Describing the New Features and Enhancements for the 1H 2026 Release

We've made some enhancements to the integration with SmartRecruiters.

These enhancements extend the integration of SmartRecruiters within the SAP SuccessFactors HCM suite.

We're migrating configurations from Set up Interview Scheduling Outlook Integration page to Work Tech Configuration. The Set up Interview Scheduling Outlook Integration page will reach end of maintenance and will be Deleted on November 13, 2026.

As a recruiter, you can now filter to view only active applicants in the new Applicant Workbench, making it easier to focus on applicants still in the pipeline.

The new Applicant Workbench introduces the Show Active Applicants Statuses Only toggle that allows you to filter the applicant list. When you turn the toggle ON, only candidates with active statuses are displayed. When the toggle is OFF, both active and inactive candidates are shown.

Additionally, when you access the Applicant Workbench from the Job Requisition List by choosing the Active Candidates column, the toggle is ON by default, showing only applicants with active statuses. If you choose the Candidates column, the toggle is OFF by default, displaying all applicants. The Status menu also updates to show only statuses mapped to active candidates when the toggle is ON.

This enhancement helps recruiters quickly focus on applicants who are still progressing through the hiring process, reducing manual effort and improving efficiency.

As a recruiter, you can now identify candidates awaiting interviewer feedback and send timely reminders to interviewers in the new Applicant Workbench.

In the redesigned Applicant Workbench, a new column called Feedback Pending is available. When interview feedback is pending, the column displays a Pending label. The column remains blank when no feedback is pending. You can sort applicants in ascending or descending order based on the presence of this label.

This enhancement prevents applicants from getting stuck in the interview process by making it easy for recruiters to track pending feedback and follow up with interviewers who haven't yet rated candidates.

As an administrator, you can now configure custom fields as reportable for recruiting templates directly in Admin Center.

The Manage Reportable Custom Fields tool in Admin Center allows you to make custom fields reportable for Job Requisition, Job Application, and Candidate Profile templates. You can map and configure custom fields in the new Admin Center → Manage Reportable Custom Fields page.

You can map fields to predefined reportable slots based on data type: Text, Small Text, Picklist , Number, and Date. The system validates your selections to prevent duplicate mappings and ensures correct data types. After you save your configuration, the fields become immediately available in reporting tools such as Ad Hoc Reports and Story Reports. The tool includes an optional auto-mapping feature that automatically maps fields to empty slots of the relevant data type, enabling one-click synchronization. A sync job runs every 8 hours to synchronize saved data with reporting systems.

This enhancement reduces dependency on support teams and implementation partners, speeds up the reporting configuration process, and improves overall administrator experience and system flexibility. This enhancement is from Customer Community Ideas 339489, 323663, and 330275.

As an administrator, you can now use OnChange business rules in the redesigned Applicant Management tool to trigger alerts and messages when recruiters change a candidate's status. Additionally, Job Requisitions are now automatically closed when an application is moved to Hired status in the redesigned applicant management tool.

The following enhancements have been made to the redesigned Applicant management tool:

• OnChange rules support for status field changes: A new status drop-down is added to the Applicant Information portlet, triggering OnChange business rules, alerts, and validations (including mandatory fields and required status transitions) when updated. This ensures all required information is completed before the status change is saved.
• Automatic Job Requisition Closure: With this feature, when an application is moved to Hired status via an OnSave rule, the system automatically updates the number of openings to 0 and moves all remaining in-progress applications to Requisition Closed status. The remaining candidates are notified through email and the job requisition is closed.

This enhancement ensures functional parity between the legacy workbench and the redesigned Applicant Management tool, allowing recruiters to efficiently manage job requisitions and candidate communications when positions are filled.

As a recruiter, you 're now shown a warning message when there are unresolved tokens in a draft offer letter. You can use information in the message to identify the source of the problem and correct it, before sending the letter to a candidate.

When you generate an offer letter, the system now detects unresolved tokens and highlights them. Unresolved tokens are the result of missing data in the corresponding fields in the job requisition, job application, candidate profile, or offer approval. If unresolved tokens are detected, a warning message is displayed in a dialog window, with a list of the fields that are missing data. For Recruiting fields, it's also indicated where the corresponding field is configured (job requisition, job application, candidate profile, or offer approval). Fields that are configured outside of Recruiting are indicated as "other". You can use this information to find the source of the problem and update the relevant fields, as needed.

