RMK Pto PDF

SAP SuccessFactors Recruiting Marketing
Project Team Orientation (PTO)

HR835
Q3 2018
Agenda
 Introduction
 Job Data Requirements
 Career Site Builder
 Candidate Relationship Management
© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 2

Introduction
Project Team Orientation
Goals of the Project Team Orientation
 Welcome to the Project Team Orientation (PTO) for SAP SuccessFactors Recruiting Marketing (RMK). This
orientation is designed for major stakeholders within an organization who have the responsibility for
implementation and maintenance of the SAP SuccessFactors applications.
 The overall goal for the PTO is to provide a knowledge transfer on the core out-of-the box functionality of SAP
SuccessFactors Recruiting Marketing, including Career Site Builder (CSB), so that participants can make
informed decisions during the configuration workshop meetings.
 Some decisions have been made during the contract process, including:
 Whether your new career site will be developed using Career Site Builder, or if a custom career site will be
created by SAP SuccessFactors Professional Services. The focus of this document is on CSB
implementations.
 If brands will be implemented on your site.
 If additional languages will be implemented.
 Other decisions will be made during the course of your implementation. For example, early in the process you
will meet with a representative from the Media Team to discuss how SAP SuccessFactors can support your job
distribution goals.

SAP SuccessFactors Recruiting

SAP SuccessFactors Recruiting Overview
 SAP SuccessFactors Recruiting is sold as a bundle. The cost to implement each is priced separately.
 Implementation order:  or:
1. RCM 1. RCM
2. RMK & Advanced Analytics 2. RP
3. RP 3. RMK & Advanced Analytics
 Recruiting Marketing addresses the steps before the candidate accesses the Applicant Tracking System (ATS) –
everything up to clicking the “Apply” button. RMK works seamlessly with RCM to create a complete recruiting
solution.
 Recruiting Management supports opening job requisitions, processing candidate applications, conducting
interviews and other assessments, selecting the best candidate for a position, and the offer process.
 Recruiting Posting allows for pick-and-post job distribution to >3800 sources on every continent.
RP is fully integrated with SAP SuccessFactors Recruiting.
 Candidate Relationship Management enables customers to run programs to nurture, attract, and hire top talent.
To use CRM, customers must be using RCM, RMK/CSB, and Candidate Account Simplification (CAS).
 Recruiting (REC) customers can take advantage of Candidate Account Simplification (CAS), Recruiter Single Sign-
on (SSO), Mobile Apply, Real-time Job Sync, Social Apply, Candidate Relationship Management (CRM), Recruiting
Posting, and more.
HIRE
SOURCE ENGAGE
Recruiting
Recruiting Recruiting
Manage-
Posting Marketing
ment
(RP) (RMK)
(RCM)
 Pick-and-post job distribution to >3800  Responsive career site design  Configurable pipelines
sources on every continent  Self-managed career sites  Mass candidate actions
 Automated job distribution  Targeted campaign landing pages  Interview scheduling
 Postings on global social channels  Talent community  SMS notification and candidate
 Search-engine-optimized career site  Segmented and targeted candidate communication
and job postings marketing  Online offer letters with the SAP
 Line-of-site sourcing analytics  Localized in 46 languages Signature Management by DocuSign
application
 Campaign tracking and performance
analytics  Mobile tools to speed hiring manager
actions, such as approvals
 Candidate management reporting

Recruiting Marketing Overview
Typical RMK Applicant Flow
 This figure shows how job seekers can access a customer’s jobs on the RMK career site through a variety of
sources.

RMK Career Site
 Rich media support and branding integration provide

an opportunity to market your organization. Multiple
ways to search for jobs are provided, including
search, map job search, and featured jobs.

Responsive Design
 Responsive Design is a way of designing websites that allows optimal viewing (meaning easy navigation and
reading, and minimal scrolling) across a wide range of devices, including mobile, tablets and desktops.
 No additional setup is required to make Career Site Builder sites responsive. You can activate some
components for only specific devices, for example, a component can be active on a desktop browser, but not a
mobile device.
 Responsive design means candidates can apply on any connected device around the world.
 Device-recognition functionality provides the best user experience.

Subdomains
 SAP recommends a subdomain, created on the existing domain of the customer site, for the build of the RMK
site.
 The terminology that we recommend is jobs.<company>.com or careers.<company>.com, such as
jobs.bestrun.com.

Hosted vs. Integrated Solutions
 Fully Hosted: When a candidate visits the company’s corporate site and selects Careers (or similar link), they
are directed to the RMK Career site. All information regarding available jobs and additional information
pertaining to employment (benefits, culture, FAQs, and so on) are displayed in the RMK site.
 Integrated: The customer maintains at least some pages on their own corporate career site, and SAP maintains
pages in parallel to provide an integrated experience at a page level basis. SAP builds the same pages as a
standard build (Home, Category, Content, and so on); however, SAP does not host the full experience. The
customer manages at least some of their own content and assets, and when a candidate is ready to search,
apply for a position, or join the talent community, they are linked to the RMK Career site.
 Note: There are no two integrated sites that look the same. Some customers host everything except for the job pages. For
others, SAP hosts everything except one content page, and everything in-between. An integrated solution is based on what
the customer wants to host on their corporate site vs. what they want SAP to host, and this can vary greatly.

Integrated Example: Exxon Mobil – 1
 In this example of an integrated solution, candidates begin looking for jobs on www.exxon.com and are
redirected to Exxon’s own career site, where they choose a field, then are redirected to the RMK job grid page.
https://www.exxon.com/en/careers http://careers.exxonmobil.com/

Integrated Example: Exxon Mobil – 2
http://careers.exxonmobil.com/en/career-
fields/career-fields-overview/information-technology https://jobs.exxonmobil.com/search/

Backlinks
 A backlink is a link from one online source

(website, webpage, article, blog, and so
on) to another online source. In the context
of RMK, it is a link from the customer's
corporate career site to key RMK pages
such as category pages.
 The RMK tracking functionality records
where the candidate came from before
arriving at the RMK career site. All
backlinks to the RMK career site should be
source-coded and campaign-coded for
optimal tracking.
 The image shown here is from a Source
Report in the Recruiting Dashboard. You
can see that during the specified time
period, 41% of the visitors to this
customer’s RMK career site came from
their corporate (career) site.
Backlinks Example
 For customers with a hosted implementation, there

is typically just one “Careers” link on their corporate
site. This is where the backlink will be placed.
 Add “?utm_source=careersite” to the link (without
the quotes).
 For example, if the original link on the customer’s
site directs to https://jobs.company.com, you would
recommend that the company update the link to
https://jobs.company.com/?utm_source=careersite

Career Site Builder Overview
Career Site Builder (CSB)
 Career Site Builder sites are Recruiting Marketing career sites that customers can maintain with little help from
the SAP Support or Professional Services teams.
 Career Site Builder simplifies the implementation process and significantly reduces implementation timelines to
build a fully responsive RMK career site.
 All standard RMK features are included with a CSB implementation.
 Career Site Builder uses what is called a Site Kit (best practice templates) as an optional starting place.
 There are a set number of components (search, text, image, and so on) available with CSB, and more features
or components are added regularly.
 Most of the configuration takes place directly in the Career Site Builder tool within Admin Center, allowing
administrator self-serve for career site updates, edits, and changes.

How is a CSB site constructed?
Elements of the components Components can be arranged in

can be customized any order
Customize Logo and Menu Header Component
Customize Background Image
Subscribe Component
Customize Text and Colors
Customize Labels and Colors Search Component
Two Column Component

Customize Image and Text

Career Site Builder Administration Tool

Career Site Builder – Additional Notes
 Brands can be customized from the CSB user interface: images, colors, content. Custom branded home pages
can be created.
 Clients will not be required to pay SAP PS to upgrade their sites with new platform technology. Upgrades to
technology like Bootstrap will be automatic, enabled through major releases.
 Existing RMK sites will not inherit any of the CSB features or functionality without a reimplementation.
 Career Site Builder does not produce an exact replica of a client corporate brand. CSB has a fixed list of
components and configuration options that the consultant can select from when designing the site. However,
custom components can be added on any Career Site Builder page that allow a third party developer to insert
custom code.
 Professional Services-managed custom career sites can still be purchased for clients that require 100%
customization. These clients will need to understand that they will not have any ability to leverage the benefits of
Career Site Builder.

What are the differences?
Key Capabilities Career Site Manual

Builder Coding
RCM/RMK Candidate Integrations ✓ ✓
Real-Time Job Sync ✓ ✓
Built Entirely on Custom HTML ✓
Self-Serve Page Creation ✓

Custom Translation Management ✓
Content Delivery Network ✓
Branded Homepage Management ✓
Component Management ✓
Self-Serve Component Activation ✓
Engineering Managed Tech Upgrades ✓
Real-Time Content Changes ✓
Pre-defined Career Site Kits ✓
Candidate Relationship Management ✓
(along with RCM)
View Live CSB Career Sites
 One great way to decide what you would like on your new career site is to visit other career sites.
 For a list of Live CSB Sites, please visit: SAP SuccessFactors Administrator Learning Center > SAP
SuccessFactors Recruiting and Onboarding Administration Learning Room > RMK page.
 Need help to access the Administrator Learning Center? Please visit the Training page on the SAP
SuccessFactors Customer Community for instructions: https://community.successfactors.com/

Recruiting Marketing Core Components
Core Components Overview
 While the centerpiece of Recruiting Marketing is the career site, there are many other elements that comprise
the RMK solution. This section contains a high-level description of some of these elements.

Recruiting Dashboard
 The Recruiting Dashboard allows

customers to view data collected
on visitors, members and
applicants that visit Recruiting
Marketing sites. Users can also
configure some aspects of
Recruiting Marketing in the
Dashboard, such as roles,
marketing emails and URLs for
marketing campaigns.

Members Search
 Recruiters and Sourcers can find and connect with candidates who would like to work for your company and
have joined to your Talent Community.
Did you know?
ON A TYPICAL CAREER SITE…
ONLY ONLY
&
8% of visitors will
1/2
of those will
begin actually finish the
the apply process application
process
When are Candidates Looking for Jobs?
 As you can see from the graph in the Recruiting Dashboard, job seekers often look for their next job while they
are at work. It’s no wonder that they do not complete an application the first time they see a listing for a job they
would like to apply to.
Talent Community
 No more “Apply or Goodbye.” While your ultimate goal is to get completed applications from qualified
candidates, we know that only a small percentage of career site visitors apply to a job during their first visit. RMK
allow you to stay in contact with passive candidates as well.
 The Career Site provides a link on every page inviting prospects to join the Talent Community. Passive
candidates simply opt in to your Talent Community without applying and are kept apprised of jobs matching their
interests. The Talent Community allows recruiters to continue to engage passively interested candidates.
 When Candidate Account
Simplification (CAS) is enabled,
the “business card” that candidates
complete to join the Talent
Community is actually the
Account Create window.
See the next slide.

Candidate Account Simplification: RCM Account Create
 Candidate Account Simplification (CAS) is the best

practice when implementing SAP SuccessFactors
Recruiting.
 Using CAS, when a candidate clicks to join the Talent
Community, or when they click Apply Now, they are
directed to login or complete the Create an Account
page.
 This begins the candidate’s profile in RCM, and this
“business card” information is automatically updated
in the RMK database.
 Note that additional fields cannot be added to this
form.

Job Alerts
 Job alerts (formerly called “job agents”) are added automatically, depending on where the candidate has
navigated to. For example, if a candidate is on the Engineering Jobs page, they will receive alerts related to that
type of position.
 Job alerts can also be added or updated from the Candidate Profile page under the Options menu.

Talent Community Marketing
 Talent Community Marketing (TCM) provides custom mass email campaigns to your talent community. TCM
enables customers to create job-related newsletters, provide company updates, or other high touch email
campaigns. TCM also tracks the results of the email campaigns.
 This functionality has been expanded and enhanced through the use of Email Campaigns. See additional
information in the CRM section of this course.

Advanced Analytics
 Recruiting Marketing Advanced Analytics is a separate application from the Recruiting Dashboard. Advanced
Analytics combines the data from RCM and RMK to create full line-of-sight data from a candidate’s first visit to
their eventual hire.
 Advanced Analytics allows you to evaluate trends in source performance over time. You get insight into which
sources produce the best candidates, which allows you to adjust your media spend accordingly. You can view
your recruiting data across sources, locations, dates, job categories, and more.
 Customers use Advanced Analytics to answer questions such as:
 How many visitors does it take to get a hire?
 Are there sources that are not performing as well as we’d expect?
 Which candidates began an application but did not complete it? (Drop off)
 What’s my time to fill?

