SuccessFactors Recruiting

AGENDA Overview of the Business Process Reengineering Intro to Recruiting & Recruiting Process Recruiting Roles Key Decisions Reports – listing SuccessFactors Web Portal Demo Timeline Next Steps

HCM Business Process Reengineering Recruiting Onboarding Performance and Goals Succession Development Learning Compensation Workforce Analytics Enablement through Engagement Employee Central EC Payroll EC Time Benefit Focus Build a Foundation

Intro to Recruiting Success Factors SuccessFactors recruiting module is the applicant tracking program used to initiate requisitions and to view all applicant information, as well as record interview results.

Recruiting Process From creating a job requisition to hiring a candidate, the typical job requisition progresses through the following steps: Business Impact will help assess Change Management needs/impact

Recruitment Flow- Faculty Business Impact will help assess Change Management needs/impact

Candidate Statuses

Recruiting Roles

Requisitions Four types of Requisitions Faculty Staff Student Service Staff The system will derive the type of requisition based on the position

Types of Searches One Vacancy for One requisition Evergreen: The Evergreen Requisition will be created (manually) outside the Position Management. (This can be utilized for scenarios where successful candidate could be hired at one of multiple levels based on qualifications). The system will track number of hired candidates in that Requisition. Multiple Levels – Posting a vacancy that could be filled at two/three different levels based on qualifications (i.e. hiring a junior or senior programmer) A combination of Evergreen and Multiple level postings.

Key Decisions Included the Dean and Provost as approvers prior to offer letter going out to the employee No changes to 2011 Background Check policy Candidate rankings in SF, if utilized, written notes will not be necessary. Security for each roles – identified in the Process Design Document – controls what they see and can do Automation of disposition code will be based on employee groups when a candidate has applied for multiple jobs and accepted one job. Each campus will have the ability to brand their posts separately

Reporting Ad-Hoc

SUCCESSFACTORS WEB PORTAL Areas in Recruiting module include: 1. Job Requisitions 2. Candidates 3. Interview Central

SUCCESSFACTORS WEB PORTAL

DEMO

Proposed Cutover Strategy Candidate is selected prior to December’s conversion date Complete onboarding following current process Complete I-9 verification process Enter hire action into SAP Candidate is selected but offer not made by January 2018 Create the requisition in SuccessFactors in January Create a private posting Invite the candidate to enter their information into the system Move candidate through the pipeline to the offer stage Complete offer process and onboarding through SF Candidate not selected by January 2018 Follow future state process OR – complete search process and manually enter employee data into the system

Next steps Complete additional playbacks Identify any critical gaps Complete configuration for sourcing and marketing Identify roles in each area Complete integration testing Train staff Finalize Cutover strategy

HCM Project Timeline

Questions