Better Together: The Benefits of Using SAP SuccessFactors Recruiting with SAP SuccessFactors Employee Central

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Recruiting success is dependent on how quickly you can identify, market, and fill a need for your organization with a quality candidate. But given the multitude of recruiter responsibilities – from understanding the needs of the business, to being marketers and employer brand ambassadors, to engaging and progressing candidates, to measuring the effectiveness and impacts of the company’s recruitment strategy – it’s imperative to find efficiency gains throughout the recruitment process. While SAP SuccessFactors Recruiting can work with any core HR system, there are significant benefits of using with SAP SuccessFactors Employee Central.

Let’s take a deeper look into the benefits of using SAP SuccessFactors Recruiting with SAP SuccessFactors Employee Central.

Shared Architecture/Users: Core HR systems are typically the system of record for most organizational, position, job, and compensation objects. SAP SuccessFactors Recruiting shares the same foundation objects as SAP SuccessFactors Employee Central, enabling fields from the position to be automatically mapped to the requisition. This is a game changer for your recruiters and managers – no more incorrect job codes, position numbers, department numbers, etc. and the number of manual inputs is significantly reduced. In addition, real-time employee synchronization eliminates the need for data replications and imports/exports.

Image 1: Pre-populate requisition fields with position data from SAP SuccessFactors Employee Central

New Hire Conversion: Once a candidate is selected, the process of converting them to an employee begins. This process is automated when using SAP SuccessFactors Recruiting and SAP SuccessFactors Employee Central together. Once a candidate accepts an offer, the applicant and requisition data is automatically converted to the employee record and the person is reflected in the Manage Pending Hires within SAP SuccessFactors Employee Central. This eliminates the need for the recruiting data to be imported or manually entered, which is required with other HRIS systems.

Image 2: Automate the conversion of applicant and requisition data to the employee record

Internal Mobility: As more organizations begin to implement – or strengthen – their internal mobility strategies, it’s important for recruiters to have easy access to all the information they need to make informed decisions. When using SAP SuccessFactors Employee Central and SAP SuccessFactors Recruiting together, recruiters have full access to the internal employee candidate profile. This can be accessed directly from the candidate pipeline and gives a full overview of the employee, including a complete job history.

Image 3: Give recruiters full access to internal employee candidate profile, including job history

Requisition Creation: The recruiting process often begins by looking at the current organizational structure to understand position gaps and needs, which is supported by the Position Org Chart within SAP SuccessFactors Employee Central. Directly from this view, hiring managers can create a job requisition, which then triggers a workflow and digital collaboration with the assigned recruiter. As mentioned above, most of the fields are pre-populated due to the shared foundation objects, making it easy to kick-off the process while eliminating inaccurate or incomplete data.

Image 4: Create requisitions from the Position Org Chart in SAP SuccessFactors Employee Central

These are just a few of the benefits of using SAP SuccessFactors Recruiting with SAP SuccessFactors Employee Central.  To learn more about how SAP SuccessFactors Employee Central unlocks additional capabilities across the entire SAP SuccessFactors HXM Suite, click here.