Loud in the Cloud Recruiting

LOUD IN THE CLOUD Customer Spotlights: Recruiting

Vol. 2 May 2014

Contents at a glance

Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Customer quotes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Case studies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

Bechtel: SuccessFactors Recruiting module improves Bechtels hiring process around the globe Employees: 53,000 l Engineering, Construction and Project Management . . . . . . . . . . . . . . . . . . . . 6

Bon Secours Health System: Bon Secours turns to SuccessFactors to transform recruiting practices Employees: 22,000 l Healthcare . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Hasbro: SuccessFactors partnered with Hasbros talent acquisition team in a complete re-imagination of the companys career website Employees: 5,900 l Consumer Goods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

HCR Manorcare: Dramatic increase in applicants saves HCR ManorCare resources and dollars Employees: 60,000 | Healthcare . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

Legget & Platt: Leggett & Platt hires more A-Players with SuccessFactors to drive business results Employees: 19,000 l Manufacturing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Novo Nordisk: Novo Nordisk transforms its recruiting approach for world-class results Employees: 39,000 l Healthcare . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Plan International: SuccessFactors solutions help Plan International change more lives Employees: 10,000 | Nonprofit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Siemens: SuccessFactors helps Siemens have the right people, in the right job, at the right time Employees: 370,000 | Technology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Sonova: Sonova Group deploys SuccessFactors for global innovation, synergy, and growth Employees: 8,000 l Healthcare . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

SuccessFactors: drinking its own champagne Employees: 2,500 | Technology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Sun Communities: Housing community leader puts talent first with SuccessFactors solutions Employees: 1,650 | Financial Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

Time Warner Cable: Time Warner Cable partners with SuccessFactors to develop a world-class talent community Employees: 47,000 l Media . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Under Armour: Under Armour partners with SAP/SuccessFactors to build infrastructure to support extreme growth Employees: 4,900+ | Consumer Goods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

Yoh: With SuccessFactors, Yoh builds a talent-attraction machine Employees: 4,000 | Staffing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Customer communities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Showcase YOUR companys success . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

Get more impact from every new hire you make Recruiting faster than your competition still matters but its not the only thing that matters. Although time-to-hire and cost-per-hire will always be important metrics, organizations are now more focused on selecting exactly the right talent that will help them move the needle towards better performance.

To get there, you need to build strategies to attract the right candidates, engage them through the right channels, grow your talent pool consistently, and streamline your selection process for faster offers and onboarding. Along the way, you need a reliable method of measuring your results, so that you can do more of whats working and less of whats not.

SuccessFactors end-to-end recruiting solution helps organizations in every industry drive better hiring and better business results. This solution combines an intelligent and social recruiting marketing process with a mobile, collaborative selection process to take your recruiting to a more strategic level.

With SuccessFactors solutions, your organization can:

Target the talent you need by getting your jobs in front of the right candidates at the right time.

Cultivate your strongest candidates, forming a pipeline that will save recruiters time and get results.

Improve selection by using social, mobile, and competency-based tools to speed up the evaluation process.

Engage new hires from day one by streamlining onboarding and connecting them with your employee social network.

Measure your results accurately, and make constant improvements for a greater return on your recruiting dollar.

How are organizations of all sizes using SuccessFactors recruiting solutions to outmaneuver their competition and move the business forward? Read on to find out.

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SUCCESSFACToRS TAkES AWAY ALL THE GEoGRAPHICAL BoUNDARIES AND ALLoWS CANDIDATES To SEE MULTIPLE PoSITIoNS . CoUPLED WITH A CoLLABoRATIvE SET oF MEASUREMENTS, WE NoW HAvE THE ABILITY To GENERATE MoRE CANDIDATES PER PoSITIoN AND UNDERSTAND oUR BEST SoURCES oF HIRE .

WITH SUCCESSFACToRS RECRUITING WE ARE MAkING MUCH BETTER HIRES THAN EvER AND oUR HIRING MANAGERS LovE THE SYSTEM .

SUCCESSFACToRS HAS BECoME THE GLoBAL IT STANDARD FoR oUR CoRE HR PRoCESSES, AND RECRUITING AND PEoPLE DEvELoPMENT .

WERE GoING WAY BEYoND TIME-To-FILL AND CoST-PER-HIRE . WITH SUCCESSFACToRS, WE CAN FINALLY MAkE DATA-BASED DECISIoNS To FINE-TUNE EvERY ASPECT oF oUR RECRUITMENT STRATEGY .

