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Whether you’re an existing SAP SuccessFactors Recruiting client have plans to implement Recruiting Management in the future, this blog will help you understand common integration scenarios related to the recruiting module. Understanding possible integration scenarios will ensure you’re getting the most value out of the solution and providing the best candidate experience. In this blog, we’ll focus on the most integration related to SuccessFactors Recruiting.
SAP SuccessFactors is a comprehensive, hire-to-retire solution, meaning it can accommodate all your HR business process needs from recruiting and onboarding to HR master data, to performance, compensation, learning, etc. Having all your HR information in one system is certainly an accomplishment, but beyond that, another thing to consider is the integration of your solution. If the capability to integrate is available, does it mean it’s worth the time and effort?
The beauty of SuccessFactors is that it will allow you to “start anywhere, go anywhere” which means, you can implement the various modules in any order, starting with your greatest pain point and grow into the solution as your company’s needs grow. In our experience, we’ve seen clients approach their roadmap to SAP SuccessFactors in several ways. Some start with talent, others start with Core HR. There’s no right or wrong answer – only what makes the most sense for your business needs.
However, if your goal is to have all your HR processes supported by SAP SuccessFactors in a seamless, integrated approach (which we highly recommend!), there are some things to consider whether you’ve implemented or are adding to your SuccessFactors install. Let’s explore the most common integration points related to Recruiting.
SuccessFactors Recruiting integrates easily with Employee Central (EC) and can eliminate some of the manual work of creating job requisitions and even hiring new employees.
One of the main benefits of integrating these two modules is you can take advantage of existing position data residing in EC and use that in Recruiting. What does that mean for the end-user? It means requisition data is correct every time! Yes, you read that right. No more incorrect job codes, position numbers, mis-keyed department numbers, etc. That alone is reason to celebrate! It also means you can significantly reduce the amount of information that has to be manually entered into the requisition. By integrating Recruiting with EC (and Position Management) you can now map fields from the position directly to the requisition without the need to key in data. The only fields that would be required for a manager or recruiter, are fields which are not maintained in the position data in EC. This integration also allows a manager (or the originator) to initiate the creation of the job requisition from the position org chart and with only a few clicks, saving time, and ensuring accuracy.
Another way to integrate EC and Recruiting is to send new hires directly back to EC once the hire is complete in Recruiting. Best practice would be to send candidates from Recruiting to Onboarding first, but every company’s footprint and SuccessFactors journey is different, so you may leverage that scenario in the event Onboarding is not implemented. Another good use case for the EC and Recruiting scenario may be contingent staff or parts of your workforce that do not need a traditional onboarding experience. Integrating Recruiting with EC for this type of employee would allow you to track the candidate in Recruiting and have their application as needed, and then send them to EC to be hired.
Connecting these two modules can provide an incredible amount of value from a data and reporting capability as well, making it easier to get the metrics you are looking for.
Note: If you are new to the SAP SuccessFactors ecosystem, starting your journey with Employee Central has its benefits. Implementing Employee Central first will provide the foundational data required to feed the other modules, making it easier to integrate and can eliminate potential re-work in the rest of the platform.
Integrating Recruiting and Onboarding can eliminate manual processes you may be performing once the recruitment process ends and the onboarding process begins. If you are like most organizations, the work doesn’t end once a candidate accepts an offer. The next hurdle is getting all of the paperwork filled out correctly by the time your new employee starts, especially in virtual situations where you rely on the candidate to send in all documents needed to start work. SAP SuccessFactors Onboarding can ease some of that burden. You can have a variety of new hire paperwork, forms, and policies added to the Onboarding module. When you integrate Recruiting with Onboarding, the job is sent over to Recruiting once you make the hire. The new employee is then notified that they have items to complete and once they accept the position, the necessary paperwork is presented to them electronically. Thanks to an integration with DocuSign (additional contract required), employees can sign forms electronically, with no need to print anything. Onboarding can then retain those forms for reference should they be needed in the future.
The last integration to cover brings us full circle from Employee Central (you have a position), to Recruiting (you created a requisition and need to hire someone) to Onboarding (you’ve identified the new hire and need to get them onboarded). With some mapping of data from Recruiting to Onboarding, key information needed for hire such as start date, pay rate, position details etc. can be passed from Recruiting to Onboarding to pre-populate many of the forms candidates are required to complete. The key thing to remember when creating your mapping from one module to the next is you should be mapping fields that are the same type (i.e., a text field to a text field) as this allows the data to flow easily between modules. Once the new hire completes their onboarding forms, they are ready to be hired. One additional integration point from Onboarding to Employee Central completes the cycle and enables the new hire data to flow to Employee Central so the new employee ID can be created.
If you’re currently leveraging SuccessFactors or new to the solution, taking the time to fully understand integration points and set the system up with the foundational data that will allow you to integrate other modules down the road is a worthwhile investment of your time. Understanding these things in advance, can save you time, money, and help reduce rework that will have to be done if modules are viewed in silo. The team at AltaFlux has provided high-quality SAP SuccessFactors consulting services to hundreds of clients. We offer complimentary discovery calls to learn more about your integration challenges and determine if we’re a fit to support your needs. Contact us today to chat with one of our Recruiting integration experts.
AltaFlux Corporation is an enterprise cloud technology consulting services firm. We help clients to automate, transform, and optimize their business processes. We have expertise in leading Enterprise Cloud Platforms, such as SAP SuccessFactors, Dell Boomi, Microsoft PowerBI, WorkForce Software, and Benefitfocus. Learn more about AltaFlux (+)