SuccessFactors Recruiting Management
Human capital is an organization’s most valuable asset, and every business, no matter the size, is looking to recruit and hire the best and most talented people for their company. Handling job applications and managing resume submissions can be quite overwhelming, and doing it effectively takes a lot of hard work and organization. With Applicant Tracking Systems (ATS), companies of all sizes have the ability to create a database that will centralize all of their incoming applicant information and documents, ensuring that this valuable information is kept in a safe place with easy accessibility.
Read on to learn more about SuccessFactors Recruiting Management.
Product Overview
The SuccessFactors company has a whole slew of software available in its “Business Execution Suite”, covering a range of topics from Goal Management, Mobile Applications, Workforce Analytics, and of course, their version of ATS called Recruitment Management. All of their software was designed with their model of “business execution” in mind, which they define as “the difference between planning for success and achieving success,” achieved through business alignment, team execution, and people performance. They have special versions of their software available for small businesses and also for many different, yet specific industries, like health care, high-tech, life sciences, government and higher education, non profit, and more. SuccessFactors also uses cloud technology, so the software is available anytime, anywhere with Internet connection, and it also has the ability to integrate with some third party applications.
Who Should Use This Product
There are a number of organizations and departments within companies that can benefit from using SuccessFactors’ software. With their signature Business Execution software, another platform designed just for small businesses, and an industry-specific software option, SuccessFactors claims that their software is “Right for Everyone”. They recognize that recruiting and hiring team members is an important and collaborative activity, and they have created an interface that is simple and easy to work with – a one-page design that combines web 2.0 technologies with a consumer-like experience. It’s easy for everyone and anyone involved in the hiring process to use, and the company prides itself on the fact that companies will now be able to recruit more effectively.
Applicant Tracking Features
The Recruiting Management software sets up a database of all potential candidates, listing their names, interview dates, initial ratings, attached documents, and the position they have applied for. Managers can go into this database, select a specific candidate, and edit or view their profile. They can view their initial rating based on their resume or other documents and then select to have this person in for an interview or match their skills to another open position. Hiring managers and recruiters can quickly and easily view the applicant pipeline and move qualified applicants to the next stage. When the applications begin to roll in, managers have the freedom to pre-screen for key qualifications and avoid wasting time concentrating on the wrong candidates. Managers also have the ability to customize the work flow to use the language and processes of their own organization, not the “computer language” that is often too complicated to understand. Sophisticated search tools can filter through the database of internal and external candidates so that all available talent is considered for any position. The candidates’ name and ratings will remain in the database for easy access until their status is changed when they are hired full-time or when they are removed from the system by the hiring manager.
Reporting Features
The Reporting tool in the suite of SuccessFactors software is “flexible, meaningful and intuitive” and helps companies see what is happening on a large and small scale. The reports can be generated from critical information stored in your account so managers and other team members can quickly analyze situations and make adjustments that can deeply and positively affect your company’s growth. The company claims that organizations that turn data into talent insights gain a huge advantage over their competition, and this company uses their innovative software to help businesses make that claim a reality. With analytic and graphic reporting features, managers can turn their lists and numbers into a visually appealing report that anyone can understand.
Job Posting Features
The Recruiting Management tools comes into play with SuccessFactor’s job posting features. Managers start with requisitions based on job profiles already in their system, and can automate the requisition work flow so the right department managers can review and approve job postings quickly and easily before they are published. This is done automatically to internal, external and third party job boards with SuccessFactor’s full job posting capabilities. Once the listing is created, the software does the rest of the work and takes care of distributing it across the web so you can get the best-fit candidates to see your openings.
Interview and Offer Features
SuccessFactor has a large library of over two thousand sample interview questions geared towards certain job positions and behavioral or skill-set questions available for managers right in the software. This Interview Question Library is available as an add-on content pack, so keep in mind that it will have to be ordered separately. Beyond the extensive interviewing prep tools, there is little in the area of interview and offer management, though the candidate profiles in the Recruitment Management feature do support listings to interview status and rankings.
Compliance Features
While some other ATS providers have a built-in system for creating reports or updates on important issues dealing with local, state or federal compliance, SuccessFactor’s software does not include any tools or modules for this purpose.
Other Features
One feature of SuccessFactor that is quite unique is their “Stack Ranker”, which lets you quickly and effortlessly assess your team across detailed criteria to create a visual stack ranking of your people. While this is most useful for your permanent employees, this concept can also be applied to those who have submitted their resumes and materials for a job with your company. Just as you can compare individuals within your team and identify your high- and low-performing employees, you can also do this with job candidates. This is a good example of great practices for Talent Management.