Seth LeeVice President, Talent Acquisition Bon Secours Health System

Aileen Gronewold,Staff Vice President, Human Capital Leggett & Platt

Dr. Norbert KleinjohannCIO, Siemens

Cindy Lombardo, ManagerCandidate Marketing, Yoh

Customer quotes

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SuccessFactors Recruiting modules improve Bechtels hiring process around the globe

Named the top construction company in the United States for 13 straight years, Bechtel is a global leader in engineering, construction and project management. The company has 53,000 employees in nearly 50 countries across the world.

ChallengeTo remain and grow even more successful globally, Bechtel needed to address the following challenges:

Quickly find and recruit specialized talent internally and externally

Develop a deep talent pool to be prepared to move into senior leadership roles

SolutionBechtel deployed Recruiting Management, Goal Management, Employee Profile, Performance Management, Compensation Management and Succession Planning, which enabled it to support its global talent strategy by:

Implementing a set of standard, integrated processes globally

Creating a holistic view of the employees and the workplace

Increasing visibility into internal talent pools for succession planning

ResultsBechtel achieved the following business results:

Centralized systems integrated and streamlined the internal and external recruiting processes

Able to identify best internal candidate no matter where they are located

Better succession planning through visualization and talent analysis

With TalentWorks (our Branded version of SuccessFactors) we are replacing multiple

applications with a unified platform and creating a single user experience to execute our global

talent strategy. Peter Reeves, HR Systems Manager, Bechtel

Company: Bechtel

Industry: Engineering, Construction and Project Management

Employees: 53,000

SuccessFactors Solutions:

Compensation

Employee Profile

Performance & Goals

Recruiting

Succession

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Bon Secours turns to SuccessFactors to transform recruiting practices

Since 1824, the Sisters of Bon Secours have brought compassion, healing, and liberation to those they serve. Whether in healthcare, education, or social services; in hospitals, clinics, or parishes; or in towns, cities, or isolated villages, Bon Secours responds to a universal need: to provide to all who suffer a reason to live and a reason to hope.

Challenge Bon Secours was struggling with a silo-type environment:

Separate applicant tracking system, HRIS, talent assessment processes, and advertising and branding strategies for recruiting in each facility

Duplicated job postings

No quantitative way to understand the most effective sources of applicants

Inordinate expenses and inefficient recruiting practices

SolutionBon Secours Health System deployed SuccessFactors Recruiting Marketing and Mobile Career Sites applications, and it piloted a trial version of Advanced Analytics to:

Automate, streamline, and centralize marketing activities

Share talent across geographies and job families quickly and effectively

ResultsBon Secours Health System achieved the following business results:

Automation of job distribution to more online channels

Creation of a proprietary talent community, a talent pipeline of more than 90,000 subscribers

Frequent first-page Google search results and a 40 percent increase in search engine visitors

Tracking over six months of more than one million visitors, with more than 100,000 applicants

Visibility into which sources produce the highest-quality candidates

Better media decisions and reduced spend on print advertising and headhunter budgets

Accurate cost-per-applicant and cost-per-hire metrics

SuccessFactors takes away all the geographical boundaries and allows candidates

to see multiple positions. Coupled with a collaborative set of measurements, we now have the ability to

generate more candidates per position and understand our best sources of hire.

Seth Lee, vice President, Talent Acquisition, Bon Secours Health System

Company: Bon Secours Health System

Industry: Healthcare

Employees: 22,000


Recruiting Marketing

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SuccessFactors partnered with Hasbros talent acquisition team in a complete re-imagination of the companys career website Hasbro is a branded play company providing children and families around the world with a wide range of immersive entertainment offerings based on the companys world-class brand portfolio. From toys and games to television programming, motion pictures, digital gaming, and a comprehensive licensing program, Hasbro strives to delight its global customers with well-known and beloved brands such as Transformers, Littlest Pet Shop, Nerf, Playskool, My Little Pony, G.I. Joe, Magic: the Gathering, and Monopoly.

ChallengeHasbro needed to address the following challenges:

The career site merely listed available job opportunitiespotential employees were not being engaged.

The site lacked relevance to the way todays job seekers want to interact with a prospective employer.

No social media functionality was in place.

SolutionSuccessFactors partnered with Hasbros talent acquisition team in a complete re-imagination of the companys career website:

The site better reflects the companys creative culture.

