Overview of SAP SuccessFactors Recruiting

SAP SuccessFactors Recruiting is comprised of two components: SAP SuccessFactors Career Site Builder (formerly known as Recruiting Marketing) and SAP SuccessFactors Recruiting (formerly known as Recruiting Management).

Together, SAP SuccessFactors Recruiting provides a single cloud solution to simplify global recruiting, built to support cross-suite workflows and integrations to maximize efficiencies, insights and innovation while delivering a user-centric experience.

SAP SuccessFactors Career Site Builder focuses on delivering an exceptional candidate experience, while providing recruiting organizations with features to support with attracting and engaging potential candidates.

Career Site Builder provides customers with recruitment marketing features such as smart job publishing for job distribution, Search Engine Optimization (SEO) to drive more traffic to the career site, and a subscription-based talent community to help capture passive candidates. Career Site Builder also includes reporting and analytics capabilities to support sourcing ROI by providing real-time insights into which recruitment marketing strategies and channels result in the best candidates.

The main component of SAP SuccessFactors Recruiting is the recruiting management solution, known as the Applicant Tracking System (ATS).

The SAP SuccessFactors Recruiting applicant tracking system supports opening requisitions, processing candidate applications, and selecting the best candidate for a position.

SAP SuccessFactors Recruiting helps build a workforce that aids in growing your business. Many companies struggle to attract and engage with the best candidates. Companies have to act quickly to successfully hire new candidates that are the best match. SAP SuccessFactors Recruiting will:

• Provide a multichannel approach that gets jobs in front of the right candidates.
• Initiate relationships and maintain contact with candidates.
• Facilitate a strategic recruiting process for your business's needs.

The Recruiting option in the Home Navigation dropdown provides access to all recruiting-related activities including:

• Job Requisitions: Create new requisitions, monitor offer approvals, and market jobs. Follow up on the progress of open requisitions.
• Preferences: Save question sets for candidate applications, save rating scales, and set recruiting team preferences.
• Candidates: Search for candidates or add candidates.
• Interview Central: Store all the notes and ratings from interviews for open requisitions.
• Message Center: Provides the ability to track, store, and respond to a particular candidate.

SAP SuccessFactors Recruiting requisition helps managers determine the data necessary for the requisition process and the key players involved in the process. It is the key piece in the hiring of new candidates and manages not only the approvals process, but also the interview and hiring processes.

A requisition is essentially a hiring order, which is a request that kicks off the recruiting and hiring processes. A typical requisition describes the role to be filled including the job description, place in the organization, physical location, and other relevant details an approver, recruiter, or candidate must know. Before the requisition can be posted, it must be approved by specified approvers. These approvers are defined during the implementation phase.

After the requisition is approved and opened, the recruiting user can choose to post the requisition to both the internal and external career sites. The private posting is available for when you want to distribute a job to a potential applicant without making the job requisition searchable. Also, the job can be posted using specified job boards or agencies.

Once the job requisition has been posted, candidates can view it on the career site and apply for the specific position. Typically, the candidate completes or updates their Candidate Profile before moving on to the application page.

More advanced career site options are available when you use Recruiting Marketing capabilities.

The Candidate Profile is the record of the candidate's data in the searchable candidate database. It is often described as the candidate's online resume, although the Candidate Profile usually contains more data than just the resume attachment. Typically, general information related to the candidate is stored in the Candidate Profile, such as contact information, education, language skills, or other information a company has chosen to collect. The information stored in the Candidate Profile can be used to conduct a candidate search.

The candidate application page includes data submitted by the candidate at the point of application, a snapshot of the candidate's profile taken at the moment a recruiting user first views a new application, data added to the record by the recruiting user, and possibly extra data added to the record by the candidate later.

Permissions in the candidate application control what the candidate sees during and after applying for a job, and what a recruiting user sees when viewing candidates who have applied for a job.

Currently, there are two options how you can manage candidates through the talent pipeline: legacy applicant management tool and redesigned applicant management tool.

The redesigned applicant management tool provides a new look for all recruiting users to search for, filter, and view individuals who have applied for specific jobs.

To navigate between legacy and redesigned applicant tools use the link at the top right-labeled switch to the latest applicant workbench.

The talent pipeline consists of configured and permissioned applicant statuses for viewing, filtering, and capturing the applicants progress within the selection process. To see all applicants, select View All Candidates. Grouped statuses display as a dropdown menu in the Candidate Pipeline. Recruiters can assign a candidate to any status in the configured group.

Applicant Detailed View Page

A recruiting user can compile the list of users who interview the applicant(s). After adding a user to the interview list, a new Interview Assessment form is placed on the Interview Central tab for the interviewer.

Interview Scheduling

Interview scheduling allows recruiting users to enter their availability directly into the system so that interviews with candidates can be easily scheduled by other users, or by candidates via self-scheduling.

Note that only one of the options can be used to set up interviewers.

After setting up the interview, the Interview Assessment form pulls skills and competencies from the requisition allowing the interviewer to provide a numeric rating and comments on each competency. Also, the interviewer can indicate whether the candidate is recommended for the position or not. They can add overall comments and attach documents to their feedback.

• The integration between SAP SuccessFactors and First Advantage allows joint customers to initiate and receive results of background checks and drug screens on candidates directly from the SAP SuccessFactors system. The background check can be initiated when a candidate is in an application status that has been configured for this purpose.
• SAP SuccessFactors Recruiting customers can also integrate with custom background check vendors, outside of the standard First Advantage integration. This customization is managed in Background Check Central out of Admin Center, and allows you to create background checks with any vendor.

The offer management process allows recruiting users to send offers for approval before they are extended to the candidate.

Offer Approval

The offer approval process consists of assembling the details of the offer intended for the candidate and routing it for approval from key stakeholders. Once the offer approval form is generated, it can be routed for approval to designated users.

Offer Letter

Once the offer is approved and ready to be extended to the candidate, users with proper permissions can generate offer letters. The selected template is populated by the offer letter data. The recruiting user can modify the letter and attach documents to be completed by the candidate.