Maybe you are proficient in SAP SuccessFactors® but wonder about other useful features you aren’t currently using.

Or maybe you are just starting an implementation and want to ensure your roadmap includes all the good stuff.

Either way, I’m happy to summarize some standard, first-party SuccessFactors features that can help you automate your recruiting process.

Spoiler Alert

Most of the ideas below use business rules. To learn more about Recruiting Business Rules, check out this SAP KB. And this SAP blog post.

1. Auto job posting

Use business rules to automatically post a job on an internal or external career site (including Recruiting Marketing websites) immediately after approval.

You can apply logic to determine posting periods based on requisition data. I recommend you finalize your job description during the approval process to make sure it’s posted properly. Check out this KB article on how to do this.

Note – you can automate job postings in Recruiting Postings (job boards), but do that in the Career Site builder instead.

2. Auto-move candidates

Use automation to move a candidate to a further step when:

  • An offer approval has been approved by all approvers
  • During the offer letter process
  • When they accept or reject an offer letter
  • When other data changes in the application

3. Auto-populate fields in the requisition or offer approval based on other recruiting fields

Using business rules, you can create triggers. Modifying one field is one type of trigger. When the trigger fires, you can automatically populate the contents of another field.

By creating rules like this, you can reduce the number of clicks required for users to fill out a requisition form or approve an offer. You can also reduce data entry errors.

Like anything programming-related, there are many ways to solve the puzzle. The simplest I’ve found is a series of if/then statements that decide what values the system creates and puts into the field.

The if/then approach works well for picklists or objects with a limited number of results. For business rules with a high number of possible end values, the number of if/then statements can be unsustainable.

4. Team Recruiting

This feature has been around for a while, but I still see clients not using it.

Team Recruiting allows a recruiter to assign an entire team to a requisition. The team gets immediate access to the job according to the operator’s permissions.

While assigning the requisition to a team isn’t technically automated, this simple process will automatically grant access to all members of the team. If a recruiting team member changes jobs (let’s say they leave the HR department), they can be easily removed from the team and lose access to requisitions they are not the primary recruiter for.

There you have it! I hope you find this information useful.