How many Visits, Applicants, Interviews, Offers does it take to get to a Hire?
 Notice from the “Average” column at the left that it can take hundreds or even thousands of visitors to a
customer’s career site to find the right candidate to hire.

Advanced Analytics Browse Report Example
 The Browse
report allows you
to drill into and
analyze your
Recruiting data.
 Data from RMK is
presented in
orange, data from
the ATS (RCM) is
blue, and source
costs (if captured)
are in green.

Advanced Analytics Implementation
 Advanced Analytics is implemented immediately following the RMK career site go-live.
 Trained consultants configure Advanced Analytics, and Professional Services creates the login credentials for
your end users (typically Talent Acquisition Leaders and HRIS Admins or Business Analysts).
 At the start of the Advanced Analytics implementation, you will provide your requirements for:
 Fields and labels
 Preferred syncing frequency (monthly is recommended)
 Status mappings
 User permissions
 During the implementation, your candidate statuses in RCM are are mapped to 5 statuses in Advanced
Analytics:
 Apply Completed
 Qualified
 Interviewed
 Offer Made
 Hired

Advanced Analytics Training
 Refer to the Recruiting Marketing Administrator Training Guide (HR832) for a listing of the most popular reports
in Advanced Analytics. Customer training materials can be downloaded here: http://smarturl.it/Training_Materials
 The Professional Services Advanced Analytics team can support any aspect of Advanced Analytics
implementation, from determining which data fields to use for your requirements to training your end users how
to use your new system. Usually training is recommended two months after Advanced Analytics is live, so that
enough data has been generated to demonstrate useful reports.

Search Engine Optimization (SEO)
 Job seekers often begin their job search using a search engine. One goal of Recruiting Marketing is to
enhance search engine optimization (SEO), so that our customers’ career sites appear in the search
results.
 Some of the RMK Career Site SEO capabilities:
 Crawler friendly – Most ATSs have their career
information trapped behind dropdown menus, and
search engines can’t index the information so the
sites do not show up in search results. Career Site Marketing jobs in Modesto
Builder produces search engine-friendly sites.
 Daily sitemap updates – When nightly
maintenance is run, sitemaps are updated with any
changes to job collections.
 Category pages – Building SEO value for a page
takes time, and job postings aren’t typically
available long enough to be highly ranked in  For more information about RMK’s SEO capabilities,
search engine results. But Category pages create please see the document “Recruiting SEO Capabilities,”
lasting SEO value provided on PartnerEdge.
How does SAP SuccessFactors help customers distribute their jobs?
Recruiters can use pick- • Recruiting Posting (previously named Multiposting) is

and-post from RCM tightly integrated with Recruiting Management
Some job postings can be

• Standard XML Feed (includes all jobs)
automated via XML • Custom XML Feed (filtered list of jobs)
Feeds by the Media team
Recruiters and others may • First generate a tracking link from Recruiting Management
post jobs manually > Source Tracker
to LinkedIn or other sites • Or use the Recruiting Dashboard > URL Builder
Note: Third-party vendors such as eQuest, Broadbean or Solique can be integrated using OData APIs.
Job Distribution Options
Recruiting Posting XML Feeds Organic Network

• Enables Recruiting customers to send • Automated and intelligent routing of • SAP SuccessFactors Recruiting
individual jobs on thousands of job jobs to a specific job board based maintains a partnership network
boards and universities upon all available jobs (standard) with a number of job aggregators
• Allows for the job creation and job or filtered positions based upon and niche boards that drive traffic
delivery to exist within a centralized pre-selected rules (custom) to customer sites at no added cost
job management from start to finish • Job boards collect from direct XML • Delivery is automated to contain all
• Initiates the capture of a job (RMK or feeds based on their collection jobs or with controlled filtering
RCM) URL with the ability to deliver schedule but are available 24/7 based on job/industry relevancy for
candidates to the proper Recruiting • AUTOMATION WITH VIRTUALLY partner
apply process NO USER ACTION • Available for customers to “opt-in”
• USER ACTION BASED ON EXACT • Requires contract or relationship for this free automation for daily
INVENTORY & PERMISSIONS with the job boards delivery post-launch
• Requires contract/credentials with job • NO USER ACTION NEEDED
boards & schools • Does not require a contract with
• MANY jobs to ONE job board
the job boards
• ONE job to MANY job boards
• Signed Authorization Required

Job Distribution Combinations
 Recruiting Posting & XML feeds are not a one vs. the other option. They are meant to work in concert for a full
job delivery solution. Possible combinations may include:
 Recruiting Posting:
 Finite Inventory Job Board Postings (that is, LinkedIn, CareerBuilder & Monster) split by Line of Business,
Brands, and so on
 Identifying Sponsored Postings on “Cost Per” Sources (that is, Indeed PPC, Glassdoor JobAds, and so on)
 College/University Postings
 Social Media Postings
 Standard (All Job) XML feeds:
 Job Aggregators (Indeed, Jobs2Careers, and so on) for free listings/Organic Network
 Unlimited Inventory Job Boards (that is, RecruitMilitary.com)
 OFCCP Compliance Postings (that is, Direct Employers)
 Custom (Filtered) XML feeds:
 Niche Job Board Automation (that is, All Part-Time/Hourly jobs on SnagAJob)

Media Management
 Recruiting Marketing Media Services is an opt-in service that allows customers to leverage a dedicated team of
recruiting analysts and strategists to assist customers in managing and optimizing their online recruiting spend.
 This team is able to support customers at two levels:
 Campaign Management for short term hard-to-fill needs
 Agency of Record for annual and ongoing planning, management, reporting/analysis and execution of the customer’s
recruiting strategy
 These services are purchased separately from Recruiting Marketing and can be tailored to the customer's
needs, however (depending on the job board) may not cost anything additional beyond what you are already
spending directly with your sources today.
 You will meet with a member of the Media team early in your implementation so that we can support your job
distribution goals.

Social Network Recruiting
 Recruiting Marketing leverages our customer‘s Facebook, LinkedIn, and Twitter presence so they can deliver job
listings and content automatically and consistently to their social networks.
 Share talent landing pages on Facebook, Twitter, and LinkedIn through our share widget or status updates.
Users see new job opportunities and are taken directly to the candidate landing page, one click away from
applying.
 Custom RSS feeds automatically push listings into Facebook, LinkedIn, and Twitter on a daily basis.
 Listings and job search results on LinkedIn also point directly back to branded job pages for exact source
tracking.

Customer Roles
Customer Roles – 1
 Project Sponsor
 Identifies and secures support from the necessary internal stakeholders.
 Removes internal obstacles if they arise.
 Provides final approval.
 Attends project status meetings.

 Project Manager
 Coordinates internal deliverables and drives to deadlines.
 Collects all internal feedback on design, copy, and graphics and provides to SAP.
 Notifies SAP of any potential delays.
 Asks questions.
 Provides feedback throughout the implementation on how we can better partner with their organization.
 Confirms the site is built to agreed-upon specifications during transition.
 Provides any agenda items that the organization would like to cover in the project status meetings and attends
these meetings.

 Marketing/Communications Contact
 Provides approved graphics and brand access to brand guidelines.
 Approves mock-ups, copy, and graphics.
 Engaged early in the process (kick-off call) to avoid late- stage changes.
 IT Administrator/Webmaster
 Sets up Web site (sub-domain) and SSL.
 Implements backlinks to key pages on the SAP site and appropriate SAP widgets (search, join map, and so
on) on the corporate web site or corporate careers site.
 ATS Administrator
 Only for non-Recruiting customers: Adds SAP as a source in the applicant tracking system (ATS), and sets up
the integration of data from the third-party ATS to the CSB career site.

Implementation Process
Implementation Introduction
 CSB: To implement Recruiting Marketing for English is estimated to take approximately 16 weeks from formal
project kick-off meeting to site launch:
 Planning and Scoping (Prepare phase): 4 weeks
 Solution Construction (Explore phase): 8 weeks
 Testing and QA (Realize phase): 2 weeks
 Site Launch (Deploy phase): 2 weeks
 The following factors may impact the estimate or schedule:
 Additional languages & brands
 Lack of customer-dedicated resources
 Customer’s ability to provide approvals and assets within requested timeframe
 Complex rules or business processes
 Business process change requiring significant organizational change management

Project Phases – 1
 During the Prepare phase:

 The Readiness Checklist is completed and the initial employment brand assets (web style guide and career
site images) are delivered. See additional information in this section.
 The project kick-off meeting is held.
 The functional consultant presents recommendations regarding site design and content.
 The configuration workshops are held, and the first draft of the Configuration Workbook is completed.
 The project plan is created.
 The customer completes the Job Distribution Sources tab in the Configuration Workbook to map out all of the
current sources that you are using.
 The Media Intake Meeting is held, where the Media team works with you to develop a job distribution strategy.
 The functional consultant configures the Recruiting integrations, including Recruiter SSO and Real-time job
sync. See additional information in this section.

Project Phases – 2
 During the Explore phase:

 Iteration 1 of the customer’s career site is built and tested.
 The Subdomain, Secure Socket Layer (SSL), and Social Subscribe and Apply are set up. See additional
information in this section.
 During the Realize phase:
 Any issues uncovered in Iteration 1 are addressed, and Iterations 2 and 3 are completed and tested.
 If additional languages are to be enabled, that work is completed at this time.
 The consultant works with the customer to complete user acceptance testing and resolution, and obtains
production readiness sign-off.
 During the Deploy phase:
 The public site is moved from stage to production.
 Additional job distribution tasks are completed by the media team and consultant.
 Advanced Analytics is implemented.

Readiness Checklist (Intake Form)
 Before the consultant can begin implementing RMK, the customer provides:
 Completed Readiness Checklist – Lists your project team, career site goals, Category pages, Content
pages, and more.
 Web Style Guide – A document that outlines how to display the company's brand online, including color
palette, font, use of logo, appropriate images, and so on.
 Employment brand graphics – A minimum of 15-20 images are recommended to start. Additional information
is provided later in this training.
 See the Configuration Workbook information for additional requirements.

Recruiting Integrations
 Career Site Builder requires a working Recruiting Marketing/Recruiting Management integration. This includes:
 Candidate Account Simplification (CAS) – Provides candidates with a single point of access to manage
their accounts and profiles across Recruiting; discussed earlier.
 Recruiter Single Sign-on (SSO) – Provides one-click access to the Recruiting Dashboard, plus access to
Career Site Builder when appropriate permissions are set up in CSB Role Based Permissions.
 Real-Time Job Sync (RTJS) – Updates job information on the career site in near real-time when job
requisitions are added or modified in Recruiting Management.
 Mobile Apply – Allows candidates to apply for jobs via their mobile devices.

Secure Socket Layer (SSL)
 The purpose of setting up SSL is to encrypt personal data being passed between RMK and RCM when a
candidate applies to a job.
 The setup involves the consultant, the customer, and Engineering.
 Note that SSL is only enabled for the production environment.
 Stage SSL is a low level of security settings applied to the entire environment. SAP may enable it, but most
users see a certificate error during UAT as a result. This is not a defect.
 Tip: The SSL expiration date is displayed in the backend Command Center.

Social Subscribe and Apply
 The Social Subscribe button allows a user to join the Talent Community using either LinkedIn or Facebook
information, or to join manually (the current behavior).
 The Social Apply button allows a user to begin the apply process using their profile information from LinkedIn,
Facebook, XING or Seek; or they can enter their information manually.
 If your company would like to use Social Subscribe or Social Apply, you will need an API key. API credentials are
also required for other third-party requests to gain access to the RMK system, such as Job ATS Integration.
 Tip: Customers own the API Key, but consultants will need to enter it into Command Center.

Apply with LinkedIn
 LinkedIn has modified the Apply with LinkedIn feature, which transmits selected information from the
candidate's LinkedIn profile to their Candidate Profile when they submit an application to SAP
SuccessFactors Recruiting.
 SAP SuccessFactors worked with LinkedIn to develop the new Apply with LinkedIn functionality, which uses
Recruiting Marketing's Social Apply workflows.
 To use this feature, customers must have a contract with LinkedIn and must be using LinkedIn Recruiter or
LinkedIn Job Slots. You can read more about the feature here: https://business.linkedin.com/talent-
solutions/product-update/jobs/apply-starters.
 If you decide not to take advantage of the new version of Apply with LinkedIn, you may want to configure
resume parsing, as far more fields can be taken from the uploaded resume and filled in on the
profile/application, which makes the application process faster and easier for the candidate.

