Downloading the Course Files
Please download the course files. If you are taking this course in instructor-led training format or if you are using a practice system, you will be asked to use these files in various exercises throughout the course.
Summarizing the Benefits and Functionality of SAP SuccessFactors Recruiting
Objective
After completing this lesson, you will be able to summarize the benefits and functionality of SAP SuccessFactors Recruiting
Introduction to the Course
SAP SuccessFactors Recruiting: Recruiter Experience Academy
Welcome to the SAP SuccessFactors Recruiting: Recruiter Experience Academy.
Discover how the learning objectives in this course map to the learning journey of SAP SuccessFactors Recruiting: Recruiter Experience Academy.
Learn about the core features and tools in SAP SuccessFactors Recruiting.
SAP SuccessFactors Human Capital Management (HCM) Suite
The SAP SuccessFactors Human Capital Management (HCM) suite focuses on strategy and results.
Align: Get people working on the right things
Goals
Performance
Workforce Planning
Optimize: Find the right people and make them great
Recruiting
Onboarding
Compensation
Learning
Succession
Accelerate: Run the business better
Jam
Analytics
SAP SuccessFactors Recruiting
In this course, the focus is on the Applicant Tracking System, the SAP SuccessFactors Recruiting Management solution.
Talent Acquisition Key Statistics
There has been innovation across talent acquisition.
Intelligent Enterprise
SAP SuccessFactors puts people at the heart of intelligent enterprise transformation.
SAP SuccessFactors: Intelligently Transforming
SAP SuccessFactors intelligently transforms your workforce experience.
The Causes of Ineffective Recruiting
The causes of ineffective recruiting include the following:
Disparate tools
Inability to convey employer brand
Companies lack adequate means of connection with candidates
Lack of integration with other talent processes
Reactive recruiting practices and talent shortages
How is Recruiting Delivered?
Recruiting is delivered across source, candidate experience, and recruiter experience.
Recruiting Process
The Recruiting process contains key steps from requisition creation to requisition approval:
Requisition creation and approval
Job posting and sourcing
Candidate application
Candidate selection management
Offer management
Recruiting Trends
The following list outlines the recruiting trends that you should be aware of, as presented by blogger, Jessica Miller-Merrell:
Candidate Relationship Management
Retirement of Reactive Recruiting
Thinking Long Term
Analytics for Everyone
Smart Mobile
Trends
Trend 1: Candidate Relationship Management
Build the relationship with a candidate before they even apply for the position by ensuring that the relationship meets the following aspects:
Targeted
Long Term
Personalized
Ongoing
Trend 2: The Retirement Of Reactive Recruiting
Instead of being reactive to leadership decisions, be proactive by becoming familiar with strategy and building your HR strategy accordingly. The following list outlines some of the current trends on the market:
Average time to fill is 58.1 days
Boomers are finally retiring
More competition for knowledge workers
Improvements in technology
Trend 3: Thinking Long Term
Build a program (for example, university or training) that will teach current employees specific skills instead of looking for people with these very specific skills outside of the company by focusing on the following factors:
Development
Growth
Culture fit over skill
Trend 4: Analytics for Everyone
Company leaders speak the language of analytics. When considering the importance of analytics for everyone, the following actions are advised:
Do not use analytics only to perform back analysis, but also use numbers to forecast.
Use numbers when discussing and planning the recruiting strategy with company leaders.
Trend 5: Smart Mobile
Ensure that your company follows current mobile trends, such as the following:
Apps – your company app that can be connected to the career site
Responsive – pages are properly displayed on different devices
On the go – be able to access information anywhere
Sourcing– use different candidate sources, for example, career site, Twitter, and so on.
SMS– text the candidate to remind them of the date and time of the interview
Social Broadcasting– stay connected with your candidates via social media
Key Differentiators
The following list outlines the key differentiators in SAP SuccessFactors Recruiting Management:
- SAP SuccessFactors Recruiting:
- Single platform to attract, engage, and select candidates and measure results.
- Recruiting Marketing:
- Complete multi-channel program to attract and nurture candidates and measure results.
- Patented SEO:
- Ability to capture millions of new candidates through search engine optimization (SEO).
- Data Privacy:
Primarily driven by DACH/EMEA standards, but applies globally.
- Pure SAAS:
- No need to manage upgrades and/or different versions; four releases per year for innovation.
- Configurability:
- Define teams through flexible permission models by role through team recruiting.
- Multistage application:
- All candidates complete selected fields when applying; additional information is requested from candidates who successfully pass screening.
- One complete Recruiting product:
- Focused investment on SAP SuccessFactors Recruiting (through diffused investment between Fusion, iRecruit, Taleo).
- Customer focus:
- Support as you like it, VIP, community, and client strategy.
- Competency-based interview feedback
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