Smart Recruiting in the Digital Era
For organizations, the highest priority investments include new hire onboarding, candidate experience, and smart recruiting. Achieving meaningful results in each area requires substantive and lasting change management in the people, processes, and systems that make up a company’s existing recruiting operations.
That way, SAP SuccessFactors Recruiting is designed to support talent acquisition operations of varying degrees of complexity in a single region or around the world.
- Acquire the best talent to drive business transformation worldwide
- Recruit passive talent proactively
- Use cloud-based technology for high-volume to executive recruiting
- Guide the entire recruitment process with embedded intelligent technologies and an applicant tracking system (ATS)
SAP SuccessFactors Recruiting
SAP SuccessFactors Recruiting software can help you secure the right talent through results-oriented recruiting practices and embedded engagement and automation.
It is a provider of a cloud-based HCM software suite that includes a comprehensive, intelligent, and connected solution for successfully engaging and guiding candidates, recruiters, and managers through hiring experiences.
Core talent acquisition capabilities include:
- Candidate relationship management
- Talent Pipeline
- Applicant tracking
- Career Site
- Interview Central
- Background Checks
- Offer Management
SAP SuccessFactors Recruitment Management
SAP SuccessFactors Recruiting Management helps build a workforce that will aid 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 will be the best match. SAP SuccessFactors Recruiting Management will:
-
- Provide a multi-channel approach that gets jobs in front of the candidates
-
- Initiate relationships and maintain contact with the candidates
-
- Facilitate a strategic recruiting process for your business needs.
Applicant Tracking System
Recruitment Management provides the Applicant Tracking System (ATS) to support the sourcing capability of Recruiting Marketing. Recruitment Management supports opening requisitions, processing candidate applications, and selecting the best candidate for a position
Home Page
The Home page displays tiles of information. These tiles can be turned on/off, and in some cases they can be configured to show company-specific information.
To Do Tile:
The To Do tile centralizes all the tasks to be completed. Tasks may be viewed by type or listed by the due date. Tasks requiring action are active links that take you to the requested action or form to complete the task
Careers Tile:
The Careers tile displays summary information about the logged in user’s saved jobs, saved applications, and jobs applied. Additionally, it lists the total number of open jobs and user’s personalized job alerts
Job Requisitions Overview
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 process
Job Requisition Dashboard Page
The Dashboard offers access to all of the 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
Recruitment Management Process Overview
Job Requisition
-
- 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 may need to know.
-
- Before the requisition can be posted, it needs to be approved by specified approvers.
Job Posting
-
- After the requisition is approved and opened, the recruiting user may choose to post the requisition to both the internal and external career sites.
-
- The private posting is available for when you may want to distribute a job to a potential applicant without making the job requisition searchable.
-
- Additionally, the job can be posted using specified job boards or agencies.
Career Site
Once the job requisition has been posted, candidates can view it on career site and apply for the specific position. Typically, the candidate completes or updates their candidate profile before moving on to the application page
Candidate Profile
-
- The Candidate Profile is the record of the candidate’s plan 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 Candidate Profile can be used when conducting a candidate search
Candidate Application
- The candidate application page includes data submitted by the candidate at the point, 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 additional data added to the record by the candidate at a later date
- 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
Candidate Selection Management
-
- Once a candidate applies for a position, the application is available in a specified status, usually the New Applicant status.
-
- The candidate selection process can start by providing the proper permissions to the recruiting users to manage the recruiting process.
-
- The permissions may include reviewing the application, conducting pre-screening activities, scheduling interviews, conducting background checks, approving the offer before it is sent to the selected candidate
-
- When a candidate completes an application or is forwarded to a requisition, the candidate is slotted within an applicant status pipeline associated to the requisition
-
- Recruiting users with appropriate permissions can move the applicant through the status pipeline
-
- All status changes are checked and tracked for reporting and compliance purposes
Talent Pipeline
-
- 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 drop-down-menu in the candidate pipeline
-
- Recruiters can assign a candidate to any status in the configured group
Set Up Interview
Applicant Detailed View Page
A recruiting user can compile the list of users who will 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.
Interview Central
-
- After setting up interview, the Interview Assessment form pulls competencies from the requisition allowing the interviewer to provide numeric rating and comments on each competency.
-
- Additionally, the interviewer can provide an overall thumbs up icon on whether or not they believe applicant should progress.
-
- They can do overall comments and attach documents to their feedback
Background Checks
SAP SuccessFactors Recruitment Management can integrate with custom background check vendors. This customization is managed in Background Check Central out of Admin Center, and allows your to create background checks with any vendor
Offer Management
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 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. Offer letter data is populated into the selected template. The recruiting user may modify the letter and attach documents to be completed by the candidate
REACH OUT TO US TODAY!
Please visit www.bizxtechnologies.com for best in class recruitment solutions which can be great differentiators while supporting complex operating environments.