Hasbro leveraged technology for social media and search engine optimization (SEO).

The new site delivers a positive candidate experience.

Results Hasbro achieved the following business results:

More than 655,000 career site visitors from September 1, 2011, to June 1, 2012, of which more than 22,000 joined Hasbros talent community

Four new hires as a direct result of applying via mobile phone

Analytics for cost-saving information

Our new careers site does so much more than provide a list of available roles; it drives candidate engagement, supports a strong employment brand, and encourages

job seekers to continue clicking to learn more. John L . Pothin, Senior vP, Head of HR North America Region, Hasbro

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Company: Hasbro

Industry: Consumer goods

Employees: 5,900



Dramatic increase in applicants saves HCR ManorCare resources and dollars

The HCR ManorCare healthcare family comprises centers that are leading providers of short-term post-acute services and long-term care. With 60,000 caregivers nationwide, the HCR ManorCare centers are preeminent care providers in their communities. Quality care for patients and residents is provided through a network of more than 500 skilled nursing and rehabilitation centers, assisted living facilities, outpatient rehabilitation clinics, and hospice and home healthcare agencies.

ChallengeHCR ManorCare needed to hire 30,000 people annually, many in tough-to-hire positions such as nursing and therapy. During its recruiting efforts, the company overspent in unproductive areas. Newspaper advertisements and job boards proved to be expensive and ineffective, especially for difficult-to-fill positions:

A decentralized recruiting structure led to a shotgun approach.

The career site was unable to handle passive candidates, so thousands of potential hires were being lost simply because they did not immediately apply and were not cultivated into a talent community.

SolutionBy using the dashboard within SuccessFactors Recruiting Marketing, HCR ManorCare could capture key data to determine the right ad words and the relative value of each source. The benefits of the solution include the following:

Visitor and applicant flow increased while the cost per applicant dramatically decreased.

The overall number of candidates increased in spite of a 50 percent overall reduction in recruitment advertising expense.

Job posting became more centralized and search capabilities improved through all HCR ManorCare sites.

Recruiters have a growing pool of more than 250,000 subscribers to mine.

ResultsHCR ManorCare achieved the following business results:

Increased applicant flow by 90 percent

Eliminated print advertising due to lack of return of this advertising investment

Reduced cost per hire by 50 percent

Improved the entire candidate experience

Created and now continually grow a significant talent community and talent pipeline

Gained complete reporting of sourcing activity by source to job and applicant level

Jobs2Web (SuccessFactors Recruiting Marketing) has helped HCR ManorCare identify, develop, and track new recruitment channels to drive increased

candidate traffic directly to HCR ManorCare at a significantly lower overall cost. Having a clear line of sight into the performance of various sources is the key. At HCR ManorCare, we measure everything with very detailed analytics. Using

Jobs2Web, we are able to apply the same rigorous standards and measurement to recruitment.

Annette Foght, Director, National Recruiting, HCR ManorCare

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Company: HCR ManorCare


Employees: 60,000



Leggett & Platt hires more A-Players with SuccessFactors to drive business results

Leggett & Platt is a diversified manufacturing company that conceives, designs, and produces a wide range of engineered components and products that can be found in most homes, offices, and automobiles, and also in many retail stores. The firm is composed of 19 business units, 19,000 employee-partners, and 140 manufacturing facilities located in 18 countries.

ChallengeAfter more than a century of success Leggett & Platt was faced with declining growth and a stagnant stock price. The CEO and senior management designed a radically new strategy to boost business results and improve the stock. To obtain the workforce that Leggett & Platt needed to execute on its new strategy, it needed to address the following challenges:

Needed better hires to execute their business strategy (goal of 75% A-player hire rate)

Improve the efficiency, productivity and collaboration of their Talent Advisors and hiring managers

SolutionLeggett & Platt turned to SuccessFactors to provide a company-wide talent management solution that included Recruiting Management to enable them to obtain the workforce they needed to execute on its new strategy. This solution enabled them to:

Meet and exceed goal of hiring 75% A-Player employees

Increase Talent Advisor productivity enabling them to support 65% more hiring managers

ResultsLeggett & Platt achieved the following business results:

Achieve a 68% Total Shareholder Return (46% for the S&P 500 over the same period)

Redirect the HR Talent Groups focus to more strategic initiatives driving greater business execution and better business results

With SuccessFactors Recruiting we are making much better hires than ever and our hiring managers love

the system.Aileen Gronewold, Staff vice President, Human Capital, Leggett & Platt

Company: Leggett & Platt

Industry: Manufacturing

Employees: 19,000


Performance & Goals

Recruiting

Succession

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Novo Nordisk transforms its recruiting approach for world-class results

Novo Nordisk is a global healthcare company with 89 years of innovation and leadership in diabetes care. Headquartered in Denmark, Novo Nordisk employs approximately 39,000 employees globally and markets its products in more than 190 countries.