Review the Site during Weekly Meetings
 Obviously, there are many, many options for your new career site, and you will not be aware of all of the
possibilities at the start of the project, when the Configuration Workbook is completed.
 You may want to work with your functional consultant to create a template page for the Category and Content
pages, and review the layout before the consultant builds each of your pages.
 During the weekly meetings you will have an opportunity to view progress of your site.
 The Configuration Workbook must be updated with any changes to the original specifications.
 If requested changes are significant, a change order may be required.

Decisions Checklist
Decisions Checklist – 1
1. What goals do you have for Recruiting Marketing (for example, branding, analytics, user experience)?
2. Is there anything about your current career site you’d like to change?
3. What is the preferred name of the subdomain for your career site? (such as jobs.company.com or
careers.company.com)
4. Will your career site be Hosted (the RMK career site replaces your existing career site) or Integrated (your
company hosts some career pages on a corporate site, and candidates link to the RMK site for job searches,
join the Talent Community, apply to a job, and more)?
5. Would you like to include any widgets that link to your new RMK career site from your corporate site?
6. Which Social Subscribe and Apply options do you want to enable for your candidates? (Facebook, LinkedIn,
XING, Seek)
7. Who will comprise your implementation project team?
8. Do you have a web style guide?
9. Where will you get your employment brand images?

10. What topics would you like to use for your Content pages? In other words, what recruitment strategies would
you like to emphasize on your site, such as diversity, campus recruiting, work/life balance, community
involvement, retail, corporate, and so on?
11. What topics would you like to use for your Category pages: high-volume or hard-to-fill positions that are core to
your recruitment strategy? These strategy pages typically coincide with a “Job Family” or “Department.”
12. Which members of your staffing team will need to be set up with Recruiter Single Sign-on (SSO)?

Job Data Requirements
Job Data Overview
The Many Uses of Job Requisition Data
 The fields on the RCM requisition template are used for many purposes:
 Job information - For both candidates and the talent acquisition staff
 Page Rules – Determine which jobs display on which Category pages
 Search Grid – Columns displayed after a job search
 Job Page Layouts – Fields that display on job postings
 Advanced Analytics reports – Which fields are required to report on Source effectiveness?
 Examples for each are provided in this section.

Recruiting Data Mapping Table
 Your consultant will help you

navigate the data mapping.
 Be aware that not all fields
from RCM map directly to
RMK and Advanced
Analytics. The 5 Custom
Fields (listed at the bottom)
are used for that purpose.
 Notice that in some cases
the field name (label)
changes after mapping. For
example, see the Category
field in this table.

Mapping Example
 Data mapping is done in Admin Center

> Setup Recruiting Marketing Job Field
Mapping.
 Please refer to the following tables in
the CSB Administration Guide for
specific data and mapping instructions:
 Recruiting Management Field
Specifications
 Technical specifications for Recruiting
Marketing fields
 Mapping RMK fields to RCM fields for
Real Time Job Sync

Common Use Cases
Common Use Cases: Page Rules
 The Solr (database) field name is used to write rules to direct jobs to the desired category pages.
 In this use case, the customer would like to categorize their jobs by department. Jobs in the Engineering
department will appear on the Engineering Jobs category page.

Common Use Cases: Search Grid
 The standard fields on the search grid are Title, Location, and Date (the posting date).
 From the Search Grid column on the data mapping table, you can see that these additional fields can be
mapped: State, Department, Shift Type and Facility. If a different field is requested and if Shift Type or Facility
are not used, either of these fields can be repurposed for use as a column on the Search Grid.
 In the use case shown here, the customer would like Req Id to be a column.
 In Admin Center map the RCM Req Id field to the RMK Facility field.
 In Career Site Builder, use the Translations menu to rename “Facility” to “Req Id,” and add Req Id as a column in the search
grid.
 Notice in this example that the customer has also enabled the Department field as a column and used the
Translations menu within CSB to relabel it “Job Category.”

Common Use Cases: Job Page Layouts
 Customers can choose to customize the layout of their job pages on

their RMK career site. In this use case, the customer would like to
display these fields: Description, Title, Location, and Category
(corresponds to Department in RCM and can be relabeled in CSB).
 Tip: In the backend Command Center, one field is selected to filter on
for job page layouts, as shown here. In this example, a different layout
can be created for each country where there are open jobs.

Common Use Cases: Advanced Analytics – 1
 Advanced Analytics reporting is geared towards talent acquisition

leadership who need to decide how to spend their recruiting
marketing budget.
 What are your requirements for reporting on source effectiveness?
 How will the data need to be parsed to get those results? For example, do
you need to filter by brand, business unit or location? The correct fields
must be configured in RCM and mapped to RMK.
 For our first Advanced Analytics use case, the customer wants to
know the number of sources they’re using, broken out by Division.
From the data mapping table we see that the RCM Division field
maps directly to the RMK Business Unit/Division field.
 In Advanced Analytics, the customer will generate the Ask report
“What is my sourcing footprint?” (Not shown here.)

 For our second Advanced Analytics use case, the customer wants to review source effectiveness by brand.
Notice from the data mapping table that not all of the standard fields map to Advanced Analytics, such as brand.
In that case, in addition to populating the Brand field in RCM, you would also map it to one of the five Custom
Fields, as shown here.
 In Advanced Analytics, the customer will generate a Browse report to review how qualified the candidates are
from each source. For example, did a lot of the candidates from Indeed get hired?
 Tip: During the configuration of Advanced Analytics, the fields can be relabeled in Command Center.

 Most customers want these fields

(among others) for Advanced
Analytics reports:
 Category
 Department
 Location
 Business Unit
 Facility
 Brand, if used
 Req Id*
* Tip: Req Id is provided to
 Custom Field 1-5 Advanced Analytics by
 Recruiter default, but with the locale
 Hiring Manager appended, as shown in this
 Pay Grade example from Command
Center. For example, “85-
en_US” rather than just “85.”

Brands in Recruiting
Brand Management
 Customers can now create new brands from the Brand Management page in Career Site Builder.
 These brands are stored in the MDF format that is available across all of Recruiting and other SAP
SuccessFactors components.
 Brands can also be created in Admin Center, under Manage Data. The brands are reflected in both CSB
and RCM.
 A field for the MDF brand can be added to the RCM job requisition template, so that jobs can be associated
with the correct company brand.
 The MDF brand field is mapped to the Brand field in RMK
from Admin Center > Setup Recruiting Marketing Job Field
Mapping. Also map the brand field to a Custom Field, if page
rules need to be created for brands, or if the customer
would like to report on brands in Advanced Analytics.
 Note that the original brand functionality required a picklist to be created and associated to the standard
Brand field in RCM. The picklist and standard Brand field are no longer required to be used.
 Tip: Brands no longer need to be created in Command Center, but the use of brands must still be enabled
from Site > Site Setup > Settings: Branding On.

Location Formatting
Multi-location Job Posting
 New functionality allows for job requisitions with multiple location values,
where a job can be filled in more than one location.
 One of the location values must be selected as the Primary Value.
 Each of the location values are sent to Recruiting Marketing.
 Multi-location posting only works with the standard Location Foundation
Object field.

Location Foundation Object
 Foundation Objects (FO) are used to set up data that can be shared
across the entire company.
 Location is the only FO supported in Recruiting to date.
EC is not required.
 When using FO, Location is not derived from the User Data File.
FOs are configured in the Corporate Data Model.
Careers page example in SF

HCM when Location is set up
as a Foundation Object
Some Advantages of Using the Location FO
 You don’t need these fields on the requisition: City, State, Postal Code.
 You don’t always need to maintain two Country fields. For example, the Country filter field (for the Careers
page) is not needed.
 Note that if your customer uses application overrides, you will still need to set up the standard country field
and select the possible options from Admin Center > Set up Job Board Options.
 Note that the standard country field is used for Data Privacy too.
 If using the Location FO, your mapping will look similar to this:
From Admin Center >

Setup Recruiting Marketing
Job Field Mapping

Original Location Functionality
 “Location” within RMK traditionally referred to the concatenation of four RCM fields: City, State, Country, and
Postal Code (when used).
 Examples:
 San Francisco, CA, US, 94103
 Sydney, Australia
 The data is made up of these elements:

 City – Required for all jobs
 State/Province – Should be populated for all jobs
 Country – Required for all jobs
 Postal Code – Not required, but can be very useful in supporting RMK features such as radial search

Original Location Formatting
 The most common error in data formatting involves location information. If the location is not configured
correctly, there will be issues with the job map, search grid, job distribution, and more.
 FOR EVERY JOB SPECIFY A SINGLE, PRIMARY LOCATION.
 A multi-select picklist cannot be used for location.
 Secondary locations can be listed in a separate field or in the body of the job description. In that case, you
will enable only the Keyword search on the career site, and disable the Location search from Command
Center, as shown. Then when candidates search for any location, it will be found from the Keyword search.
From Command Center > Site > Site Setup > Search

Original Location Field Types
 The Country and State fields must be configured from Admin

Center > Set up Job Board Options, which sends the standard
ISO abbreviation: 2 digits for the Country, and 4 digits for the
State, as shown in the screen capture. Do not use a picklist for
Country or State.
 Country – Use the standard, derived field for country (field
name = country), and select from Set up Job Board Options.
 State – Use the derived field for state (field name =
stateProvince), and select from Set up Job Board Options.
 Note: Even if you do not select the states from Job Board Options, if
you select the country there, when you choose that country on the
job requisition, you will be able to select the state on the requisition
as well.
 City – Recommended to be set up as a picklist to ensure data
integrity.
 Postal Code – Also recommended to be set up as a picklist.

Best Practices for Other Fields
Job Title and Job Description: Best Practices
 Based on the job title, candidates form an opinion on jobs within three seconds.
 If you’re looking for external candidates, don’t fill job titles and descriptions with internal references; use terms
that are universally meaningful.
 Here are some examples of descriptive job titles:
 Human Resources Project Manager (as opposed to “Project Manager”)
 Advertising Traffic Coordinator (as opposed to “Coordinator II”)
 SAP Implementation Specialist (as opposed to “Implementation Spec.”)
 Every word in your job description is data. Do not include data in your descriptions that is not relevant to that
specific job. Company info, benefits, descriptions of the town, and so on are great for other pages of your career
site, but do not belong in a job description.
 Each job description page is a unique and indexable web page. For optimal SEO value, place the most unique
data at the top of the page, moving to more generic copy towards the bottom.

Tips: Pasting Job Descriptions in RCM That Will Render Well in RMK
Paste as plain text

Paste from Word
Paste as plain text

 This button behaves as though the recruiting user pasted the copied content in Notepad or another plain text
editor, then copied that content and pasted it into the job description field. This strips 100% of existing formatting
out of the content and the recruiting user can start fresh and apply new formatting.
 This button should be used if the recruiting user has copied content from another web page. The copy action can
pick up HTML content the recruiting user does not realize is there, and those third party HTML tags may wind up
appearing visibly in the job description if the recruiting user does not paste as text.
Paste from Word

 This button strips out unsupported MS Word formatting and preserves as much formatting as can reliably be
supported in various web browsers.

Job Title and Job Description: More Best Practices
 For complete details, please see the table “Recruiting Management Field Specifications” in the CSB
Administration Guide.
 Job Title: Use the extTitle field.

 Job Description Content: A job description is required. Use the extListingLayout field. The first few sentences
of the job description should be specific to the job.
 Job Description Formatting: Bullets and fonts come across from RCM to RMK for customers using Real-time
Job Sync (RTJS). The use of advanced HTML, such as tables or heavily formatted content, is not recommended
and may result in display issues in RMK and downstream boards. Simple tags like <li>, <b> are acceptable, but
not advanced tags such as <div> and <span>. If job information is not displaying properly, or customers need to
make changes, they can update their job descriptions in real time.

Character Limits
 Data fields have character limits. Data fields truncate if a limit is reached.
 Depending on the type of field, exceeding the character limit may prevent a job from
importing.
 Truncation may prevent rules from working for strategy pages, feeds, and other
functionality based on keywords.
 The limit for job description field is 64K+ characters (very, very large), and so is rarely
exceeded. Be aware, however, that if there are embedded images in the RCM job
description, this may cause the size to be exceeded and the job excluded. It is
recommended to instead link to a hosted image.

