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SuccessFactors Recruiting.

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Presentation on theme: "SuccessFactors Recruiting."— Presentation transcript:

1 SuccessFactors Recruiting

2 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

3 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

4 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.

5 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

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

7 Candidate Statuses

8 Recruiting Roles

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

10 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.

11 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

12 Reporting Ad-Hoc

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

14 SUCCESSFACTORS WEB PORTAL

15 DEMO

16 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

17 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

18 HCM Project Timeline

19 Questions


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