number of candidates is clickable in both columns, allowing users to see the candidate details tied to each job requisition.

Modifications to the columns may be made through the display and filter options.

Hiring managers or recruiters can view a candidate application by viewing the candidates listed in the Job Requisitions. These candidates are those who have applied for specific requisitions. A candidate’s resume can also be viewed and commented on by clicking the View Resume link in the candidate’s application. The Resume Viewer window opens, and comments can be added to the right side for other reviewers to see. The application supports tagging in the Resume Viewer from candidate search and via the talent pipeline.

Recruiters can do various mass actions with candidates such as advancing to the next status, sending email, forwarding to a colleague, adding a comment, adding to a requisition, inviting a candidate to apply, printing or saving information, or forwarding to different job requisitions.

Communication is critical for recruiting success. Now, the Message Center creates a tracking record of Ad hoc emails generated along with the responses from the candidates. This allows the recruiter to reference or respond quickly.

This Recruiting Management Email Correspondence feature (used to enable Message Center) is found in the Upgrade Center. This feature requires using the Metadata Framework (MDF) and Role-Based Permissions (RBP).

Users with proper permissions can assign interviewers within the candidate details screen by choosing Set up Interviewers while typically within the Interview status.

A recruiting user can compile the list of users who will interview the applicant(s). After adding a user to the interview list, a new Interview Assessment form is placed on the Interview Central tab for the interviewer where competency assessment results are captured.

Outlook Integration for Interview Scheduling enables you to access and use the Microsoft Outlook Calendar for scheduling interviews, viewing meeting times, and using invitations

It is possible to set up Microsoft Teams Integration for Interview Scheduling. This enables customers to include Microsoft Teams meeting information when an interview is scheduled.

Interview Central is a tool used in the recruiting process. It allows interviewers to gather feedback on all candidates in one central place and make hiring recommendations.

• When the requisition is created, skills and competencies for the job are added. When rating a candidate, you will measure the candidate on these skills competencies using the scale you have configured – often a scale from one to five.
• An overall recommendation on the candidate can be provided.
• Skills attribute is defined in Talent Intelligence Hub and added to a job requisition.
• Interview notes can be uploaded so that others can review them.
• The recruiter can view all the candidates for the job, compare them side by side, and stack rank them.
• Interviewers can review open applications in a pop-up window by clicking an applicant’s name.