SAP SuccessFactors Recruiting is a leading cloud-based talent acquisition solution. It uniquely combines ATS, job distribution, CRM capabilities, and intelligent technologies to deliver personalized candidate experiences at scale. The document discusses SAP SuccessFactors Recruiting's key capabilities, target customers, differentiators, and trends in the recruiting space like the focus on candidate experience, diversity and inclusion, and virtual recruiting. It also provides tips for identifying a company's existing recruiting vendor and strategies by examining their career website.

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SAP SuccessFactors Recruiting
• Product Sales Guide
• 2022 Recruiting Trends (People & Technology)
• Tips for Identifying a Prospect’s Existing Recruiting Vendor & Strategies at Play

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Product Sales Guide: SAP SuccessFactors Recruiting
Key Solution Capabilities
• Single E2E REC solution supporting the complete continuum of
recruiting from sourcing, engaging and hiring.
• Integration with key talent management solutions including
succession management and competencies frameworks utilized in
performance, goals and development to ensure strong position ‘fit’.
• Responsive Design career sites and self-service site
administration.
• AI-driven job description recommendations to eliminate bias
• eSignature on key forms including offer letters (with SAP Signature
Mangement by DocuSign)
• Mobile experience
Elevator Pitch Customer Value – How Do We Solve/ Transform?
Customer Concerns – Where’s their Pain?
• See Key Trends on next 2 slides
• Highly competitive labor markets in all regions
• Disparate sourcing and job distribution process creating massive
sourcing spend waste
• Poor candidate engagement and weak visitor conversion
• 48% of companies have difficulty hiring employees with base skills
and 32% have difficulty finding skilled labor
• Addressing D&I needs
Target Customers – Who?
• All industries, verticals, geographies and company sizes
• Crosssell to SAP SuccessFactors Onboarding, Succession
customers – highlight integration between solutions
• SAP ERP HCM (On-prem) customers looking to move to the cloud
– Recruiting is a great place to start (maturity in cloud)
• Supports 40+ languages including right-to-left (Hebrew and Arabic)
and any currency
• Target titles VP, Director of Talent Acquisition/Recruiting/Talent
Sourcing
Qualifying Questions
• What are the key challenges your organization is facing with
recruiting top talent?
• Do you know where your best talent is sourced from?
• How do your hiring managers participate in the recruiting process?
• What is your turnover rate?
• What is your strategy to capture and engage passive talent?
• How are you leveraging the mobile experience in your recruiting
process today?
• Solution Owner: Carrie Klauss – carrie.klauss@sap.com
• Global VP Product Sales: Brent Ellis: brent.ellis@sap.com
• SAP SuccessFactors Recruiting: Solution Marketing Jam site
• Material code: 8004475
Top Solution Differentiators
• Eliminate complexity (implementation, maintenance, adoption,
cost) of multiple systems and/or offline processes by moving to a
single, cloud-based solution
• Increase recruiter efficiency (through intuitive UI, automation,
mass capabilities) to allow time where it matters most –
understanding, engaging, nurturing, and screening candidates
• Extend posting reach and eliminate the onus of keeping up
with sourcing updates with direct access to 4,000+ sources
• Join a community of 3,300+ global recruiting customers – learn
adoption best practices, influence product strategy, benefit from
continued innovations
• Implement and extend ‘your way’ with flexible options (stand-
alone, with Core HR) and built-in value extensions (HXM suite,
Onboarding, partner apps)
• Make an impact on strategic initiatives – digital transformation,
diversity & inclusion, total workforce management, operational
efficiency
Proven Results and Proof Points
• With SAP SuccessFactors Recruiting recruiters reduce time to fill
by nearly 25% - 40%.
• Increase recruiter efficiency by 20% with streamlined applicant
management processes and tools
• SuccessFactors customers see reductions in new hire cost of
between 30-50% and agency fees by 90%
• Global job distribution – Distribute jobs for more than 4,000
sources across more than 80 countries including job boards,
colleges and universities and social networks.
• Modern candidate experience – Provide best possible candidate
experience, from career site to apply, with responsive design it
adapts to any connected device.
• Comprehensive applicant management – Build one global
process or regional processes to support business needs, adhere
to global compliance/data privacy needs; and create streamlined
recruiter and applicant.
• Line-of-site sourcing analytics – View analytics by job, source,
campaign, or any number of data points to get at the data quickly to
inform sourcing strategies from visit to hire.
Contacts and Connections
SAP SuccessFactors Recruiting is a leading cloud solution that
uniquely combines ATS, job distribution, and CRM capabilities with
intelligent technologies to deliver meaningful candidate experiences
at scale. Automated workflows, recommendations, and insights help
recruiters accelerate complex processes, eliminate unconscious bias,
and continually improve performance across the entire recruiting
continuum. The flexibility and extendibility, available through our
HXM suite and extensive partner ecosystem, ensure organizations
are investing in a long-term, strategic approach to sourcing,
engaging, and hiring the world’s best talent.
Perennial HR Challenges
• Designing and Restructuring Organizations
• Filling Jobs and Roles

