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SAP SuccessFactors has delivered enhancements and updates across the SAP SuccessFactors® HCM Suite as part of their Q2 2019 product release. Here are a few key updates you should consider for SuccessFactors Recruiting Management (RCM).

Email Correspondence

Enables recruiters to have history of manual email communications with the candidates.  Recruiters can utilize message center and all details will be logged in SF Recruiting.

Why is it important? Efficient way to email back and forth with candidate without leaving SF and there will be a complete history of manual emails.

Configuration Type: Admin Center opt-in

Activity Tracking and Dashboard

Provides recruiting users to follow up to 100 candidates by displaying specific actions that the followed candidates have completed.  Candidates can then be added to talent pools and email campaigns.

Why is it important? Will provide user with easily accessible insight to actions of followed candidates and take action as a result of updates provided in the feed.

Configuration Type: Admin Center opt-in

Data Capture Form Resume Upload

Candidates completing a data capture form can now upload a resume in DOCX, PDF, Image and text files. 

Why is it important? Enhance candidate experience and the recruiter experience by ensuring candidate can include relevant information. 

Configuration Type: Admin Center opt-in

Internal Career Site

Customer will now have ability to add “employee specific” content on the career site. Components can be flagged for internal, external, or both which will provide flexibility.

Why is it important? Customize content for internal vs external candidates to create a more customized candidate experience.

Configuration Type: Admin Opt-in

Internal Career Site – Refer a Friend

Existing employee referral a friend to match legacy behavior.

Why is it important? Redesign and updated to match the new UI.

Configuration Type: Admin Opt-in

Internal Career Site IAS Configuration

Previous configuration was very manual. It has been simplified with configuration and automation of many steps.  Can also be configured using Admin Center and CSB admin instead of provisioning.

Why is it important? Redesign and updated to match the new UI.

Configuration Type: Admin Opt-in

Mass Initiate Onboarding

Ability to initiate multiple applications associated to a Job Requisition in one go.

Why is it important? For high volume cases, will improve user experience allowing the processing of multiple candidates at one time.

Configuration Type: Admin Center opt-in

Recruiting Posting

New Workflow for job boards’ configurations has been simplified and redesigned to guide customers through the steps to send job postings within Recruiting posting.

Why is it important? Everything can be setup in one single interface instead of two different tabs that were needed previously.

Configuration Type: Universal

Apply with LinkedIn

Enhancement has been made to apply with LinkedIn 2.0 by improving the UI, error messages and recovery process.

Why is it important? When something went wrong previously, there couldn’t be a second call made to LinkedIn. Now, subsequent calls can be made to verify the client and complete configuration.

Configuration Type: Admin Center opt-in

Business Rules on Candidate Profile

There is now support for onChange Business Rule Trigger, Raise messages for onChange rule trigger, and if the value of a field was changed due to execution, it is now possible to track in Change Audit Report.

Why is it important? SF Recruiting can leverage Business Rules engine to support process by defaulting values and creating custom field calculations.

Configuration Type: Admin Center opt-in

HR Master Data on Candidate Profile

Enhancements made since Q1 update. RBP secured GO are now supported for internal career site, Reporting is supported for HR Master Data on Candidate Profile, handling inactive and future dated objects in the candidate search for the “saved” searches.

Why is it important? SF Recruiting can leverage master data for either Recruiting or other modules for improved usability and consistency of data.

Configuration Type: Admin Center opt-in

Data Division

Ability to permission Recruiting Email and Offer Letter Templates: Possible to permission Contact candidate email templates and offer letter templates using RBP.

Why is it important? For clients that have a high number of templates, it becomes difficult to select correct templates. Using permissions, only correct or relevant templates would be presented based on the RBPs.

Configuration Type: Admin Center opt-in

Job Analyzer: UX improvement

Is now split into 3 sections: Gender Bias, Skill Recommendations, and Salary Recommendations.

Why is it important? Job Analyzer is less cluttered and has enhance look and feel. Admins can have more control on what is seen and can be enabled and disabled.

Configuration Type: Universal

Job Analyzer: Large Support for English languages

Gender Bias and Skill recommendation are now available for any English locale (not only en_US).  When using with unsupported parameters, each section will display a specific error message.  

Why is it important? Customer globally using English as default in the job requisition will be able to use Gender Bias and Skill insights.

Configuration Type: Universal

Data Capture Form Welcome Email

New candidate profile by completing data capture will receive an automated email which will include a welcome message and a set password link.

Why is it important? Email trigger is very clear to give instructions for first time users.

Configuration Type: Upgrade Center opt-in

Data Capture Form Candidate Search

Search all candidates who have completed a specific data capture form.

Why is it important? Provides functionality for users to search for candidates that have completed the form and can be added to the talent pools from the search page.

Configuration Type: Upgrade Center opt-in

Job Board Market Place- Scale Up Network

Requires an integration between Recruiting Posting and a job board to enable all customers to post their jobs on the board.

Why is it important? Job board integrations extend the network of job board available for postings.

Configuration Type: Universal

Recruiting Posting: Job Field Mapping – New Auto-Filled Values

Job Posting Rules tile can have default values set by admins to be auto populated when a Job posting form is completed.

Why is it important? Increase in the pre-populated fields to reduce manual data entry.

Configuration Type: Universal

Recruiting Posting: Job Boards’ Credential Display

Enables customer to publish job postings through Recruiting Posting, some job boards must provide technical elements such as credentials. This activation is triggered during the initial setup.

Why is it important? For transparency, these credentials are now displayed on customer’s interface to show which job board is being selected.

Configuration Type: Universal

Advanced Analytics – Detailed Query Tool

Provide more flexible way to pull candidate and job level detail data.

Why is it important? Can pull multiple status, it contains PII so there are two levels of permissions for security. 

Configuration Type: Upgrade Center opt-in

Provisioning to Admin Center Switches

Disable Internal and External Email Job to Friend, Hide Powered by logo on career site, configure link for company logo.

Why is it important? Moving from Provisioning to Admin Center for more flexibility to client.

Configuration Type: Admin Center opt-in

For the full list of updates to SuccessFactors Recruiting Management, visit the SAP SuccessFactors Community.

Need help implementing these updates? We've got you covered! Click here to get support from our team now.

SAP SuccessFactors Support
AltaFlux Corporation

By AltaFlux Corporation

AltaFlux understands what you and your organization need to excel, and can deliver rapid innovation to unleash your full workforce potential. Together, we can empower your business by streamlining, transforming, and optimizing your key HCM and talent processes with industry-leading SAP SuccessFactors technology—enabling you to adapt at the speed of change.