After completing this lesson, you will be able to:
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.
The SAP SuccessFactors Human Experience Management (HXM) suite focuses on strategy and results.
Align: Get people working on the right things
Optimize: Find the right people and make them great
Accelerate: Run the business better
In this course, the focus is on the Applicant Tracking System, the SAP SuccessFactors Recruiting Management solution.
There has been innovation across talent acquisition.
SAP SuccessFactors puts people at the heart of intelligent enterprise transformation.
SAP SuccessFactors intelligently transforms your workforce experience.
The causes of ineffective recruiting include the following:
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
Recruiting is delivered across source, candidate experience, and recruiter experience.
The Recruiting process contains key steps from requisition creation to requisition approval:
Requisition creation and approval
Job posting and sourcing
Candidate selection management
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
Build the relationship with a candidate before they even apply for the position by ensuring that the relationship meets the following aspects:
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
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:
Culture fit over skill
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.
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
The following list outlines the key differentiators in SAP SuccessFactors Recruiting Management:
Primarily driven by DACH/EMEA standards, but applies globally.
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