Data Consistency
 Data consistency is critical to Recruiting Marketing working successfully!

 For example, in order for page rules to work correctly, the data fields must be populated in a consistent way.
 Whenever possible, use picklists rather than text fields.
 Where feasible, mark the critical fields as Required on RCM job requisitions.
 If a mapped field does not contain a value, it can affect the display of picklists or other UI elements.

Decisions Checklist
1. Which fields on your RCM job requisitions will be used to determine on which category page(s) your jobs will
appear? For example, will your jobs contain a field for Department or Category to route the job to the correct
page
2. Which fields would you like to be searchable on your career site (in addition to Keyword and Location)?
3. Which columns would you like to display on the search grid?
4. Would you like to customize your job page layouts? If so, which fields would you like to include?
5. What are your requirements for reporting on source effectiveness in Advanced Analytics? Which fields will
need to be configured in RCM and mapped to RMK to support your reporting requirements?
6. On your RCM job requisitions, is a primary location specified for each of your jobs?
7. If you have positions that could be filled in more than one location, are you using the Location Foundation
Object to define them?
8. Are each of these fields marked as required for your jobs: City, State/Province Country, Zip or Postal Code (if
used by the country)?

9. Is the 2-digit ISO code associated with the Country field, and the 4-digit ISO code associated with the State
field? (from Admin Center > Set up Job Board Options)
10. Are fields on your requisitions, such as City and Postal Code, populated consistently?
11. Are your job titles and descriptions meaningful for external candidates?

Career Site Builder
Text Content for the Web
Text Content for the Web – 1
 Text and typography have to be easy and pleasant to read (that is, they must legible).
 Content should be easy to understand.
 Content should be skimmable because web users don't read a lot. Studies show that in a best-case scenario, we
only read 28% of the text on a web page.
 Use high contrast text (for example, black text on white background).
 Choose an easy to read font.
 Sans-serif fonts (for example, Arial, Verdana) are generally considered more legible on web than serif fonts (for
example, Times New Roman).
 Use fonts consistently across all modules, on all pages.
 14-16 points is our recommendation for body text to be best read on desktop and mobile.

 Keep content concise.

 Get to the point as quickly as possible.
 Use half the word count or less than conventional writing.
 When chunking information into blocks, focus the bulk of the content on the most important information, and
position it near the top of the page.
 Break up lengthy content.
 Use headings and subheadings that clearly contrast with the rest of the text (bolder, larger, and so on).
 Use simple and concise headings.
 Use keyword-rich headings to aid skimming.
 Use bulleted or numbered lists when possible.
 Use relevant visuals to break up lengthy content.
 Display the company’s name visibly on the page.
 Use digits, rather than writing out numbers.

Text Content for the Web
 Best practice for using links:

 Include only links that will assist the user to achieve their main objective: applying to a job or joining the
Talent Community.
 Use descriptive labels, not “click here”.
 Use consistent styling for all links on the site.
 Ensure that links look different than normal text. Blue is strongly associated with links on the web, so avoid
using blue text for other purposes.
 Immediately display what the user expects to see, right on the link’s destination page.
 Ensure that links have enough space to be clickable on mobile devices.
 Limit the links that send the candidate to a different site; the objective is to have the candidate apply for a
job or join the Talent Community
 Best practice for buttons:
 Use descriptive labels.
 Use brighter colors within your brand to draw the most attention to these calls to action.
 Immediately display what the user expects to see on the destination page.

 Best practice for “sign up” forms (such as the Business Card):
 The registration link is titled “Sign Up” and is placed in the right upper corner.
 Sign-up forms have a simplified layout to avoid distractions for users.
 Less fields are better and encourage candidates to complete the form.
 Source: 7 Best Practices for Improving Your Website’s Usability
http://mashable.com/2011/09/12/website-usability-tips/#htGpfV9Ouqqg
The Candidate Experience
Custom, targeted landing pages increase candidate engagement
 Create a welcoming experience with pages built specifically

for recruiting campaigns
 Create an engaging experience for targeted candidate
pools with job category pages
 Put the most relevant jobs in front of candidates to reduce
searching and simplify the application process
How long does it take to judge a website?
 Google researchers found that not only will users judge websites as beautiful or not within a fraction of a second,
but also that “visually complex” websites are consistently rated as less beautiful than their simpler counterparts
 Moreover, “highly prototypical” sites — those with layouts commonly associated with sites of its category — with
simple visual design were rated as the most beautiful across the board. Career Site Builder sites are highly
prototypical. They improve candidate conversion rates because they are easier to navigate and there is less
guesswork for the candidate.
 Source:
http://static.googleusercontent.com/external_content/untrusted_dlcp/research.google.com/en/us/pubs/archive/
38315.pdf
Simplifying design, before and after
 The “after” design is much more open with whitespace.

 Images feature a single product with high-resolution pictures & contrasting colors.
7 Rules of planning a simple site
1. Research your audience and the sites they visit the most. Look for case studies on design changes from those
sites and how those resulted in improvement in key areas.
2. Create a mashup of all those “working” components for your own site.
3. Obey the rules of cognitive fluency when you lay out your design. Put things where your visitors have grown
accustomed to finding them.
4. Rely on your own colors, logo, and typeface to communicate clearly and subtly. Don’t add copy and/or images
unless it communicates something your visitor actually cares about.
5. Keep it as simple as possible — one large image vs. a bunch of little ones, one column, instead of three —
utilize as much white space as possible.
6. Double check to make sure your site fits the public expectation in aesthetics, speed, and so on
7. Remember that “prototypical” doesn’t mean that every aspect of your site should fit that mold.
 Source: https://medium.com/@tommyismyname/why-simple-websites-are-scientifically-superior-
168074e9575#.dwy8r9pdx
Career Site Page Types
Standard Inclusions
 The following list highlights the features that are typically included in an RMK site:
 Responsive design for desktop, tablet, and mobile optimization
 Home page
 Up to 10 Category pages
 Up to 4 Content pages
 Search Results pages (“Search Grid”)
 Job Description pages
 Interactive Job Map page
Not Included in Base Scope
 The following implementation tasks are not included in the base scope:
 Creation of graphics/video/flash, stock photography, or copy writing
 Configuration of modules or products other than Recruiting Marketing
 Language support beyond one primary language
 Multiple brands
 Private or onsite training sessions
Career Site Page Types
Page Name Function
Home Page The main page of the career site. A home page can be created for each active locale and brand.
Content Page (formerly called Company Part of a Recruiting Marketing career site that contains company content, like benefits information
Pages) about the company.
Category Page (formerly called Strategy These pages display jobs grouped together based on keyword, location, or other job data. In
Pages) addition to jobs, the page typically includes custom copy and graphic or link to a video. Links to
Category pages are usually found in the header under “Featured Jobs.”
Landing Page Campaign-specific pages designed for a specific audience, which reaches them from online
advertising buys. Landing pages are not indexed in search engines (site maps), and may be
intended for short-term use.
Job Page The Recruiting Marketing Job posting page that contains all the external job content from
Recruiting Management. The layout can be customized.
Headers
 The goal of the header is to allow the candidate to achieve consistent site navigation. Include links that support
the main objectives: apply for jobs and join the talent community.
 Best practice for the header includes About Us (drop-down to see all content pages), Featured Jobs (drop-down
to see all category pages), Locations (Google map), Sign In, and Join Talent Community (often under “Not
finding a job?”). For multi-locale sites, include the Language Selector as well.
 Include the customer logo at the top left, which links to the Home page when the user is on other pages in the
platform.
Footers
 Best practice for the footer includes: Careers Home, Corporate Home, Top Jobs, View All Jobs
 Top Job Searches and View All Jobs is recommended be included on the site, usually in the footer. These two
pages are essential for search engines to index all of the pages and the site itself.
 Use a row footer or column footer or both.
 When including social links:
 Choose only social networking links that are
specific to job seekers.
 Social links are presented in the footer or
near the bottom of the page.
Home Page
 Hallmarks of a Home Page

 Header
 View Profile (links to RCM)
 Search functionality, prominently placed
 Subscribe functionality, prominently placed
 Featured Jobs (Category pages)
 Job Map
 Footer
Category Page
 Category pages are typically used to highlight hard-to-fill and high volume positions.
 Standard RMK sites includes 10 Category pages.
 You can use Category pages to represent job categories, brands, locations, and so on.
 You can have jobs display on more than one Category page.
 Limit the amount of content on Category pages to reduce the amount of scrolling applicants have to do to reach
the job table.
 Users can find links to these pages within the Featured Job section on the Home page.
 It is best practice for each Category page to use the same layout, though different components can be used for
different category pages. It is also best practice for the customer to provide unique copy (text) and an image or
video for each Category page.
 The best practice is to use specific data fields from the ATS, such as Department, Business Unit, or Function, to
determine which jobs map to these pages.
Category Page
 Hallmarks of the Category Page

 Header and footer navigation
 Category Page Title (for example, Marketing Jobs or Finance Jobs)
 Main content ("Hero section"): image/graphic/video and text relevant to
the group of jobs
 Search functionality – searches the entire job collection
 Filter functionality (for example, title, location, date, and custom fields)
 Jobs on this page – defined by rules in Command Center
 Ability to share jobs via social network or email
Content Page
 No jobs are included on Content pages; instead, these

pages contain information about the company culture,
benefits, diversity, university programs and internships, and
so on.
 Standard RMK sites includes four Content pages.
 Links to these pages can be included in a drop- down
menu on the home page, within the body of the home
page, or within the footer.
 Your company may choose to host one or more of the
content pages on your corporate career site. In that case,
the link will open the page in a new window.
Landing Page – 1
 Customers can attract candidates

in a specific target audience by
online advertising buys that link
the candidates to a landing page
designed specifically for them.
 Possible examples:
 Advertise a Career Fair on
LinkedIn.
 Launch a campaign on
Facebook to attract recent
college grads.
 Advertise about careers with the
company on Indeed, not for a
specific job posting.
 Purchase Google AdWords.
Landing Page – 2
 Data Capture Forms may be added to landing pages to capture information about the candidate which is
saved to the Candidate Profile.
 Build the forms right in CSB, and drop them onto any landing page.
 A custom plug-in component may be added to the landing page to launch an Event page (registration).
 Landing pages may be used for a period of time and then deactivated or deleted, if desired. For example,
create a landing page for college grads in May and delete it in July, assuming the company’s recruiting needs
have been met.
 Two columns are supported on CSB landing pages.
Search Results Page
 The default columns in the job table are Title, Location, and
Date (the posting date), though you can change these column
titles.
 Up to five columns can be included, but we recommend no
more than four.
Job Description Page
 The following are common on an RMK Job Description

page:
 Header and footer navigation
 Search by keyword functionality – searches the entire job
collection
 Social sharing icons
 Link to join the Talent Community
 Apply Now buttons at top and bottom
 The nearest major and secondary markets and job
segments
 Site Segments are system generated based on rules
that analyze job description content.
 You will select the appropriate Site Segments in the
Configuration Workbook and your consultant will select
the site segments in Command Center.
Job Description Page Features
 The job title, job description, and data fields are

collected from the ATS.
For customers who are using RCM, Real-time job sync
will pull in the styling for the job description from the
XML code.
 Using the Job Page Layout functionality, custom
layouts can be configured for one “filter” field, and also
for each locale and brand.
 For example, if a customer is using Country as their filter,
they can configure a custom layout for the United States for
both Brand A and Brand B.
 The Custom Layouts Editor in CSB allows for two columns
which can contain the job title, description, other fields from
the requisition, images, videos, job map, and featured jobs.
RMK Locations Map Page Features
 The following are supported with the Google

Map page:
 Mobile browsers
 Google Chrome
 Localization (in the candidate’s native
language)
 Appropriate political boundaries
 Some customizations, such as which map to
use and the color of bodies of water
CSB Page Components
Page Components
 To the right is a list of the types of components that can be added to pages
created with Career Site Builder. This list is current as of Q1 2018.
 Components are added/updated regularly. Existing CSB sites can take
advantage of the new features.
Custom Plugin – 1
 The Custom Plugin component is ideal for introducing

unique, standalone layout components on pages. It enables
customers to differentiate the functionality and styling of their
career site from other sites.
 Possible examples:
 Create page components with different layouts than the
standard Career Site Builder components
 Integrate custom gadgets or widgets and interactive
elements such as videos, sliders and animations
 Provide custom forms
 The Custom Component is not intended for:
 Modifying the header or footer
 Overriding universal CSS styling
 Re-writing platform functionality
 The third party developer who codes the custom plugin can
use any standard web language; there are no limitations on
the code that can be entered into the component.
Custom Plugin – 2
 If you do not have the technical expertise in-house, the RMK Technical Services Team can develop Custom
Plugins for you. They will also provide you with instructions for making modifications in the future, so that you
can easily change text, images, colors, number of columns, and so on. Contact your SSEM for more
information.
 Curious about the custom code you see on sites? Right-click on the custom component and select Inspect
Element.
Featured Jobs
 The Featured Jobs component allows you to display categories of high profile or hard-to-fill jobs on Career Site
Builder pages, usually the Home page.
 The Featured Jobs component has three configuration tabs: Details, Menu, and Styles.
 Header text is entered in the Details tab. You can also add an optional button which can link to all jobs, to other
parts of the career site or to external web pages.
 Add the links to category pages from the Menu tab. Links display in three columns within the component; this is
not configurable.
 In the Styles tab, configure the color of the links, the header text, and the background of the component.
Google Job Map
 For jobs to appear on the Google Job Map component, the location data must be correctly configured.
 Some of the available options for the map are shown below.
Image and Text Carousel
 The Image and Text Carousel component allows you to add a rotating gallery of images to career site pages.
 The text appears on the left and the image on the right.
Image Carousel
 The Image Carousel component displays images only, no text.

