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Customer

Recruiting – Process Summaries


SAP SuccessFactors Process Library
SAP
August 2015
Process Summaries
Overview

• Requisition Creation and Posting


• Active Talent Search
• Application Management
• Candidate Selection
• Closing

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Process Summary
Requisition Creation and Posting
Start Event Process Participants End Event Success Criteria
• Staffing Need Occurred  HRBP  Hiring manager  Recruiter  Job Requisition  Approval steps only
Posted where necessary
 Collaboration between
Purpose Hiring Manager and
Recruiter to define
 Start executing and headcount strategy according to the planning and fine-tune details according needs and set
to the actual staffing needs expectations
 Ensure all process participants achieve a common understanding on the job to be staffed and can  Promote requisition
Input actively contribute also thanks to system support Output internally and according
• Position in  Decide upon screening questions and assessment tool to be used as minimun selection criteria  Posted Job to sourcing strategy
Organizational Chart  Agree on sourcing strategy and posting channels according to the nature of the job to be staffed Requisition

Prerequisites Dependencies Use Cases


 Approved Headcount IT  Employee Central Position  PeopleAnswers (optional)  Hiring Manager initiates the Job Requisition
 Clear job descriptions Management creation process for a (to-be) vacant positions in
own organization through the system
Data  Position data  Assessment data (optional)
 Job descriptions
 Pre-screening questions
Processes  New Position Creation

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Process Summary
Active Talent Search
Start Event Process Participants End Event Success Criteria
• Job Requisition Posted  Recruiter  Talent Pipelines and  Talent pipelines exist
Communities Utilized for the most crucial
roles within the
Purpose recruiting focus
 Candidate relationship
 Leverage talent pipelines and candidate pools to quickly find potentially suitable candidates who management culture is
have already registered in the database established
 Reach out to potential candidates to verify interest and invite to apply  Informative and
Input Output engaging career portal
• Criteria to group  Interesting candidates
candidates into talent found in the talent
pools and communities pipelines and
are in place communities

Prerequisites Dependencies Use Cases


IT  Recruiting Marketing  Integration with Social/Professional  Along with incoming applications, searches in the
Networks candidate database occur in order to find the best
fit
Data  Candidates Data
 Candidate Pools

Processes  Requisition Creation and Publication

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Process Summary
Application Management
Start Event Process Participants End Event Success Criteria
• Candidate Interested  Candidate  Application Processed  User friendly, essential
application template
 Well identified pre-
Purpose screening criteria
 Timely responses to
 Give internal and external candidates the ability to search for interesting jobs according to specific criteria candidates
and apply online through an easy to use application channels (job application, CV parsing and
professional/social networks)
Input  Assess candidates’ suitability against minimun selection criteria (disqualifying questions) upon application Output
and automatically pre-screen candidates for the selection phase
• Posted Job Requisition  Use online assessment where required  Updated Candidate
Profile
 Candidate Application

Prerequisites Dependencies Use Cases


 A career page is in IT  Career page  PeopleAnswers (optional)  Internal and external candidates looking for a job
place  Integration with can easily search for it according to several criteria
Social/Professional Networks and can register and apply online
 ...
Data  Job Requisition

Processes  Requisition Creation and


Posting

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Process Summary
Candidate Selection
Start Event Process Participants End Event Success Criteria
• Application Processed  Recruiter  Hiring Manager  HR Administrator  Candidate Selected  Interviews are run
within a short period of
time
Purpose  Clear selection criteria
in place
 Shortlist candidates through various selection instruments (e.g.: interviews/assessment centers,  Decision-makers
etc..) involved
 Identify the candidate to be offered along with a fall-back option
Input Output
• Candidate Profile  Updated Candidate
• Candidate Application Application

Prerequisites Dependencies Use Cases


IT  Interview Central  Microsoft Outlook  After having received and pre-screened
 Interview Scheduling  Third-party vendors for assessment applications, candidates are screened and
(optional) shortlisted through several selection instruments
 Applications until the candidate to be offered is identified
Data
 Competencies

Processes  Application Management


 Talent Search

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Process Summary
Closing
Start Event Process Participants End Event Success Criteria
• Candidate Selected  HR Administrator  Recruiter  Hiring Manager  Recruiting Process  Fast automated offer
• Pre-boarding Failed  Background Check Service  Candidate Closed approval process
Provider
 Re-use of existing
Purpose information from the
previous process steps
 Identify applicable hiring process/policies and negotiation ranges to make an offer to the selected (job requisition and
candidate application)
 Handle the offer process using the online offer functionality: share the offer with the candidate,  Seamless integration
Input approve/decline the offer Output with Onboarding
• Selected Candidate  Recruiter discusses package with hiring manager and business partner  Candidate Application
Application  If applicable initiate the background and reference checks Ready for Onboarding
 HR Administrator then initiates (optional) background check (with third party service provider) and  Accepted Offer
creates offer
 Close recruiting process and allow onboarding to start

Prerequisites Dependencies Use Cases


IT  Online offer  Background and reference checks  Recruiter understands the applicable hiring
providers (optional) package and negotiation ranges for the selected
candidate and creates an offer. The approved offer
Data  Salary package  Background and reference checks is shared with the candidate who can accept or
 Offer results (optional) decline it until a final decision is made
 Negotiation ranges
Processes  Candidate Selection
 Pre-Boarding

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