We’ve seen a tremendous swing in recruiting practices since the economic downturn of 2008. Over the last 9 years the job market has swung from crippling unemployment rates to some of the lowest unemployment rates we’ve seen at 4.3% midway through 2017.

It’s a great place to be if you’re looking for a new job but if you’re a recruiting or hiring manager times are tough. Finding qualified talent that is interested in making a move is the #1 recruiting challenge today. But that’s not the only challenge recruiters are facing.

Finding qualified candidates

Convincing candidates your company is interesting

Keeping the candidate interested during the recruiting process

Getting an offer accepted before the competition does

Engaging the candidate after offer acceptance and through onboarding

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TOP 5 RECRUITING CHALLENGES

Luckily, SAP SuccessFactors has identified these challenges too and has been evolving their Recruiting product to meet today’s recruiting challenges. They recently merged Recruiting Management and Recruiting Marketing to make an even more robust product offering to help you find and secure top talent. In addition, they have Recruiting Posting and Onboarding, and all of these products integrate within the SAP SuccessFactors Suite.

So, how does SAP SuccessFactors Recruiting help you overcome your recruiting challenges?

FINDING QUALIFIED CANDIDATES

With SAP SuccessFactors Recruiting, recruiters can use Smart Distribution to post jobs to more than 3,000 sources across more than 80 countries including job boards, colleges and universities and social networks. They can easily build search engine optimized (SEO) career sites and landing pages that can be found quickly by candidates to build the candidate pipeline. Additionally, detailed candidate management reporting gives recruiters visibility to see what roles are filling quickly and which take more time so they can adjust recruiting strategies.

CONVINCING CANDIDATES YOUR COMPANY IS INTERESTING

Recruiters have to do more than find qualified candidates they now have to capture their attention too. The best way to do this is digitally, by creating responsive designed career sites that work with any device (laptop, tablet, smart phone) with an easy to apply application process. Candidates want the ease of applying from their smart phones and other digital devices versus going through a clunky online application where they have to fill in time-consuming fields of data. SAP SuccessFactors Recruiting allows candidates to apply from any device anywhere in the world.

GETTING AN OFFER ACCEPTED BEFORE THE COMPETITION DOES

Recruiting offers a complete, simple process to manage offers so you can hire talent faster and easier. Recruiters can generate offer letters and manage it through offer acceptance with SAP Signature Management by DocuSign to get an offer into the candidate’s hands and signed before the competition does. The more time a recruiter can eliminate from the overall hiring process the greater the chance they have to get the candidate the hiring manager wants. Every day that goes by is a day the competition can make an offer before your company does. ENGAGING THE CANDIDATE AFTER OFFER

ACCEPTANCE AND THROUGH ONBOARDING

Did you know that 22% of employee turnover happens within the first 45 days of starting at a new company? After all of the effort to find, attract and hire the right candidate you don’t want to lose them in the onboarding process. Competition is stiff right now and candidates can still receive offers after they have accepted yours. Empower hiring managers with SAP SuccessFactors Onboarding to extend the great recruiting experience they just had with your company into their onboarding process.

SAP SuccessFactors developed a solution to common recruiting challenges but they also designed it for HR managers and executives. They built in key analytics and reporting dashboards for HR executives to see who is being hired, how fast candidates are being recruited, how long it takes to fill a certain type of job role, and how deep the candidate bench is for future job requisitions. It allows HR to make smarter business decisions and see where bottle necks exist in the recruiting process allowing them to build a candidate database and own the candidate versus being reliant on other methods. And best of all, there is no need to rely on IT to support SAP SuccessFactors. All updates are made in the Cloud.

KEEPING THE CANDIDATE INTERESTED DURING THE RECRUITING PROCESS

Sometimes the hiring process can become a lengthy one with all of the back and forth between candidates, HR and hiring managers. Recruiting solves for that from requisition approval to offer approvals. The mobile experience eliminates hiring manager and recruiter wait times to help fill positions faster from scheduling to feedback with data driven candidate ranking.

The process still takes time but during that time recruiters can keep candidates engaged by building talent communities. They can also create targeted campaigns with SAP SuccessFactors Recruiting keeping candidates up-to-date on what’s happening with your company to help build a digital relationship

How does Recruiting

help solve today’s Recruiting challenges?