 In the first example, candidates make a selection from the Image Carousel to view jobs for each of the
company’s brands.
 In the second example, the company has included their many links to social sites in a carousel.
 Some customers set the Display Interval to 0, in order to display a static set of images (does not rotate).
Info and Subscribe Form
 The Info and Subscribe Form component displays an image or information about the company, side-by-side with
the Talent Community Subscribe form. Text can be entered to display in the left column of the component, or an
image can be selected.
Large Image
 This component supports what web designers call “Hero” type images on a website: one image displays across
the page. Select the Image Position and Height.
 It is not considered best practice to include text on images, but it can be very effective.
Search Bar
 The Search Bar component is a global setting that is added at the component level, but not edited there. The
Search Bar layout reflects what is selected for the specific locale and brand under Global Styles > Search.
 In the examples below, notice that in addition to the Keyword and Location search options, candidates can also
use the radial search, by postal code.
 In the second example, the “picklist search” option was enabled, which allows an additional 18 search fields to
be displayed by clicking “More Options.”
Subscribe Form
 The Subscribe Form component adds an email sign up form for the Talent Community.
 The Subscribe Form is a smaller page element within a box that’s the full width of the page. You cannot change
the orientation of the Subscribe Form inside the box, or the size of the form.
Text
 The Text component is a single column of text. You cannot change the size or orientation of the component.
 As described earlier, in the Details tab you will enter the text, and if desired, an embedded link or button.
 From the Styles tab set the color of the text and background, or if desired, add a background image.
Three Column Images with Caption
 An example of the Three Column Image with Caption component.
Three Column Images with Caption – Additional Notes
 The Three Column Image with Caption component uses a set layout for information on the career site.
 Each of the three columns in this component has several available features. In each of the columns you can:
 Upload an image
 Enter header text and/or body text
 Display a link by enabling the Show Link option. You can then use the Edit Link menu to choose what type of link you
would like to add, and the text that will display for the link.
Two Columns
 The Two Columns component consists of an image on the left and text on the right. You cannot configure the
size or orientation of the columns.
 Notice the abundance of white space between the image and text in this example. That’s an indication that the image is not
sized correctly. All CSB images should have a landscape orientation, not portrait (should be wider than they are tall).
Video
 The Video component allows you to add videos to Career Site Builder pages.
 Videos may be embedded from YouTube, Vimeo, and Wistia.
 From the Details tab, choose whether the video is full width, or left or right-justified with text.
 Also decide whether you would like the video to auto-start.
 Select the background and font colors from the Styles tab.
Images for Career Site Builder
Image Recommendations – 1
 Images are provided by the customer by granting access to an image library, login to a photo site (similar to
photobucket.com), or a zip file of images.
 See “Image Recommendations” in the CSB Administration Guide for specific size recommendations for each of
the available components.
 A minimum of 15-20 high resolution employment brand images is required.
 All Career Site Builder images should be oriented as landscape, not portrait.
 For background images choose subtle patterns and colors.
 Text on images is a dated web practice and is not recommended.
 Image sliders are not a recommended practice.
 Impacts usability for users with disabilities.
 Images with text do not scale well for mobile devices.
 Negatively impacts SEO value.
Image Recommendations – 2
 The maximum file size for images is 500KB.

 Optimizing images is highly recommended as it decreases load speed, improving the performance of the site.
 We recommend that your media resource export the selected images specifically for the web.
 An image program such as Photoshop (or even Paint or Snagit) can be used, or free image compressors are
available on the web, such as GIMP or PicMonkey.
 If you need assistance delivering web-ready images, SAP’s web design team can help prepare your image
files.
Responsive Image Alignment
 When adding an image, select the desired Image Position (as shown
at the right).
 This feature allows a “focal point” for an image to always be visible no
matter what browser and device type is used by the candidate. For
example, a person in the image will always be centered on every
device.
 If the image is not displaying as desired on all devices, you can add
multiple components with images of different sizes to display on each
device type.
Note: These are the available Image Types. It is best

practice not configure an image as tiled or stretched,
unless it is a background pattern or subtle image.
Image Settings
Image Type:
Tiled Stretched
Image Position:
Top Left Top Middle Top Right
Middle Left Middle Middle Middle Right
Bottom Left Bottom Middle Bottom Right
Global Settings
Global Settings
 Using Career Site Builder, you can

update the configuration for the site as
a whole using the Global Settings,
Global Styles and Search Grid menus.
These settings control site-wide
elements like headers, footers, button
color, and so on.
 Additional site-wide settings are
located under Tools.
 Important Note
Some consultants select a Site Kit to begin configuring, but this is not required. When used, the Site Kit must be
selected at the very start of an implementation. Enabling a site kit removes all of the existing configuration.
 See the CSB Administration Guide for additional descriptions not included in this course.
Global Settings – Site
 From the Site menu you

can adjust font settings,
the padding between
components, enter your
Google Analytics Id (if
you have one) and
Webmaster Ids (so site
maps can be submitted),
and set the default page
title and meta keywords
for the site.
Global Settings – Search
 From the Search menu select

whether search boxes on the site
are populated with ghost text
(disable Show Search Labels),
enable a Clear button, determine
whether a search on a branded
page produces results from all
brands or just the results from
that brand, and have the ability to
limit searches by locale.
 Best practice for the search
component is to place it “above
the fold” (near the top of the
page), and use a strong
background color.
Global Settings – Picklist Search
 Picklist Search gives the customer access to 18 fields which they can add to their site search.
 For any picklist search fields that are added, the picklist is dynamically populated with data from the site's
jobs. Picklist search fields appear in addition to the standard Keyword and Location search, depending on
the customer's configuration.
 See an example configuration on the previous slide.
Global Settings – Job Page and Social Share
 The Job Page menu allows you to choose which system elements display
on a job page. Show Similar Jobs shows a user a list of system-
generated similar jobs on a job listing. Show Segments displays a list of
job areas related to the job listing. Segments are controlled with
Command Center configuration. Show Major Markets uses the job
listing's zip code to associate the job with the nearest metropolitan area.
 Turning on Social Share allows users to share job listings through a select number of channels. You can disable
or enable the listed channels by using the on/off switches.
Global Settings – Site Banner
 Turning on the site banner allows you

to configure a custom window that lets
a user know that the site uses
cookies. (It is also called the cookie
policy.)
 You can enter custom or translated
text for each configured locale on a
site. To open the custom text editor,
click on the desired locale in the list.
Global Settings – Site Kits
 A site kit provides a starting point when building a new site. New career sites are not required to use a site kit;
they are only provided as a basic layout for a new site.
 Remember that enabling a site kit removes all of the existing configuration!
 The existing site kit options are based on the following career sites:
 Design Elements – University of Cincinnati (https://jobs.uc.edu)
 Best Run (http://emea.bestrunsap.com)
 White Space – Kroger (https://jobs.kroger.com)
Global Settings – JavaScript
 From the Head and Footer Java Script area, you

can enter custom JavaScript for tracking
purposes, for example, Google Analytics, landing
page optimization, third-party analytics, and so
on.
 Do not enter any other information info the Java
Script boxes: other uses are not supported.
Global Styles
Global Styles
 The main sections on the Global Styles page are as follows:

 Global Styles
 Headers
 Footers
 Expand each to view the brands and locales that have been configured in
Command Center. (Locales are set up at the end of the project, and so are
not shown here.)
 The Main Brand displays if the system does not recognize a brand. When
building pages in CSB, the page for the Main Brand is created first and then
duplicated for the other brands, making any necessary changes.
Global Styles
 The Global Styles tab allows you to customize colors and background images across the career site.
 In addition, each configured brand for the site can have its own custom header or footer, with custom colors and
images. For example, if a customer has Main Brand and Sub Brand configured, each brand can have its own
look, with individual branded colors and images. Select Header or Footer in the Global Styles menu, then select
a locale and brand.
 Color selections must be made for each brand even if they are the same as the main brand.
Main Styles
 The Main tab allows you to adjust the colors for the main
areas of the career site, and upload images for the site
as a whole and main content areas.
 To change the color for an element, click the color bar.
You can then select from a list of already configured
colors, or click Add to create a new color by using the
color picker grid, or entering an RGB or hex code value.
To create a color gradient, check the Is Gradient Color
box, and select the two colors you would like to create
the gradient.
 Use the bottom slide to adjust how opaque the color will
be on the site (in other words, whether it is a solid color
or you can see through it).
Main Styles
 You can upload images for the site and content pages using the Main page. Images uploaded as the Site
Background Image serve as the background for the entire site. Images uploaded as the Content Background
Image serve as the background on any content pages.
 You can upload a Favicon for each brand. A Favicon is a small rendering of the brand identify/logo and is most
often applied to a website to be displayed on a browser address bar next to the page URL address and also next
to the page’s name in a list of bookmarks when the Candidate bookmarks a page.
Other Global Style Settings
 The Search tab allows you to adjust the color of the search forms across the site. You can also upload a
background image for the search page, and turn on pagination for the search pages, if desired.
 The Header tab allows you to customize the colors of some elements of the site header.
 The Row Footer and Column Footer tabs allows you to customize the colors of some elements of the site footer.
You can configure links in the footer either as a single row or as columns of related links. You can also configure
both footer menu types, and apply styles for them separately. If you configure both a row and column menu for
the footer, the row menu displays above the columns.
Headers & Footers
Header Details
 From Global Styles > Headers, configurations are made for each language and brand. Several options are
configured on the Details page.
 Choose whether to have the header always displayed on Desktop devices, select where the logo is displayed,
and determine whether the header is to extend the full width of the site or centered.
 From Header Style, you can choose to

configure a Custom header. Details are
included later in this section.
 If Custom header is not selected, you also
enable the sign in widget and locale selector
from this page.
Header Logo
 From the Logo page, upload the logo for the header.
 When a candidate clicks on the logo they should be returned to the home page of the career site. For the
Click URL (href) field, we recommend using a relative link (/) to represent “Home”.
Header Links
 To add the header links, click Add and select the type of link you want to add.
 Additional details are in the RMK Admin Training Guide.
 Category link – Links to existing category pages
 Content – Links to existing category pages
 External – Links to external sites or other pages in
the career site.
 Home Page – Links to existing home page
 List – Displays a drop-down link
 TC Join – Links to subscribe page (Join Talent
Community)
 Top Jobs – Only used in the footer. The Top Jobs
page contains system generated pages that
correspond to the top job searches that directed
users to the career site.
 View All Jobs – The out-of-the box setting is only
used in the footer.
Custom Header
 Customers can select additional customization options for the header by selecting Header Style: Custom from
the Details page.
 A different header layout can be configured for each brand and locale, and for desktop and for mobile devices.
 Customers can have a mix of custom and default header styles on their career site.
Custom Header Example
 In this example, the customer requested that the logo appear at the top left, with the menu options to the right.
Below that, a line was added across the full width of the page. Below the line, a text box was added in the
center of the page, with the Sign in and Language component to the right.
 The components that can be added to a custom header are shown here.
 The Sign-in and Language component is required.
Footers
 From Global Styles > Footers, select the Details page

to enter any text you’d like to display in the footer and
determine whether the footer is to extend the full width
of the site or be centered.
 If you select YES for the Footer Image, the

Logo menu will be displayed. Configure the
footer logo in the same way as the header
logo.
Row Menu or Column Menu
 Select either Row Menu or Column Menu to add links

to the footer.
 In the example shown, both the Row Menu and
Column Menu have been configured.
 The same link types that can be used in the header are available for the footer.
Social Links
 Social Links are presented in the footer.

