Gathering the Customer's Requirements in the Candidate Relationship Management Workbook

Objective

After completing this lesson, you will be able to demonstrate how the customer updates the Candidate Relationship Management workbook with their requirements

Candidate Relationship Management

This video provides an overview of managing candidate relationships.

Traditional recruiting is focused on the immediate need of filling a specific job requisition. Most companies now consider recruiting to be a long-term activity, where success depends on nurturing relationships with candidates over the long term. Staffing organizations may need to work with a candidate for 18 months before a hire. These organizations use Candidate Relationship Management features to find, attract, engage, and nurture talent before they apply for a job.

This video discusses methods for engaging candidates.

SAP SuccessFactors Candidate Relationship Management

Candidate Relationship Management is a fundamental part of a high-functioning organization’s recruiting solution, integrated into their overall process.

Candidate Relationship Management is built into SAP SuccessFactors Recruiting. A license for the features is included at no additional cost. Implementing Candidate Relationship Management is included in the Standard Base Scope in the SAP SuccessFactors Recruiting statement of work. To take advantage of the Candidate Relationship Management functionality, customers must have a site created with Career Site Builder (CSB).

Candidate Relationship Management is completely self-service. Customers can create and execute recruiting campaigns with no back-end configuration.

SAP SuccessFactors Candidate Relationship Management Feature Set

There are three main elements of the Candidate Relationship Management feature set:

  • Data capture forms, which are added to landing pages
  • Talent pools
  • Email campaigns, including email layouts

Consultants work with their customers to complete the Candidate Relationship Management configuration workbook and create one of each of these elements.

Infographic of three aspects of Candidate Relationship Management.

Data Capture Forms Capture New Leads

Example of a Data Capture Form on a Landing Page of the Red Brand company. It has numerous fields to capture the candidate's information.

One goal of a "recruitment marketing" strategy is to increase the number of qualified candidates in an organization's talent pipeline so that recruiters can organize and manage critical talent needs.

To capture new candidates, organizations use Candidate Relationship Management features to create dynamic data capture forms, which are added to custom landing pages created for specific audiences. Candidates who complete a data capture form will begin receiving related job alerts and are automatically added to the appropriate talent pools.

Candidates are Nurtured in Talent Pools Until They Can Be Hired

Example from the Remote Sales Manager page with three candidates listed. Two in the Send Training Emails stage and one in the Screened-Add to Reqs stage.

Once in a talent pool, the focus is on building relationships and nurturing candidates through personalized content in email campaigns. Rather than sourcing from scratch for each job, recruiters can source from these targeted talent pools, which reduces the cost per hire and time to fill.

When new positions are opened, recruiters forward qualified members of a talent pool to the requisition, which triggers an "invite to apply" email to the candidate.

Candidates are Kept Engaged via Email Campaigns

Customers use email campaigns for many purposes. Some examples include:

  • Thank candidates for attending an event and completing a form.
  • Invite candidates to attend upcoming company events.
  • Offer remote training opportunities related to the role.
  • Enable candidates to maintain an active status in SAP SuccessFactors Recruiting.
  • Maintain communication about pertinent opportunities and include a link to a category page with current open positions.

Recruiting Campaign Effectiveness Reporting

Organizations evaluate the effectiveness of their recruitment marketing activities by generating reports in the Report Center and Recruiting Advanced Analytics. They use this information to improve upon the process in the future.

Example of Talent Pool Reporting, providing details in the following categories: pool name, status of member, first name, last name, and candidate ID.
Example of Advanced Analytics Report on Campaign Tag.

Candidate Relationship Management Configuration Workbook

A separate configuration workbook is provided to capture the customer’s requirements for Candidate Relationship Management. Work with your customer to complete the workbook.

Data Capture Forms Tab in the Candidate Relationship Management Workbook.

Leading Practices from Global Customers

When customers ask how to get started, explain the following:

  • It is very helpful for customers to learn how other customers are using Candidate Relationship Management features. This course includes numerous use cases, including some of our larger customers.
  • Some customers decide to start with a micro-trial: a limited number of recruiters access and use Candidate Relationship Management (CRM) features and are supported by a steering committee.
  • After practicing with the Candidate Relationship Management features and developing a repeatable process, our customer then managed a phased rollout of Candidate Relationship Management, which later led to a global rollout.
  • A 30-minute training is provided for new Recruiting users, and they are provided with permissions to perform the tasks they are responsible for.
  • A Candidate Relationship Management Toolkit is hosted on Microsoft Teams for their recruiters.