For example, here is the text editor, showing some tokens in a draft offer letter.

When you choose Next or Preview, the system detects unresolved tokens and displays the Tokens with No Data dialog. In the following example, the [[JOB_REQUISITION_CUSTOM9]] token and the [[USER_CITY]] token are unresolved. The message indicates that the JOB_REQUISITION_CUSTOM9 field is in the job requisition template and that the USER_CITY field isn't a Recruiting field (and is marked as "other").

The unresolved tokens are also highlighted in the generated offer letter itself. In the following example, the [[JOB_REQUISITION_CUSTOM9]] token and the [[USER_CITY]] token are highlighted.

As long as there are unresolved tokens, a message strip persists at the top of the page. You can use the View Details link to reopen the dialog with details.

This enhancement eliminates the need for manual checks and enables recruiters to more quickly resolve issues related to unresolved tokens, reducing delays in the offer process.

As an administrator, you can now opt in to treat in-progress applications from deleted requisitions as inactive for candidate profile purge. Such applications are anonymized during application purge according to your retention criteria.

You can now enable the Include in-progress applications from deleted requisitions as Inactive sub-switch to purge candidate records for candidates who meet retention criteria even if they have in-progress applications tied to deleted requisitions. These applications will be anonymized based on the criteria you've selected in DRM and DRTM Purge Settings.

With this enhancement, administrators can now maintain data privacy compliance and complete purges without manual cleanups when requisitions are deleted, reducing support efforts and avoiding blocked candidate and user purges.

In the current version, when you enable Include in-progress applications from deleted requisitions as Inactive, candidate profiles that meet retention criteria are purged even if they have in-progress applications tied to deleted requisitions. Additionally, we have updated the switch label.

In the previous version, any in-progress application blocked candidate profile purge, even when the related requisition was deleted, so applications were not picked up by purge and candidates could not be anonymized. Previously, the switch name was Don’t purge Candidate Profile if there are existing applications in the system for that candidate.

As an administrator, you can now customize country labels in the standard country picklist to meet your organization's compliance and legal requirements. This flexibility ensures that country names align with organizational standards while maintaining system functionality.

This enhancement allows you to modify country labels in the standard country picklist without affecting the underlying business logic. When you update country labels in the standard country picklist, the changes are reflected consistently across all candidate-facing areas, including the Candidate Profile, Application forms, and screening questions.

The new Enable country label customization switch allows custom country picklist labels. When this switch is enabled, you can freely modify country labels to match your organization's requirements. The system validates country entries by matching the external_code field with the three-letter country code, ensuring that your custom labels display correctly. All changes to the standard country picklist are reflected in real time across all relevant forms and pages in the candidate experience.

This enhancement addresses critical compliance and legal requirements for organizations that must use specific country naming conventions. Administrators can now maintain accurate country labels that align with their organizational standards, regulatory requirements, and geopolitical considerations.

Recruiters can now add AI-extracted skills and skills from Talent Intelligence Hub to the job requisition, job profile, and in interview central using a unified skills picker.

The new skills picker will include the following enhancements:

• Job Requisition: Skills can be added by selecting the Add button under the skills section in the Job Profile Details page.
  Note

  The unified skills experience will be available for new requisitions created after the feature has been enabled, older job requisitions will continue to display the Manage Skills button for AI-extracted skills.
• Interview Central: Skills added to the Job Requisition are available in interview central. Selecting Rate Now allows interviews to add ratings and comments for the skills for each candidate.

With this enhancement, Organizational skills, derived from Talent Intelligence Hub, and External Skills (AI-extracted skills) are available under a unified skill picker.

The AI-Recommended Skills toggle helps filter out the relevant skills to make it easier to choose the right skills for the job requisition. When the toggle is off, all skills will be shown but the relevant skills will display a Recommended label.

The unified skills picker provides a central location to add, delete, and manage skills. Thereby, reducing time, effort, and improving the overall user experience.