 In the Social Links area, add the desired
links, and enter the company’s preferred
URL for their social networks.
 Best practice is to only include social
networking links that are specific to job
seekers.
Mobile Apply
Mobile Apply
 Mobile Apply supports the ability to search for jobs, create and manage a profile, and
complete the job application process using mobile devices such as a smartphone or a tablet
computer.
 When Mobile Apply is enabled, the Candidate Profile and Application are consolidated into a
single page. In the example, notice that a resume and cover letter (and other attachments)
can be submitted.
 Only responsive design RMK sites support Mobile Apply, such as those built with Career
Site Builder.
 Note that when Mobile Apply is enabled, candidates will visit “Jobs Applied” from the
Candidate Profile to view their status in the application process.
Microsites and Brands
 Job branding can be consistent between RMK and RCM by

associating RCM microsites with RMK brands. This allows for a
user to view a job on the RMK career site, and then apply for
the job in RCM and have the same brand experience.
 The brands control the accordion colors during the application
process, shown at right:
 Accordion & button color (Navigation background color)
 Accordion hover color (Navigation hover color) – shown at the
top of the screen captures
 Text on Accordion (Navigation menu Text color)
 The wrapper pulls the header and footer and a few other styling
elements from RMK and displays them on the RCM screen so
the candidate doesn’t notice that they went from one system to
another.
Search Grid
Search Grid
 The RMK Search Grid allows a candidate to view available jobs based on a defined search, then sort through
the data to find jobs in which they are interested.
 Three columns are provided by default: Title, Location, and Date.
 Up to five columns can be included, but no more than four are recommended.
Search Options
1. Records Per Page: This allows you to set the total amount of jobs that are displayed on each page. 25 is the
recommended number, but this can go from 5-100.
2. No Results Records: If no results show up for the search, how many Reqs do you want to display on the page
so it doesn’t show up as blank?
3. Pagination Location: Left, Right and Center options for pagination text.
4. Results Text Location: Left , Right and Center options for results.
5. Show Top Bar: Shows the pagination and search results text at top.
6. Show Bottom Bar: Shows the pagination and search results at bottom.
7. Link Count: Controls the number of pages that displays in the pagination .
8. Show Sub Filters: Shows search boxes that allow users to filter on any of the search results columns.
9. Show Column Headers: Controls the display of the title of the search results columns.
10. Show Sort Arrows: Controls the display of arrows that allow users to sort results based on any of the search
results columns.
RMK Search Grid Set-up
1 7
3, 4, 5
8 10
9
6*
2*
*2 - If there are no results matching the search, a note displays on the page, and the most recent jobs are shown. The number is controlled by this
setting.
*6 – If the page is too short, and the user does not need to scroll down, there will not be a bottom bar.
Mobile Configuration
 The Mobile site can, and often does, display different data from the desktop. Typically less data is presented so
the candidate can easily see the basic job data. Note that Candidates cannot filter on the results in the mobile
format in the same manner as on a desktop.
Job Page Layouts
Job Page Layouts Overview
 Custom layouts for job pages can

be configured.
 Layouts must be created for each
Locale and Brand.
 This is a two-column example, with
an image.
 Tip: You will choose one RMK Job
Field as the job layout filter. Your
consultant will select the field within
Command Center.
Translations (System Text)
Translations Overview
 The Translation menu allows you to override default (system) text for site elements for any
locale.
 After you've changed the text, it appears in the translation grid.
Default text appears in italics, but new labels appear as regular text.
 You can import and export your custom translations from this page. These are performed
separately from the site import and export.
Data Protection & Privacy Settings
Data Protection and Privacy Features
With recent releases, several new data protection and privacy features have been made available to our
customers and some existing features have been enhanced.
The data protection and privacy features include, for instance, the ability to report on personal data changes and
the capacity to report on all the data subject’s personal data available in the application. Customers will also have
options to configure data retention rules at country level for active and inactive employees that will permanently
purge personal data from SAP SuccessFactors applications.
It is the customer’s responsibility to adopt the features that they deem appropriate. More information can be found
on the SAP Help Portal: http://help.sap.com/cloud4hr
Data Privacy Consent Statement
 Use the settings from Tools > Data Privacy & Security
Settings > Data Protection to control user data in
Recruiting Marketing.
 Note that the Data Privacy Consent Statement (DPCS)
can be enabled from this page, but the use of Candidate
Account Simplification (CAS) is recommended, so the
DPCS is managed within RCM.
 The setting Allow Manual Public User Creation allows
customers to control how users can be added to RMK.
When OFF is selected, Talent Community Members can
only be added through the public site workflows.
 The Data Retention Management (DRM) configuration
allows the customer to set the timeframe to systematically
purge from Recruiting Marketing "inactive" Candidates
(Talent Community Members) and Client Admins
(Recruiting Dashboard users) who were added manually
(not connected to an account in RCM).
Data Subject Reports
 Generate Information Reports and Change Reports for both Talent Community Members and Client
Administrators/Recruiting Dashboard users from Tools > Data Privacy & Security Settings > Data Subject Reports.
RMK Email Templates
RMK Email Templates Overview
 When Candidate Account Simplification is enabled, only the Subscription and Recruiter email templates in
Command Center are used. The rest of the emails are generated from Admin Center in RCM.
 The Subscription email is to notify candidates of jobs that match their job alert settings.
 The Recruiter email is used for Recruiter Alerts set in the Recruiting Dashboard.
 Indicate any changes that you require to email templates in the Configuration Workbook.
 See the CSB Administration Guide for a description of the email template types.
CSB Role Based Permission
Role Based Permission Overview
 Roles and Permissions within CSB allows your

organization to limit CSB access based on employee
needs.
 Note that until roles and permissions are configured
within CSB, all users who are assigned “Recruiter RMK
SSO Permission” and “Manage Career Site Builder” will
have all admin permissions in CSB.
 Permissions can be created for the different sections
within CSB, such as Global Settings, Global Styles,
Locales, Brands and Pages. You can also permission
image upload and font upload separately.
 First the roles are configured, and then the roles are
assigned users. You can only assign one role per user.
 When you begin setting up roles and permissions in
CSB, the Recruiter SSO users will not be able to log in
until after the SSO sync has run. By default, it’s set up to
run once per day.
Examples of Roles and Permissions
 Marketing: Edit the site’s colors and upload images and fonts.
 Recruiters: Create and edit content pages such as advertising an event, but without permission to upload
images.
 A manager responsible for a brand: Access to manage the English version home page for that brand.
 Admin user: Full Career Site Builder permissions
Versioning and Drafts
Versioning and Drafts – 1
 When making changes to a page, you can save the page as a draft by clicking Save as Draft. This allows the
user, or a different user, to return and edit the page.
 Draft pages can be previewed.
 To make the updated page visible on the customer site, click Publish.
 When a page is published, a version is saved, up to 10 versions.
 You can view previous versions of the page by clicking the gear icon in the upper left of the
page, then clicking View Published Revisions. This shows the previously published versions
of the page, when they were published, and the user who published them.
 Click Edit to revise a previous version of the page, or Preview to view how the page would
appear on the customer site.
 This allows you to revert to earlier versions. If you'd like to go back to a previously published
version, you can select it to edit, make any adjustments, then publish the page.
 Here is an example:
 Paula has permission to edit Content pages.
 She accesses CSB and edits one of the published content pages.
 Paula would like Olivia to review her work, so she clicks Save Draft.
 Olivia accesses CSB and navigates to the page that Paula edited.
 Because there is a published version and a draft version of that page, by default Olivia sees the Published version. Olivia
clicks on the gear icon and selects Edit Published to view Paula’s draft page.
 Olivia is presented with the message below and clicks Yes. (She has not made any changes yet, and so is not concerned
with changes being overwritten.)
 Now Olivia can view and Publish Paula’s content page, or she can make changes and Save Draft or Publish.
Decisions Checklist
1. Have you begun thinking about the page copy you would like to use?
2. What would you like to include in the header? (Best practice for the header includes Featured Jobs, Locations,
Sign In, and Join Talent Community, often found under “Not finding a job?”.)
3. Would you like to use a row footer or a column footer or both?
4. What would you like to include in the footer? (Best practice for the footer includes: Careers Home, Corporate
Home, Top Jobs, View All Jobs.)
5. Which Social Links will you use in the footer?
6. Which page components would you like to include on your home page?
7. Which page components would you like to include on your content pages?
8. Which page components would you like to include on your category pages?
9. Would you like to include any landing pages? Where will you advertise these pages online?
10. Which 3-4 columns do you want represented on the search results page? Which values are most important for
your candidates when filtering search results?
11. Will you use Radius Search (jobs within a certain distance from the candidate’s zip code)?
1. How would you like your job pages to be formatted? For example, one or two columns? Which field would you
like to base the template on? Will you include an image?
2. For the Google Job Map, would you like to use a map of the U.S., Europe, or the World, or a particular state,
city, or other?
3. Do you have idea for uses of a custom plugin component? Do you have access to a web developer who can
code that content?
4. Would you like to include any videos on your site? If so, are they hosted on YouTube, Wistia, or Vimeo?
5. If you would like to use one or more custom fonts on your site, do you have the font files and license
information?
6. Which Social Share options would you like to display on your career site?
7. What Site Banner text would you like to use? (Standard: By continuing to use this website you consent to our
use of cookies.)
1. Would you like to use any of the existing Site Kits to begin building your career site?
2. What are your corporate brand colors?
3. What text would you like to include in your Subscription email template (sent to notify candidates of jobs that
match their job alert settings)?
4. Will you allow recruiters to manually add candidates to your Talent Community?
5. Would you like to set a timeframe to systematically purge from Recruiting Marketing "inactive" Talent
Community Members and Client Admins who were added manually?
6. How would you like to assign permissions for maintaining your career site? Which Roles (permissions) are
required, and which users will they be assigned to?
Candidate Relationship Management
Introduction to Candidate Relationship
Management
SAP SuccessFactors Candidate Relationship Management
 With Candidate Relationship Management (CRM) features, SAP SuccessFactors Recruiting evolves from an
Application Tracking System into a full-cycle Candidate Engagement System, providing a seamless workflow
for candidates, from applying through onboarding.
 With CRM, staffing organizations can:
 Create and manage Talent Pools to organize and manage critical talent needs.
 Create and send targeted Email Campaigns.
 Develop dynamic Data Capture Forms to capture new leads. These forms are added to custom Landing Pages
created for specific audiences.
 Use the expanded Candidate Profile to manage correspondence with the candidate and their Talent Pool
membership.
 Search across the entire candidate and employee database.
 Customers run CRM programs to nurture, attract, and hire top talent.
 Rather than sourcing from scratch for each job, recruiters will have the data to nurture passive candidates,
which can reduce the cost per hire and time to fill.
 CRM is built into SAP SuccessFactors Recruiting, and is included at no additional cost.
 CRM is completely self-service; customers can create and execute recruiting campaigns with no backend
© configuration.
2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 199
Prerequisites for CRM
 To take advantage of the CRM functionality, customers must be running:

 An SAP SuccessFactors HCM system that has Recruiting Management integrated with Recruiting
Marketing.
 Career Site Builder configured with Candidate Account Simplification and Candidate Single Sign-On.
Resources for CRM
 Refer to the following documentation on the SAP Help Portal for further information on implementing and
maintaining Candidate Relationship Management:
 Setting Up and Using Candidate Relationship Management
 Recruiting Management Administration Guide (for example, information on the Candidate Profile Extension can
be found here)
CRM Use Cases
Talent Pool Examples
Customers run recruiting campaigns to attract candidates for a variety of positions. They can then search on
the leads they’ve generated, and add the appropriate candidates to Talent Pools such as:
 Sales-Chicago
 Career Fair-Baltimore
 Retail-Dallas
 Engineering-USC
 Java Developers
 Golden Alumni
 Qualified Candidates-San Francisco (almost hired)
CRM Use Case 1
Career Fair for Engineering Students at the University of Southern California (USC)
Business Need/Setup:
 The customer would like to attract students who are studying engineering at the local university, either for
junior positions opening soon, or for an internship program with the intent to develop talent for the future.
 The Staffing department would like to collect this information from interested students at the fair:
Name, Email, Mobile phone, Area of concentration (Major), When will you graduate, School.
 A recruiting admin creates any new fields that are needed to collect this information using the Candidate
Profile Extension in RCM.
 The admin creates a Data Capture Form in CSB and adds the desired fields.
 The admin creates a customized Landing Page for the Career Fair in CSB and associates the Data Capture
Form.
At the Career Fair:
 Recruiters have students complete the form using one of the company’s mobile devices. A Candidate Profile
is created for each student with the information collected.
CRM Use Case 1, continued
Career Fair for Engineering Students at USC