ChallengeKeeping pace with rapid growth is challenging without compromising the quality of talent. It becomes even more complex in the pharmaceutical industry where heavy regulation, specialist skills, and highly specified positions can be difficult to fill. The U.S. team of Novo Nordisk needed to:

Address difficult-to-fill positions and the need for access to a wider range of talent and skills

Reduce cost per hire and lost productivity on vacant positions, which averaged five to seven months

Reduce reliance on and cost of recruitment agencies85 percent of positions were filled by agencies

SolutionWith SuccessFactors Recruiting Marketing (formerly Jobs2Web), the company could:

Fill difficult-to-fill positions in fewer than 90 days without the need for an agency

Duplicate the same best-practice approach across all U.S. vacancies

Create a talent community to build and nurture a pipeline of talent over two to five years

ResultsNovo Nordisk achieved the following business results:

Gained significant cost savings over the past four years

Reduced time to fill on critical positions by 40 percent and reduced lost productivity on unfilled vacancies

Reduced agency fees for critical positions by 47 percent and by as much as 90 percent in some areas

Built and can now track a talent community in the United States of over 200,000 people

Consolidated the number of recruitment agencies from 350 down to just 35

Negotiated better terms with its remaining agencies, and aligned them to specific business areas

Increased quality of hires by 35 percent

Lowered attrition from 5 percent to less than 3 percent

Can track visible spend and ROI with multiple recruitment media sources

Can power the career section on its own website and measure the quality of hires retrospectively

Gained the ability to track ROI on difficult-to-quantify external job fairs and recruitment events

The results weve seen to date with SuccessFactors Recruiting Marketing have been nothing short of

spectacular in terms of cost savings, productivity increases, and operational insight.

Michael Hakeem, Manager of Talent Acquisition and operations, Novo Nordisk

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Company: Novo Nordisk


Employees: 39,000



SuccessFactors Solutions Help Plan International Change More Lives

Founded over 75 years ago, Plan is one of the oldest and largest childrens development organizations in the world. Plan works in 50 developing countries across Africa, Asia, and the Americas to promote child rights and lift millions of children out of poverty. In 2012, Plan touched the lives of 84 million children in 90,131 communities.

ChallengeCreating positive change in the lives of millions of underprivileged children around the world takes talentand lots of it. Plan International aims to attract, develop, and reward people who have the specialized skills to make a difference. To do so, the organization needed to address the following challenges:

Paper-based processes made it difficult to manage and mobilize a field staff of 9,000

Executives and managers lacked visibility into the makeup of the workforce

Individual countries and regions maintained their own disconnected talent management systems

SolutionAfter considering several leading platforms, Plan International chose to implement a suite of SuccessFactors solutions alongside its SAP HR and financials solutions. With the assistance of implementation partner Atos, Plan International was able to:

Perform a rapid global rollout using an agile methodology

Seamlessly combine HR and financial data from its SuccessFactors and SAP platforms

Allow field staff to log onto a talent management solution from anywhere, on any device

Replace a paper-based performance management process with an online one

ResultsPlan International implemented SuccessFactors and achieved the following business results:

Saved 150,000 annually by eliminating HR point solutions

Increased efficiency to enable growth from an almost 700 million to a 1 billion organization

Supporting a growth model by extending humanitarian services to new countries over the next 5 years

Helped countries that currently deliver programming and humanitarian services to begin fundraising in their local markets

Reduced manual processes to free up more staff time for creating positive change in the field

Over the next few years, we plan to grow from an almost 700 million organization to a 1 billion one.

SuccessFactors and SAP will be absolutely critical to our ability to execute our mission worldwide.