When deciding how to organize candidates, consider the following points:

  • Customers use talent pools to organize their talent.
  • In general, some customers organize candidates by skill and by region. (Candidates in one region do not apply for jobs in a different region.)
  • Common skill groupings used include: Technology, Consulting, and Customer Facing.
    • Work with your customer on identifying the logical divides for their talent groupings, for example, Clinical and Facilities, or Corporate, Production, and Retail.
    • Customers also use talent pools for events. After the event, members of the talent pool are organized into specific skill-based talent pools.
    • Recruiters add Silver Medalists (candidates who advanced in the selection process but ultimately were not hired for that position) to build-out their skill-based talent pools.

Candidate Relationship Management Use Cases

Customers run recruiting campaigns to attract candidates for a variety of positions.

Use Case 1: Career Fair for Local Engineering Students

A young woman in a modern classroom space smiling at something; possibly at something her instructor said.
Business Need/Setup:

  • The customer would like to attract students who are studying engineering at the local university, either for junior positions opening soon, or for an internship program with the intent to develop talent for the future.

  • The Staffing department would like to collect this information from interested students at the fair: Name, email, mobile phone, area of concentration (major), year you will graduate, school you attend.

  • A recruiting admin creates any new fields that are needed to collect this information by using the Candidate Profile Extension in Admin Center.

  • The admin creates a data capture form in Career Site Builder and adds the desired fields.

  • The admin creates a customized landing page for the Career Fair in CSB and associates the data capture form.

At the Career Fair:

  • Recruiters have students complete the form using one of the company’s mobile devices, or provides the landing page URL, so that candidates can complete it by using their own mobile device and upload their resume. A candidate profile is created for each student with the information collected.

After the Career Fair:

  • If it doesn’t already exist, an admin or recruiter creates a talent pool for "Engineering Students".

  • A recruiter uses candidate search to locate the students who participated, and adds them to the talent pool, or they can create a saved search to add participating students.

  • If it doesn’t exist already, an admin creates an email layout in Career Site Builder to send targeted emails to interested students.

  • An admin creates two email campaign content templates.

  • A recruiter sends the following email campaigns:

    • Students who are graduating this term are invited to apply for current open positions.

    • Students who will be returning to engineering school next year are invited to an event at the company’s offices to learn more about available internships.

Use Case 2: Opening a New Retail Store

A person organizing handbags on shelves.
Business Need/Setup:

  • The customer is opening a new retail store and is seeking qualified candidates.

  • They will create a landing page on their Career Site Builder career site that gathers a limited amount of information from prospective candidates.

  • They will launch a campaign from LinkedIn, Facebook, and Twitter to attract candidates, and will also provide a QR code on signs posted in their stores.

  • The Staffing department would like to collect this information from interested candidates: Name, email, mobile phone, years of retail experience. Seeking full-time employment? Are you available within 2 weeks?

  • A recruiting admin creates any new fields that are needed to collect this information using the Candidate Profile Extension.

  • The admin creates a data capture form in CSB and adds the desired fields.

  • The admin creates a customized landing page in CSB and associates the data capture form.

  • The recruiter uses Source Tracker (link from SAP SuccessFactors Recruiting) to create tracking links for the QR code for a sign and the other three online sites.

  • The recruiter posts the tracking links on LinkedIn, Facebook, and Twitter.

  • Signs containing the QR code are created and posted in stores.

Process the information collected:

  • A recruiter or admin creates a talent pool for Retail in the desired city.

  • A recruiter uses candidate search to locate the candidates who participated, and adds them to the talent pool, or they can create a saved search to add participants.

  • If it doesn’t exist already, an admin creates an email layout in CSB to send targeted emails to interested candidates.

  • An admin creates an email campaign content template.

  • A recruiter screens the responses in the talent pool and sends follow-up emails from email campaigns.

    • Prospective candidates are invited to a pre-opening event at the store. Recruiters can manage responses (RSVPs) by including a link from an invitation application, such as Evite.

    • For prospective candidates who can’t attend the event, recruiters can include a link to complete an online application.

    • If candidates have questions, they can reply directly from the email.

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