After the Career Fair:
 If it doesn’t already exist, an admin or recruiter creates a Talent Pool for “Engineering-USC” from RCM.
 A recruiter uses Candidate Search in RCM to locate the students who participated, and adds them to the
Talent Pool.
 If it doesn’t exist already, an admin creates an Email Layout in CSB to send targeted emails to interested
students.
 A recruiter sends follow-up emails from RCM:
 Students who are graduating this term are invited to apply for current open positions.
 Students who will be returning to engineering school next year are invited to an event at the company’s
offices to learn more about available internships.
CRM Use Case 2
Opening a new Retail Store

Business Need/Setup:
 The customer is opening a new retail store and is seeking qualified candidates.
 They will create a Landing Page on their CSB career site that gathers a limited amount of information from
prospective candidates.
 They will launch a campaign from LinkedIn, Facebook and Twitter to attract candidates, and will also provide a
QR code on signs posted in their stores.
 The Staffing department would like to collect this information from interested candidates:
Name, Email, Mobile phone, Years of retail experience, Seeking Full time?, Are you available within 2 weeks?
 A recruiting admin creates any new fields that are needed to collect this information using the Candidate Profile
Extension in RCM.
 The admin creates a Data Capture Form in CSB and adds the desired fields.
 The admin creates a customized Landing Page in CSB and associates the Data Capture Form.
 The recruiter uses Source Tracker (link from RCM) to create tracking links for the QR code and other three
online sites.
 The recruiter posts the tracking links on LinkedIn, Facebook, and Twitter.
© Signs containing
2016 SAP SE the QR
or an SAP affiliate company. code
All rights are created and posted in stores.
reserved. Internal 206
CRM Use Case 2, continued
Opening a new Retail Store

Process the information collected:
 A recruiter or admin creates a Talent Pool for “Retail” from RCM.
 A recruiter uses Candidate Search in RCM to locate the candidates who participated, and adds them to the
Talent Pool.
 If it doesn’t exist already, an admin creates an Email Layout in CSB to send targeted emails to interested
candidates.
 A recruiter screens the responses in the Talent Pool and sends follow-up emails from RCM:
 Prospective candidates are invited to a pre-opening event at the store. Recruiters can manage responses
(RSVPs) by including a link from an invitation application, such as Evite.
 For prospective candidates who can’t attend the event, Recruiters can include a link to complete an online
application.
 If candidates have questions, they can Reply directly from the email.
Enable CRM and Set Permissions
Enable CRM – 1
Upgrade Center (from within Admin Center) – Enable:

 Candidate Relationship Management Talent Pools
 Candidate Relationship Management Email Campaigns
Enable CRM – 2
Tip: Some options may need to be enabled in the backend applications:
Provisioning – The following settings are enabled under Company Settings:

 Enable Generic Objects — requires “Enable the Attachment Manager”
 Role-based Permission (This will disable Administrative Domains)
 Uncheck the box for Enable Candidate Conceptual Search
Command Center – Enabled from Site > Site Setup > Settings:
 Use CRM (see screen capture)
Set Permissions to Manage CRM – 1
Admin Center – Manage Permission Roles

 For admins and recruiters/sourcers who will
configure MDF object definitions, manage MDF
data, and more.
 Under Metadata Framework, enable the
permissions that are required.

 For admins and recruiters/sourcers who will
create and manage elements of CRM.
 Under MDF Recruiting Permissions, select
View, Edit, and Import/Export for each of the
CRM features:
 Campaign
 CampaignContent
 CampaignPool
 CampaignRecipient
 Pool
 Pool Member
 Share Pool with Group
 Share Pool with User

 For admins and recruiters/sourcers* who will
create and manage elements of CRM
 Under Manage MDF Recruiting Objects, select
View, Edit and Import/Export for the appropriate
CRM:
 Campaign Limits
 Candidate Relationship Management Status
Map
Set
 EmailBrandTemplate
 MarketingBrand
 Pool Limits
Admin Center – Manage Permission

Roles
 Provides permission to users for the
Manage Email Campaign Content
Template page and for the OData
entities EmailCampaignTemplate and
TemplateLocaleLabel.
 Under Manage Recruiting, enable:
Administrator Permission for Email
Campaign Content Template and OData
Entities.
Introduction to the Metadata Framework
Introduction to the Metadata Framework
 Metadata Framework (MDF) is used for several CRM features, including:

 Marketing Brands
 Email Templates
 Email Campaigns
 Talent Pools, including Talent Pool Status Sets
 MDF is SAP SuccessFactors' robust extensibility framework that enables customers to extend HR cloud
functionality to create company-specific objects that support their unique business processes, without the
need to code.
 Some of these database objects, such as Marketing Brands, can be leveraged for use in other SAP
SuccessFactors HCM modules, so they do not need to be duplicated and the field values stay in sync. This
is sometimes referred to as “Master Data.”
 With MDF, you can create and manage database object definitions, object relationships, and object
hierarchy. The object is like a container that contains a list of fields. The fields are the attributes. Up to 200
custom fields are supported.
 MDF replaces XML-based configuration that can only be viewed and edited by those with Provisioning
Access. All of the tools used to manage MDF Objects are within Admin Center.
More on MDF
 MDF integrates with role-based permissions (RBP) so that companies can manage who has access to and
track who has modified objects that are created in the Metadata Framework. Customers can run reports on
objects created in the Metadata Framework.
 MDF is tightly integrated with workflow, rules engine, and reporting.
 Customers are able to import/export data from third party systems. Company-specific objects created with
MDF come with out-of-the-box support for OData REST APIs so that customers can quickly create new UIs
or integrate them into their existing UIs.
 When you add a field that may be needed as part of an integration
(as evidenced by values not displaying where expected), run OData
Refresh from Admin Center.
MDF in Recruiting
 You may already be familiar with the use of Foundation Objects (FOs) and Generic Objects (GOs) in
Recruiting Management. GOs are recommended for Division and Department fields, and the Location FO is
recommended to replace the City, State, Country, and Postal Code fields.
 Business Rules in Recruiting are built using Foundation Objects and Generic Objects.
 FO/GOs are recommended for new implementations.
 Currently, FO/GO field types are supported on the Job Requisition and Offer Approval.
 The FO/GO field types can be maintained using Manage Templates.
 The standard FO/GOs can be used as filter fields.
 Field values are available as tokens to be used in offer letters and emails.
 Fields are reportable in Ad Hoc reporting.
 FO/GOs used in Recruiting can be used to send data to Employee Central and Onboarding.
 Versioning, effective dating, and the ability to import and export FO/GO data are all supported.
 FO/GO field types are currently not supported for Mobile applications, microsites, candidate or application
objects.
Data Capture Forms & Candidate Profile Extensions
Intro to Data Capture Forms
 Forms are added to Landing Pages to capture new leads (candidate information).
 After the form has been submitted, the data is saved to the candidate’s profile in RCM. If a profile does not yet
exist, one will be created. If the candidate later applies for a job, their basic information will already exist.
 Recruiters can add candidates who complete these forms to Talent Pools, in order to communicate with them.
Fields on Data Capture Forms
 Standard fields that can be added to Data Capture Forms:

 First Name
 Last Name
 Primary Email
 Primary Phone (Mobile phone)
 Alternate Phone (Home phone)
 Country
 If any of the other fields listed in this table are desired on
the form, ensure that the field is first added to the
Candidate Profile via Manage Templates, using the data
type shown. Then run the OData API Metadata Refresh, as
directed earlier.
 Using the Candidate Profile Extension, additional fields can
be created to be added to Data Capture Forms.
Candidate Profile Extension
 Using the Candidate Profile Extension, additional fields can be created to be added to Data Capture Forms.
 For example, recruiters may want to gather information from a landing page such as “What is your major?”
or “How many years of retail experience do you have?”
 Remember that many of the standard Candidate Profile Fields can be added to the Candidate Profile
template. See the previous section for the list.
 Supported field types:
 Text (String)
 Boolean
 MDF Picklist (Picklist V2)
 Int64 (Number)
 Decimal
 Fields taken from the Candidate Profile extension that have been marked as required will appear as required
on data capture forms. You cannot change these to non-required fields on the form.
 Role Based Permissions do not apply to this object; all recruiting users are able to see the fields.
 Candidate Profile Extension is so far visible for Recruiting users and not yet visible to Candidates on their
Profile. Please do NOT store any recruiter-only data in Candidate Profile Extension, as this object will be
candidate-facing in future releases.
Data Capture Forms on Landing Pages
 Landing pages are used in

campaigns to capture specific
traffic and organize potential
candidates into talent pools.
 The Data Capture Form
shown here was added as the
second column on this
Landing Page.
 The Candidate Profile
Extension fields are shown in
the red box.
Search for Information Submitted via a Data Capture Form
 To test a Data Capture Form after

adding it to a Landing Page, preview
the page from CSB and complete the
form.
 Navigate to RCM > Recruiting >
Candidates, and search for the
candidate.
 Note that you can search on
candidates’ responses.
 For standard Candidate Profile
fields, select the field from the
Background drop-down.
 For a field added through the
Candidate Profile Extension, select
the field from the Profile Extension
drop-down.
 After searching, click on the desired
candidate’s name to view their profile.
Talent Pools
Introduction to Talent Pools
 Talent Pools are groups of contacts who may be suited to various job opportunities.
 Customers will build talent pools across candidates and employees to organize and manage critical talent
needs.
 Recruiters and Hiring Managers can search these Talent Pools as a more targeted method of candidate
sourcing.
 Private, shared, or public talent pools can be created.
 Configure one or more Talent pipelines for the talent pools.
 Recruiters will create talent pools for prospective candidates from a career fair or online marketing or other
recruiting campaigns.
 Talent Pools can be archived.
 Customers can send customized communication to candidate groups. For example, if a participating student
indicates that they will be graduating this year, send them an invitation to apply to current open positions. If they
will be returning to school next year, send them information about internships.
 Note that the basic functionality for Talent Pools is available without Candidate Relationship Management, but
customers who do not enable CRM cannot take advantage of the advanced features, such as the ability to send
email campaigns to Talent Pool members.
Talent Pool Status Sets
 Before creating a talent pool, you must create a status set for the pool.
 Talent pool status sets are created from Admin Center > Manage Data.
Create Talent Pool Status Sets
1. Create a Status Set from RCM > Manage Data.
2. Create Statuses.
3. Map Statuses to the Status Set.
Create a Talent Pool
 Talent Pools are accessed from

Recruiting > Candidates > TALENT
POOLS.
 Click Create Talent Pool and complete
this page.
Work with Talent Pools
Click the gear icon

To sort columns
to manage columns
Click Show Filter Bar

for more search options
Action options
(select the pool first)
Shared Talent Pools
 Talent Pools can be:

 Private – Visible only to the user who created it. It is also possible  Only the owner of the Pool can edit
to make a private talent pool public. attributes of the Pool or share it with
 Public – Visible to all users who have the Talent Pool permission. other users.
 To Share a Talent Pool:  Users who have been shared the
Talent Pool can view the Pool and add
 Edit the pool members (candidates), but cannot
 Click a “Shared with” option edit.
 Search for the person’s name in the  Note that all recruiters may not be
“Add More People…” box and click +Add able to view all candidates in a pool,
depending upon the response the
candidate provided regarding data
privacy.
 If the owner of a Talent Pool leaves,
the pool is assigned to an admin.
To stop sharing the pool with this person

Candidate Search – Add Candidates to a Talent Pool
 From Candidate Search

> Keyword and Item
Search, there is a new
action available to add
selected candidates to
Talent Pools.
 Also note the ability to:
 Add to Email
Campaign
 Save Search
 Search on Talent Pools
 Search on Candidate
Profile Extension fields
Manage Candidates in a Talent Pool
 For the members in the