Mark Banbury, Global Chief Information officer, Plan International

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Company: Plan International

Industry: Nonprofit

Employees: 10,000


Learning

Performance & Goals

Recruitment

Succession & Development

SuccessFactors Helps Siemens Put the Right People in the Right Job at the Right Time

Siemens AG (Berlin and Munich) is a global powerhouse in electronics and electrical engineering, operating in the fields of industry, energy, and healthcare as well as providing infrastructure solutions, primarily for cities and metropolitan areas. For more than 165 years, Siemens has stood for technological excellence, innovation, quality, reliability, and internationality. In fiscal 2012, Siemens revenue from continuing operations was 78.3 billion.

ChallengeSiemens needs to constantly recruit, develop, and retain a highly skilled workforce as diverse as the company itself. But the war for the right high-value talent is fierce. Seeking to enhance the employee experience, Siemens needed to address the following challenges:

Managers with cross-border teams had to access information across multiple HR systems.

Lack of HR process standardization.

No global insight for development and workforce planning..

SolutionSiemens implemented SuccessFactors using a single global language. Within 2 years, the company rolled out SuccessFactors Performance & Goals, Compensation, Succession & Development, Recruiting, and Learning. Using these modules, Siemens was able to:

Launch 4Success, a branded global talent management platform.

Roll out a new performance management process to 44,000 employees in 190 countries.

Drive efficient, intelligent processing of both internal and external candidates.

ResultsSiemens has achieved the following business results:

Employees and managers have set 1.8 million individual performance targets.

Employees and managers complete 14,000 performance reviews each year.

HR has processed 40,000 job requisitions and 1 million applications.

HR now has the information to drive and support key people decisions worldwide.

Talent development has become more accelerated, targeted, and global.

SuccessFactors has become the global IT standard for our core HR processes, and recruiting

and people development.Dr . Norbert kleinjohann, CIo, Siemens

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Company: Siemens AG

Industry: Technology

Employees: 370,000


Compensation

Learning

Performance & Goals

Recruiting

Succession

Sonova Group deploys SuccessFactors for global innovation, synergy, and growth

Sonova is a leading provider of innovative hearing healthcare solutions, and the company has a financially strong and ambitious growth strategy around innovation, customer focus, and proactive cost management. The Sonova Group is present in more than 90 countries and employs over 8,000 people.

ChallengeSonova needed a single integrated global platform to provide senior management and HR with sophisticated tools and strategic insight to better manage its corporate objectives and growing workforce. The company faced challenges that included the following:

Running global reports or gaining visibility into key metrics was difficult and time-consuming.

Gathering critical data for management reporting and planning around workforce analytics, performance, and training took weeks or months.

Problems with performance and usability of old systems resulted in declining usage.

SolutionSonova deployed SuccessFactors Recruiting Management, Performance & Goals, Succession & Development, Employee Central, and Workforce Analytics to 7,500 employees in 10 languages and 90 countries:

Cascade top-down objectives across the company

Gain concise management dashboards with a global view, thanks to a consistent integrated platform

Feed data directly into Sonova Groups 15 critical internal key performance indicators (KPIs) for global growth and planning

ResultsSonova achieved the following business results:

Greater efficiencies, thanks to automation and aggregation of key data

Visibility into the training status and skills compliance of individual employees worldwide

Insight into core aspects of the existing workforce, full audit trail on recruitment of new hires, and critical data to support strategic planning and scale for growth

SuccessFactors puts HR in the driving seat and enables us to have a direct impact on the business.

Carine Brndle, Systems and Process Specialist, Corporate HRM, Sonova

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Company: Sonova


Employees: 8,000


Employee Central

Performance & Goals

Recruiting

Succession

Workforce Analytics

Using Its Own Solution, SuccessFactors Gains Total Visibility into Recruiting

SuccessFactors, an SAP Company, is the leading provider of cloud-based business execution software, and delivers business alignment, team execution, people performance, and learning management solutions to organizations of all sizes across more than 60 industries. Headquartered in South San Francisco, California, SuccessFactors was acquired by SAP America in December 2011.

ChallengeLike most software vendors, SuccessFactors competes intensely to land the most talented and skillful employees. But until recently, SuccessFactors struggled to identify its most valuable recruiting sources. As it looked for ways to recruit:

No way to track applicants throughout the recruiting process.

No visibility into the effectiveness of recruiting marketing campaigns.

Need to drive more traffic to the companys careers website.

SolutionSuccessFactors implemented SuccessFactors Recruiting in 2012. The company relies on the Recruiting Marketing module to assess its recruiting channels. Using this solution, the company was able to:

Gain actionable metrics on online and offline recruiting campaigns.

Track more than 50% of the companys hires back to their sources.

