Based on the content in this section, please review the list of implementation decisions your company may need to make before implementation begins and discuss them with your stakeholders, project team, and SAP SuccessFactors implementation consultants. In this way, you will be better prepared to begin the implementation.
1. Defining Recruiting Roles
Decision: What roles and responsibilities are necessary throughout the recruiting process, and which users need read-only versus read/write access?
Why it is critical for implementation: Establishing clear roles at the outset ensures every user understands their tasks and the data they can access, supporting smooth workflow progression and the protection of sensitive information.
Example: An organization decides to implement four core recruiting roles—Recruiter (full edit), Hiring Manager (read/edit only candidate data), Recruiting Coordinator (read-only except for interview details), and Finance Reviewer (read/write access only to budget fields).
2. Configuring the Job Requisition Template
Decision: Which fields (e.g., job description, department, location, salary) should be included in the job requisition template, and which roles will have permission to edit or view each field?
Why it is critical for implementation: A comprehensive and accurately permissioned job requisiition field guarantees that all necessary data is captured for downstream processing and that only authorized users can make changes, reducing risk of errors and compliance issues.
Example: The job requisition template includes required fields for Position Title, Department, and Salary (editable by HR only), while the Hiring Manager can only enter the Job Description and Location.
3. Designing the Job Requisition Route Map
Decision: What sequence of approval steps, roles, and routing logic (e.g., single, iterative, collaborative) will job requisitions follow from creation to posting?
Why it is critical for implementation: A tailored route map ensures that requisitions are properly reviewed and approved in the correct order, helping to avoid bottlenecks and ensuring organizational compliance.
Example: A requisition is initially submitted by the Hiring Manager, passes to the Finance Reviewer for budget approval, then is routed to HR for policy compliance, and finally is posted by the Recruiter.
4. Setting Candidate Data Access and Permissions
Decision: Which users can view, edit, or manage candidate information and application status at each stage of the pipeline?
Why it is critical for implementation: Appropriately controlling candidate data access ensures sensitive information is protected, user actions are tracked, and only authorized staff can execute key steps like offer approvals or background checks.
Example: Only Recruiters and HR can view and edit full candidate profiles, while Hiring Managers can only review interview feedback and status—not personal or compensation details.
5. Configuring Applicant Statuses and Pipeline Management
Decision: What stages will applicants move through in the talent pipeline (e.g., Application Received, Interview, Offer Extended), and which roles are responsible for moving candidates between stages?
Why it is critical for implementation: Clearly defined statuses and responsible roles facilitate transparency, efficient progress tracking, and accountability throughout the selection process.
Example: Candidates are moved from "Application Received" to "Phone Screen" by the Recruiter, then to "Interview" by the Recruiting Coordinator, and only HR can advance a candidate to "Offer Extended" after all approvals are obtained.