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