Determine the most reliable sources and methods of hires.

ResultsSuccessFactors achieved the following business results:

Increased traffic on careers website from 10,000 to 80,000 visitors per year.

Made 150 hires from web leads in one year.

Integrated recruiting marketing data with applicant tracking data.

Determined the exact number of applications, interviews, and hires from each campaign.

Gained end-to-end visibility into the effectiveness of the corporate recruiting strategy.

The ability to measure the effectiveness of your recruiting strategy from source to hire is industry

shattering. No other software out there can do this.Will Staney, Director of Recruiting, Strategic Programs, SuccessFactors

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Company: SuccessFactors

Industry: Technology

Employees: 2,500


Recruiting

Sun Communities Puts Talent First with SuccessFactors Solutions

Sun Communities is a fully integrated real estate investment trust (REIT) with a portfolio of approximately 68,300 developed sites. The company owns and operates 185 manufactured housing and recreational vehicle communities in 25 states. Established in 1975, Sun Communities became a publicly owned corporation in December 1993 and is listed on the New York Stock Exchange under the symbol SUI.

ChallengeWhen customers walk into a Sun Communities manufactured housing community or RV resort, the first thing they notice is the superior service they receive. The company sees its people as its differentiator from the rest of the industry. Thats why Sun Communities needed to address the following challenges:

Recruiting and onboarding revolved around paper job applications and manual data entry

Niche HR systems required too much work to integrate and couldnt scale to the companys growth

HR was spending its time on data management rather than talent management

SolutionSun Communities watched demos and reviewed proposals from several HR software vendors before selecting SuccessFactors. The company implemented an integrated platform that included SuccessFactors Employee Central, Performance & Goals, Succession & Development, Recruiting, Learning, and SAP Jam. Using these modules, Sun Communities was able to:

Go live at a reasonable cost

Receive significant product enhancements quarterly, without additional effort

Eliminate the burden of maintaining and integrating HR software

ResultsSun Communities implemented SuccessFactors and achieved the following business results:

Made the employee experience seamless from recruitment through career development

Helped HR identify and develop high-potential talent

Allowed employees to stay productive on the go through a mobile app

Increased social collaboration across the workforce

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Company: Sun Communities

Industry: Financial Services

Employees: 1,650


Employee Central

Learning

Performance & Goals

Recruiting

SAP Jam


Employee Central is by far our most flexible HR tool. Whether were effective-dating changes,

manipulating that data and moving it into a payroll system, or doing complex calculations, its the

number-one resource for our team.Marc Farrugia, Director of Human Resources, Sun Communities

Time Warner Cable partners with SuccessFactors to develop a world-class talent community

Time Warner Cable is among the largest providers of video, high-speed data, and voice services in the United States, connecting more than 15 million customers to entertainment, information, and each other. Time Warner Cable Business Class offers data, video, and voice services to businesses of all sizes, cell tower backhaul services to wireless carriers, and, through its NaviSite subsidiary, managed and outsourced information technology solutions and cloud services.

ChallengeTime Warner Cable needed solutions for building a talent community and for improving job publishing and search engine optimization (SEO):

The company initially used a hybrid approach and experienced difficulties as complex implementations slowed the realization of improvement objectives.

Key knowledge resources were no longer available.

SolutionTime Warner Cable deployed SuccessFactors own Talent Community, encompassing the adoption of the Business Card feature:

Automated all job feed sources and included the requisite performance metrics to track progress

Completely integrated the career site to achieve optimal results in building the talent community, creating an enhanced and consistent candidate experience, and facilitating measurement

Undergirded all the solutions with advanced analytics to empower better decision making

ResultsTime Warner achieved the following business results:

By August 2011, job feeds were set up for all major sources, and 317,245 visitors in September garnered 31,883 applies.

All outside doors to the applicant tracking system were closed by fully integrating the entire career site, so candidates were exposed at every step to a consistent, positive experience.

Real-time metrics and analytics provide detailed information on the performance of visitor sources, aggregators, email subscriptions, career site, and more.

Currently, Time Warner has 176,619 Talent Community members with 25,076 emails per day and 87,624 return applies.

Through social media Facebook integration, Time Warner obtained 1,056 talent community

members and 28 hires.