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2022: Key Market Trends for Recruiting (People Perspective)
• Candidates looking for more than ‘just a job’ – employer brand, culture, diversity more important than ever
• People and skills shortage (‘soft skills’) continues – aging workforce, high unemployment
• Shift in focus from millennial to Gen Z – more likely to prioritize financial stability and job security
• Recruiters searching hard for the ‘right’ candidate (skills + potential + culture fit) – retention-focused hiring
• Virtual recruiting and remote/flexible working are here to stay – requires new tech, opens up new opportunities
• Heightened focus on internal mobility/talent mobility – question remains on TA’s role (own or support?)
• Diversity-focused hiring on the rise – tools/practices to reduce unconscious bias (rise in assessment testing), build diverse talent pools
• More feedback – to and from both successful and unsuccessful candidates
• Automation and AI = recruiter and hiring manager efficiency, candidate personalization/convenience
• Heightened focus on contingent workforce model – need for efficient total talent management
• Upskilling recruiters (marketers, workforce planning, data-driven market insights)
• Transition from candidate to new hire is key – in remote and high volume scenarios

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2022: Key Market Trends for Recruitment (Technology Perspective)
• ‘Great Rehire’ (US) or ‘Great Reboard’ (Europe) triggering investments in better recruitment technology – quantity + quality & diversity
• ‘Best of’ players continue to expand capabilities – moving to own more experience mind share for candidate, recruiter, and manager
• Heighted focus on skills elevating importance of consistent skills framework across employee lifecycle – starting with candidate
• Candidate relationship management / recruitment marketing – a ‘must’ have to compete for today’s talent, enabling a proactive approach
• Greater need for top of funnel / whole funnel analytics to support marketing/attraction efforts
• Continued focus on growing a strong ecosystem – customers looking for quick, plug and play options to address specific needs
• Systems being tested with high-application volumes – cloud platforms faring well but some unable to pass the ‘stress test’
• Virtual recruiting tools are here to stay – whether using existing workplace collaboration tools (Teams, Zoom) or recruitment tech
• Interview scheduling has become much less painful – integrations and channel options (chat, SMS (+NLP)) are key
• ‘Collaborative hiring’ – closer collaboration between recruiters and hiring managers (Teams/Slack)
• Personalization of the candidate journey – this is an expected, consumer-like experience; audience specific content, job
recommendations, journeys based on actions, etc.
• Recruiting success metrics shifting from time and cost to hire to value and diversity of hire – business outcome vs. transactional metric

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You can learn a lot about a company by visiting their career site, including:
 Who are they currently using as their primary Recruiting solution provider?
 Which partners are they using to enhance the candidate experience? i.e. Paradox, Eightfold, Phenom, Qualtrics
 What is the complexity and volumes of their hiring process?
 Which recruiting strategies are they focused on?
– Employer branding
– Pipeline building
– Mass hiring
– Entry talent
– Diversity recruiting
– Mobile recruiting
– Candidate feedback
 Are there potential gaps or areas of improvement in their candidate experience?
The purpose of this guide is to give you a few tips to help you identify an account’s current recruiting technology landscape and
strategies to leverage in your outreach and conversations.
Knowing is half the battle…

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1. Search [company name careers] or go to .com site and navigate to career site
1. Note: Ensure you are on the actual career site vs. on a Careers tab on main .com site – you should see ‘job search
functionality’ if on career site
2. Go to job search, click on a job posting, and click Apply – this is where you’ll typically see the name of the
vendor included, for example:
 https://elanco.wd5.myworkdayjobs.com/External_Career
 https://xjobs.brassring.com/TGnewUI/Search/home/HomeWithPreLoad?PageType=JobDetails&partnerid=25348&siteid=5039&jobid=817418&AL=1#jobDetails=81
7418_5039
 https://jobs.smartrecruiters.com/Biogen/743999720133224-china-aducanumab-national-sales-director
3. If vendor name is not included in URL, right click and select View page source and do a quick scan or Find
search to see if vendor name is referenced.
Who are they currently using as their primary Recruiting solution provider?

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• Makeup of job locations (regional vs. global)
• Makeup of physical job location (desk vs. deskless, office vs. remote)?
• How many job postings? (look at search totals)
• How many job categories/types? (look at search options)
• How many full time vs. part time vs. seasonal vs. specialized?
• Current hiring process? (look for ‘applicant help’ or ‘what to expect’)
What is the complexity and volume of their hiring process?

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 Employer branding
– Who we are / what we’re about / what’s in it for you
– Content elements (videos, employee stories)
– Promotion of social channels
– Alignment with corporate/.com site
 Pipeline building
– Join Talent Community
– Events / Virtual Events (landing pages)
 Mass hiring
– Multiple openings for similar job posting
– Specific call out of ‘hiring now’ for x
 Entry talent
– Call out for Students / Interns
– University events / Virtual events
 Specialized talent
– Call out for specific skills
– Resume/skills matching (partners)
 Diversity recruiting
– DE&I specific content, i.e. diversity initiatives and metrics,
employee resource groups
– Language in job descriptions
– Diversity reflected in site’s visuals
 Mobile recruiting
– Same / better experience on mobile
– Mobile apply
– SMS campaigns at play
 Remote/Hybrid hiring
– % jobs referencing remote option
– Call out of ‘flexible work models’
 Candidate experience optimization
– Surveys on career site
– Content re: application process / what to expect
– Partner apps at play
Which recruiting strategies are they focused on?

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• Quality of job descriptions (clarity of role, visual look and feel, video usage)
• Overall navigation of site (easy to explore, search, apply)
• Branding of site (alignment with corporate, modern look and feel)
• High time to fill (look at the ‘Posted X days ago’)
• Lag time for the rendering of career site or specific components (performance and scale)
Are there potential gaps or areas of improvement in their candidate experience?