We’ve broken down the major 2H 2023 SAP® SuccessFactors® updates to help you easily digest the latest changes. In this post, we’ll look at what’s new in Recruiting.

Applicant Management Feature Now Opt-Out

This enhancement enables the “Latest Applicant Workbench” automatically. If you don’t want to use the feature, disable it by deselecting the Enable Latest Applicant Workbench checkbox in Admin Center Manage Recruiting Settings.

Once you’ve enabled the Latest Applicant Workbench, you’ll see a link at the top right labeled Switch to the latest applicant workbench when you view the candidate workbench. This link takes you to the redesigned Applicant Management.

Introduced in an off-cycle release in September/October 2023 as a generally available opt-in feature, SAP wants to encourage wider adoption of the redesigned Applicant Management tool, and in this release, they have enabled it automatically.

The redesigned Applicant Management tool updates the legacy Candidate Workbench and provides an improved user experience for searching, filtering, and displaying individuals who have applied for specific jobs.

We recommend the use of the new applicant workbench. Please contact us if you have questions about “Latest Applicant Workbench” or how to disable this feature.

How to turn it on: This is a universal update, automatically enabled.

Prepare for and Evaluate Interviews in Microsoft Teams

We’ve waited for this integration of Recruiting, Interview Central, and Scheduling with Microsoft Teams for a while now.

The integration establishes a connection between SAP SuccessFactors and Microsoft 365 and gives users access to interview features in Microsoft Teams.

SAP SuccessFactors app sends a message to its chatbot 24 hours before a scheduled Teams interview. Two notification cards come along with the message:

Application Information

interviewers can view the applicant’s profile or generate interview questions based on the job description using AI.

Interview Evaluation

interviewers can preview the skills and competencies they can use to evaluate the applicant. After the interview, they can rate the applicant and give additional feedback inside Teams or choose View in Interview Central to complete the evaluation in SAP SuccessFactors Interview Central.

Data produced in Teams synchronizes to interviewers’ Interview Central in real-time. This feature helps interviewers prepare for and evaluate interviews in everyday business and social scenarios. We recommend it for all companies that use Microsoft Teams, Interview Central, and scheduling. Please contact us if you need help evaluating or implementing it.

How to turn it on: Admin Opt-in via client configuration change.

Adoption of Skills Attributes in Interview Central

Enabling this enhancement lets interviewers use competencies and skills added in a job requisition to evaluate applicants and provide ratings in Interview Central. Previously, you could only use competencies to evaluate applicants.

Interview Central works without competencies and skills present on the requisition. However, with competencies and skills, you get more information from the Interview Assessment form.

All companies using skills attributes and Interview Central should use this system enhancement. Please contact us if you have any questions or need help making this change.

How to turn it on: Admin Opt-in via client configuration change.

Anonymize Candidate Profiles and their Disqualified Applications Together

Previously, SAP didn’t provide a way to anonymize disqualified applications associated with candidate profiles. You had to wait until the application reached the legal minimum period set for the instance.

With this update, the Delete Candidate page is now Anonymize Candidate Profiles and includes two settings.

The first setting allows you to find applicants by name or email address, then anonymize their disqualified applications, and at the same time you anonymize their candidate profiles.

The second option allows you to anonymize disqualified applications for those applicants whose candidate profiles have already been anonymized in the system.

This allows you to control anonymizing applications while candidate profiles are being anonymized or if they were anonymized in the past.

In the following scenarios, the system removes personally identifiable information (PII) from their candidate profiles, and their disqualified applications are anonymized after the legal minimum period has been met:

  1. Applicants request candidate profiles for deletion.
  2. After applying for a job requisition, applicants revoke their acceptance of the data privacy consent statement (DPCS).
  3. The candidate deletes the profile.

Retaining unsuccessful or disqualified applications for a period before being anonymized helps to record that the applications were rejected fairly and not due to bias.

If you need to override this retention period and anonymize candidate profiles with their disqualified applications immediately, this feature allows you to do both. If a candidate’s profile is already anonymized, this feature lets you find their disqualified applications to anonymize them.

How to turn it on: This is a universal update, automatically enabled.