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Company: Time Warner Cable

Industry: Media

Employees: 47,000



Under Armour partners with SAP/SuccessFactors to Build Infrastructure to Support Extreme Growth

Founded in 1996 by former University of Maryland football player Kevin Plank, Under Armour is the originator of performance apparel, footwear, and accessories - gear engineered to keep athletes cool, dry and light throughout the course of a game, practice or workout. Under Armours mission is to make all athletes better through passion, design, and the relentless pursuit of innovation

ChallengeUnder Armours HR was not equipped to handle the extreme growth the organization was experiencing. The company needed to address the following challenges:

No standard process for managing talent

Disparate technology

Inconsistent HR data

Company growth outpaced systems

SolutionUnder Armour partnered with SAP/SuccessFactors to provide the infrastructure it needed to manage the demands of its rapid growth. Now that Under Armour has its system in place it is able to:

Align goals from the Executive team through associates

Increased usage of systems by consolidating processes in centralized location

Increased integration of data throughout HR landscape

ResultsUnder Armours partnership with SAP/SuccessFactors has helped them to achieve the following business results:

97 percent of company goals for 2012 were in the system before then end of February

Ability to assign courses from LMS based on goals and competency in performance management

Administer a paperless candidate and new hire experience from Recruiting to Onboarding for all areas of the business

SAP/SuccessFactors is providing the infrastucture to get ahead of the tremendous growth we continue to

experience at Under armour.Troy Barnett, Director of HR Technology and Process, Under Armour

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Company: Under Armour

Industry: Consumer Goods

Employees: 4,900


Compensation

Learning

Performance & Goals

Recruiting Management


With SuccessFactors, Yoh Builds a Talent-Attraction Machine

Founded in 1940, Yoh was Americas first technology staffing firm. The company provides comprehensive workforce solutions that focus on Aerospace and Defense, Engineering, Federal Services, Health Care, Life Sciences, Information Technology, and Telecommunications. Yoh fulfills immediate resource needs and delivers managed and outsourced solutions. Headquartered in Philadelphia, the company operates from 75 locations across North America.

ChallengeSeeking to give its recruiters an edge in landing top talent, Yoh used to let its individual offices select the sourcing channels they used. But with a lack of centralized control, Yoh estimated it was overspending for job board usage by 30%. Yoh needed to:

Determine which recruiting channels were most effective.

Automate the job posting process.

Funnel all applicants into its applicant tracking system for greater visibility.

SolutionYoh worked with SuccessFactors to implement SuccessFactors Recruiting Marketing as the back end of its new career site and the foundation of its entire recruiting marketing strategy. As a result, Yoh was able to:

Automate the job posting and job application processes.

Measure the success rates of all recruiting campaigns.

Track all applicants throughout the hiring funnel.

Build a robust online talent community.

ResultsYoh implemented SuccessFactors and achieved the following business results:

Generated 250,000 applications from email campaigns.

Increased career site traffic by 200%.

Increased the number of unique candidate files by 350%.

Reduced cost-per-hire by $200.

Reduced time-to-fill by 15 days.

Adding 10,000 people to its talent community each month.

Converting 83.2% of career site visitors into applicants.

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Company: Yoh, A Day & Zimmermann Company

Industry: Staffing

Employees: 4,000



Were going way beyond time-to-fill and cost-per-hire. With SuccessFactors, we can finally make data-based decisions

to fine-tune every aspect of our recruitment strategy.Cindy Lombardo, Manager, Candidate Marketing, Yoh

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SuccessFactors Community Its your place to connect with more than 22,000 peers and SuccessFactors product experts, get new release information, submit ideas, and discuss whats important to you. Whether you have been with SuccessFactors for years or are just joining our family of customers, you will find the community to be full of great resources for everything you need to know to succeed. To get started, go to http://successfactors.lithium.com/

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To learn more about our customer programs, please contact your sales representative or send an email to [email protected]

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Showcase YOUR companys successShare your organizations success with SuccessFactors HR software solutions, either through a written case study or video testimonial.

Let us help highlight your successcontact us at: [email protected]

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v. 05 2014

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About SuccessFactorsSuccessFactors is the leading provider of cloud-based HCM software, which delivers business results through solutions that are complete, beautiful, and flexible enough to start anywhere and go everywhere. SuccessFactors customers represent organizations of all sizes across a wide range of industries. With more than 20 million subscribers globally, we strive to delight our customers by delivering innovative solutions, content and analytics, process expertise, and best practices insights from across our broad and diverse customer base. SuccessFactors solutions are supported by a global partner ecosystem and the experience and commitment of SAP.

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