If overflowing rooms and full theatre capacity are any indicator, talent acquisition was generating a lot of buzz at SuccessConnect 2022. We were fortunate to have several of the industry’s best and brightest join us to share about the challenges facing recruiters, candidates, and new hires – and provide insight into how their organizations are leveraging SAP SuccessFactors solutions to help win in the race for talent and drive impact for their organization. Here are just a few of the key takeaways gleaned from this amazing group of leaders:
1: You’ll never be prepared for every unexpected – but be prepared with the tools to quickly adapt
What do you do when you need to hire 8,000 team members…across all workgroups…across the United States…within 75 days?! This was the task at hand for American Airlines as the 2022 summer travel peak approached. Nikkia Conley, Sr. Manager for HR Shared Services, HRIS, and Data Governance and her colleague, Chae Wilkerson (see more below), shared the challenges they were facing around efficiency and visibility – and the impacts on the candidate experience and time-to-hire. This dynamic duo then shared how they quickly streamlined their processes, leveraging the configuration options available within SAP SuccessFactors Recruiting (fields, picklists, recruiting rules, etc.) and the broader SAP toolkit (Intelligent Services, Integration Center, etc.).
2: There is a lot of opportunity with SAP SuccessFactors + the partner ecosystem – and quick ROI
As the top 6 largest employer in the world, Compass Group’s talent acquisition team stays busy – with each recruiter responsible for ~5,000 hires annually. As Shay Johnson, Senior Director of Talent Acquisition, shared, the team was looking for a way to scale their recruiting efforts and began the exploration of an AI recruiting assistant. He outlined several business goals and requirements (Solution that could handle 100k+ hires, Integration with SAP SuccessFactors, Simplify the candidate experience, Instantly engage career site visitors, Create a centralize approach across 30+ brands, and more) that ultimately led to their partnership with Paradox, an SAP Endorsed Partner app. As Shay said, with SAP SuccessFactors + Paradox, Compass Group has created a ‘HR tech stack built for volume, speed and scale’ – which was evidenced in the stats he shared around a 1:5000 recruiter-to-hire ratio and 85% application completion rate.
3: Talent acquisition solutions are valuable – but the value’s even greater when integrated with talent management and core HR
As Anderson da Silva Nascimento shared, “It all starts with a dream of having only one HR system with the employee in the center, protagonist of its own career.” And for Petrobras, this dream has now become a reality. He highlighted how this Latin American based company with 39,000 employees is making the shift from a highly transactional HR model to one that is much more strategic in nature, fueled by self-service, automation, and analytics. Anderson walked through a visualization of their employee journey, highlighting the end-to-end approach enabling a better employee experience. Specific to recruiting and onboarding touchpoints within other areas of the SAP SuccessFactors HXM suite, he noted the Talent Search which enables a company-wide search, the ability to start recruitment directly from the Org Chart, and the inclusion of goals and tasks as part of the initial onboarding process.
4: Remember the big picture – how are your talent acquisition efforts driving change and purpose?
Let’s face it – with all of the processes, the technicalities, and intricacies at play – it’s easy to lose sight of what we’re ultimately working towards. But as Chae Wilkerson, Manager of Talent Technology & Operations, from American Airlines shared, the work they’re doing on the talent acquisition front is critical to ensuring they have the right team members – hired and effectively trained – to support the needs and purpose of the business. Things such as, providing teams with a quick and actionable view of candidate status or giving candidates real-time updates regarding their pre-employment progress, are helping American Airlines to improve the candidate experience and ensure teams are equipped with the information they need, ultimately helping to improve business performance.
5: Automation, automation, automation – your recruiters (and candidates) will thank you
“If only there was more time in a day.” For recruiters, it’s always a delicate balance to support the tactical and process components of hiring while finding the time to engage with candidates. And this is exactly the balance that Eric Fogg, Global Recruiting Implementation Consultant for SAP SuccessFactors, is helping our customers to find. In his session on Moving from Transactional Recruiting to Strategic Recruiting Using Automation, Eric highlighted several options available and in-use by customers today. He provided wide range of sample automation use cases, including default data on job req, job application, and offer approval template, the creation/update of assessment validation, status updates for mass-hiring scenarios, pre-screening, offer letter distribution, duplicate resume checks, and background verifications.