IF YOU NEED HELP OVERCOMING SIMILAR RECRUITING CHALLENGES, WE’RE HERE TO HELP.

HRIZONS® is an HR cloud technology company that resells SAP SuccessFactors optimized (HRZ® CLOUD HCM, powered by SAP SuccessFactors) and provides consulting, implementation, optimization and post go-live services and premium support offerings. In addition, we develop and sell HRZ® CLOUD APPS, application solutions and extensions for SAP SuccessFactors customers built on SAP Cloud Platform. We have a proven track record in making HR digital transformation a reality - helping clients move their HR technology to the cloud to meet the needs of today’s evolving workforce, to execute their business strategies, and achieve better business results.

But don’t take our word for it. HRIZONS® has configured and implemented Recruiting for over 40+ companies across industries in North America. One of our favorite examples is for MN’s largest public school district that hires over 500 temporary workers each school year. They made the investment in SAP SuccessFactors Recruiting and engaged HRIZONS® to configure and implement the product to meet their specific business challenges.

They picked SAP SuccessFactors Recruiting for many reasons but specifically because they could start using it on day one, have it fully implemented in less than 6 months and fully integrate with other parts of the SuccessFactors Suite they already owned. SAP SuccessFactors is a tried and true system that has evolved over the years and is built to support today’s recruiting challenges. Updates to the system come via the cloud meaning our client always has the latest and greatest version of the product at their fingertips.

By implementing SAP SuccessFactors Recruiting, they were able to streamline the flow of information and eliminate redundancies caused by paper based processes. They’ve been able to establish a candidate database that they own and not have to rely on other recruiting mechanisms. With this database they can target key candidates or specific skills they are seeking. They now have a smooth, scalable process to support them each year. They can easily manage everything that needs to happen to hire 500 people who are all starting on the same day.

HRIZONS® was also selected by an international beverage manufacturer to help them transform for their HR technology from a system of record to a system of engagement. They wanted to improve decision-making through enhanced insights from better data and analytics as well as, simplify, standardize and integrate processes and systems to eliminate rework. Ultimately, they wanted to make life easier by providing simple, intuitive and engaging HR tools and interfaces for their staff to use.

By selecting HRIZONS® and SAP SuccessFactors Recruiting they were able to achieve their goals and actually realized costs savings that they reinvested into their talent solution which helped drive growth and profit within the business. They realized cost savings by using Recruiting to eliminate the manual processes, reducing the amount of administrative time HR spent on paperwork. HR then shifted their focus to more value-added activities such as workforce planning & analytics.

A large health system took recruiting to the next level with branded recruiting sites and multiple candidate portals. They have a talent community to keep candidates engaged and to build their pipeline of candidates. All of these sites are search engine optimized.

In addition to the branded sites they leverage templates in Recruiting for everything from job descriptions to application forms to pre-screening questions to offer approvals. They also use the Recruiting Marketing Platform email templates that are branded for:

• Talent Community Welcome email• Agent email• Password Reset email• Mobile Apply email

To streamline the experience for the candidates and reduce administrative paperwork they integrated to HRIS, employment verification and CBC, testing, and onboarding documents. The results have been that they have decreased time to fill and improved reporting to align with HR goals. Best of all they have established stronger communication channels with all involved.

Beverage manufacturers, public schools, health care systems and even insurance companies benefit from SAP SuccessFactors Recruiting. A large health insurance company based in New Jersey partnered with HRIZONS® to overhaul their recruiting process. Their goals were clear. They wanted to reduce the cost of recruiting and shrink administrative time associated with it. At the same time, they needed to make sure they were complying with EEO/AA programs, following OFCCP regulations and streamlining background and drug screening and OIG requirements. Externally they wanted to enhance the candidate experience and promote their company as the employer of choice.

With Recruiting in place they’ve met those goals and have also been able to develop solid metrics for recruiting which allow them to determine the correlation between performance and quality hiring. Senior managers love the dashboards and analytics and HR is improving their time to hire with the candidate pipelines they are able to build with the new system. Candidates appreciate the visibility into job postings, the reduced time it takes to apply, and the ability to see status of their application.

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