Talent Pool, the
following Actions are
available:
 View Resume
 Forward to Colleague
 Forward to Job
Requisition
 Send Mail
 Add to another Talent
Pool
 Change Status
(in Pipeline)
 Remove from
Talent Pool
 Add to Email
Campaign
Email Campaigns
Intro to Email Campaigns
 CRM Email Campaigns enable recruiters to send bulk email campaigns with high deliverability.
 Brand consistency is maintained through the use of email layouts and email campaign content templates.
 Email Layouts are created in Career Site Builder.
 Email Campaigns are created and initiated from RCM.
 Email recipients can be added from a Candidate Search, the Candidate Profile, or an entire Talent Pool can
be added.
 Campaign emails are sent only to recipients who have opted in to receive marketing emails.
 With custom reply to addresses, recruiters can get candidate replies right in their inbox.
 Companies can track emails to understand campaign effectiveness to improve candidate marketing on an
ongoing basis.
 Email Campaign information is reportable through Ad Hoc Reporting.
Intro to Email Layout
 When you enable CRM in Command Center, the ability to configure Email
Layouts and Data Capture Forms appears in CSB.
 Email Layouts manage the branding and layout of HTML or text emails, so
non-technical users can create Email Campaigns, and the company can be
assured that their branding guidelines are followed.
 The Email Layout feature is responsive, so ensure the layout that is created
is responsive too.
Email Layout Tips
 With the exception of the Configurable Text Area, all components for Email
Layouts are configured within CSB.
 The components available for Email Layouts:
 Header – Includes a logo to the left or right of text
 Configurable Text Area – Customizable for each Email Campaign.
 Text – Multiple Text components can be added.
 HTML – Can be used like the Custom Plugin component on other pages:
create two columns for the email, add images, and so on.
 Footer – Contains text.
 Email layouts cannot be deleted but can be deactivated.
In this mock-up, the area within the

red box is a Configurable Text Area,
where custom text is added for each
Email Campaign within RCM.
Email Campaign Content Templates
 Email campaign content templates contain the text to be inserted into the branded emails sent to candidates via
email campaigns.
 Permission to create content templates is typically restricted (not granted to all recruiters).
 The content can be edited before an email is sent.
Add tokens
Add Recipients to an Email Campaign – A Talent Pool or Individual Candidates
 Recipients can be added from a Candidate search; they are not added directly from the Email Campaign page.
 To add an entire Talent Pool to an Email Campaign:
1. Navigate to Recruiting > Candidates > Keyword and Item Search.
2. Select the Talent Pool, click on the ellipsis button, and select Add to Email Campaign.
3. In the Add to Email Campaign dialog box, begin typing the name of the Email Campaign and select it when it
appears.
4. Click Submit.
Note that you don’t have to

add an entire Talent Pool.
You can search for Talent
Pool members and exclude
some from getting the email.
Add Recipients to an Email Campaign
Marketing Email Consent Management
 Email Campaigns can only be sent to candidates who

have opted in to receive marketing email campaigns.
 With the new “Marketing Email Consent” feature, a
candidate can choose to opt-in or opt out of marketing
emails.
Initial Consent Opt-in Email Campaign
 To invite recipients to participate in email campaigns, create initial consent opt-in email campaigns.
 Unlike regular email campaigns, opt-in campaigns can be sent to recipients who have neither opted in nor
opted out of email campaigns. It will not be sent to candidates who have already opted-out.
 This step will be especially important for existing customers. Sending an opt-in email is not necessary for
new customers who have always had this option enabled from Admin Center > Manage Recruiting Settings:
“Enable selection of the “Marketing Emails” checkbox by default on account creation.”
 Remember that you may need to create multiple Initial Consent Email Campaigns, taking into account the
different locales and other segmentation requirements.
Email Campaign Details
 Views – Number of
recipients who viewed the
email
 Clicks – Number of
recipients who clicked on
the link in the email
 Unsubscribed – Number of
recipients who clicked on
‘Unsubscribe’
 Undeliverable – Number of
recipients who could not
receive the email as their
email address was not valid
 Not Sent – Number of
recipients who were not
sent the email either
because of missing consent
or refused consent.
Candidate Profile Enhancements
Additional Portlets now available on the Candidate Profile
 The correspondence portlet on the Candidate Profile displays the

history of email communications with the candidate made through
the Candidate Profile or Search.
 Recruiters can email candidates directly from their Profile, and
are able to see emails that were sent.
 The Talent Pools portlet shows the Talent pools that the candidate
is a member of.
 The Talent Pool portlet is visible only to Recruiting users, not
Candidates.
 If the candidate’s Talent Pool is Public or Private owned/shared
by the user, then the user can see the Talent Pool if they have
the Role-based permissions.
 You can add a Candidate to a Talent Pool from the Talent Pool
portlet.
 The Email Campaigns portlet shows the Campaigns that have
been sent to the candidate.
 The candidate can be added to a draft Email Campaign from
this portlet.
Ad Hoc Reporting for Talent Pool and Email
Campaign
Talent Pool and Email Campaign Reporting
 Talent Pool and Email Campaign information are now reportable via Ad Hoc Reports:
 Details of a talent pool.
 Candidates in a talent pool.
 Details of an email campaign.
 Candidates in an email campaign.
 List of talent pools with details including Name, Description, Sharing, Owner, and Status.
 The reports are available in Recruiting V2 reports, not Recruiting V2 Secured reports.
 Ensure that users who generate the report have permission to do so:
 Admin Center > Manage Permissions Roles > Permissions > Reports Permission > Create Report: Recruiting V2.
 Users who run the report must have that permission:
 Admin Center > Manage Permissions Roles > Permissions > Reports Permission > Run Report: Recruiting V2.
 See Setting Up and Using Candidate Relationship Management for details.
Decisions Checklist
1. To start, which audiences will you focus when creating Landing Pages?
2. What information will you capture from specific audiences on Data Capture Forms? Will you need to create
additional fields using Candidate Profile Extensions?
3. What Talent Pools will help you organize your talent needs?
4. What Statuses will you use for your Talent Pools?
5. Who will be involved in utilizing Talent Pools for sourcing?
6. What are some Email Campaigns that will be useful in your hiring efforts?
7. What sort of Email Layouts will you want to create?
8. What sort of Email Templates will be useful for your organization?
9. Will you need to create an Initial Consent Opt-in Email Campaign?
10. What permissions will you grant for different users for CRM? (Create Landing Pages, Data Capture Forms,
Talent Pools, Email Layouts, Email Templates, Email Campaigns)
Glossary
Recruiting Marketing Glossary
Term Definition
Online tool for customers to view data collected on visitors, members, and applicants who visit the customer’s
Advanced Analytics Recruiting Marketing site. Cost data can also be loaded into the system to allow customers to drill down to cost
per hire.
An agreement with a customer that gives us full authority to negotiate, contract, and provide instructions to
Agency of Record sources on a customer’s behalf. In the Recruiting Marketing context, when SAP SuccessFactors manages a
customer’s entire online media recruiting spend.
Applicant A user who has clicked the "Apply" button in Recruiting Marketing and started the process of applying to a job.
Applicant Tracking System A software application that enables the electronic handling of recruitment needs, such as SAP SuccessFactors’
(ATS) Recruiting Management (RCM).
A link between two websites, in this case, a link from a customer’s site to a Recruiting Marketing page to drive
Backlink
SEO.
Online tool for customers to view data collected on visitors, members, and applicants who visit the customer’s
Advanced Analytics Recruiting Marketing site. Cost data can also be loaded into the system to allow customers to drill down to cost
per hire.
CAS is a replacement for the Candidate Single Sign-On (SSO) integration between Recruiting Management and
Candidate Account
Recruiting Marketing. With the CAS feature enabled, the candidate has a single point of access to manage their
Simplification (CAS)
accounts and profiles across Recruiting.
Term Definition
(Formerly called Strategy Page) Recruiting Marketing page with jobs, custom copy and graphic, and a custom
Category Page
rule. They are typically found under the featured jobs section on the home page.
Command Center Backend system used to configure Recruiting Marketing sites.
Component See Page Component.
Content Delivery Network

Servers around the globe that serve images to users based on location. Used for CSB implementations.
(CDN)
(Formerly called Company Page) Part of a Recruiting Marketing career site that contains company content, like
Content Page
benefits information or information about the company culture.
Forms are added to Landing Pages to capture new leads (candidate information). The information is displayed on
Data Capture Form
the Candidate Profile.
Term Definition
CRM Email Campaigns enable recruiters to send bulk email campaigns with high deliverability. Brand consistency
Email Campaign
is maintained through the use of email layouts and email campaign content templates.
Email Layouts manage the branding and layout of emails, so non-technical users can create Email Campaigns
Email Layout
and the company can be assured that their branding guidelines are followed.
Email campaign content templates contain the text to be inserted into the branded emails sent to candidates via
Email Template
email campaigns. The content can be edited before an email is sent.
Forms are added to Landing Pages to capture new leads (candidate information). The information is displayed on
Data Capture Form
the Candidate Profile.
The bottom section of almost all pages on a Recruiting Marketing career site. Typically includes links to Home,
Footer
Top Job Searches and View All Jobs. Customizable for individual customers.
The area on a Recruiting Marketing career site that contains the customer’s logo and links such as Featured Jobs
Header
and Locations.
Term Definition
One of two options for Recruiting Marketing implementation. In this option, the Recruiting Marketing career site
Hosted Site
replaces the customer’s existing career site.
One of two options for Recruiting Marketing implementations. In this implementation, widgets and backlinks are
Integrated Site
placed on a customer’s career site to drive apply traffic through the Recruiting Marketing career site.
Jobs2Web (J2W) Company acquired by SAP SuccessFactors, where the Recruiting Marketing product originated.
Collecting jobs from an applicant tracking system, either by using a screen scraping technology (Kapow) or by
Job Collection
XML feed.
Job Description Page Part of the Recruiting Marketing career site that contains the job description and other job details.
Job Distribution Delivering jobs to online sources like job boards, job aggregators, or social networks.
Landing Page Campaign-specific pages designed for a specific audience, which reaches them from online advertising buys.
Term Definition
Locale Languages that can be used across the site. Locale = Language + Location.
The channels in which jobs are distributed (could be job boards, pay-per-click, sponsored feeds, specific
Media
campaigns, and so on).
Member A user who has joined the Talent Community.
Page Component Configurable images, text, buttons, and functionality that can be added to a CSB home page or content page.
The ability to sync job posting data between Recruiting Management and Recruiting Marketing. This eliminates
Real-Time Job Sync (RTJS) the need for job collection and updates jobs on the Recruiting Marketing site in real time. Only available for
Recruiting (REC) customers.
Allows recruiting users to pass from the Recruiting Management system to the Recruiting Dashboard and
Recruiter Single Sign-On
potentially the CSB admin center using the same login. Only available for REC customers.
Term Definition
Recruiting Dashboard Online tool for customers to view data collected on visitors, members and applicants.
Recruiting (REC) Customer implementations of both Recruiting Marketing and Recruiting Management.
Recruiting Management
The SAP SuccessFactors HCM applicant tracking system (ATS).
(RCM)
Recruiting Marketing consists of several components, including the customer's Recruiting Marketing career site,
Recruiting Marketing (RMK) job distribution to online sources, and visitor, member, and applicant analytics through the Recruiting Dashboard
and Advanced Analytics.
(Formerly Multiposting) Recruiting Posting enables Recruiting customers to distribute jobs to global vendors via a
Recruiting Posting Single Sign-on solution. The job creation and job delivery systems are centralized on a single job management
platform, and the entire workflow is contained within RCM.
A way of designing websites that allows optimal viewing across a wide range of devices, including mobile, tablets
Responsive Design
and desktops.
The logic that routes jobs to specific pages on a Recruiting Marketing site. Recruiting Marketing career sites use
Rule (or Page Rule)
Solr search and Lucene search syntax to govern these rules.
Term Definition
Search Engine Optimization
Building a website with relevant content to help the site display higher in search engine results.
(SEO)
Secure Socket Layer (SSL) Used to encrypt data transmitted online. Required for all Recruiting Marketing implementations.
Site Kit Pre-defined layout for a career site used as a starting point for a CSB implementation.
Source The origin of a job seeker or candidate. In terms of Recruiting Management, most often the original website the
(or Source Engine) job seeker visited prior to coming to the Recruiting Marketing site.
Source Type A grouping of source engines that segments different types of online and offline candidate traffic.
Term Definition
A domain that is part of a larger domain. This is best explained using an actual URL that is a domain name, such
as http://www.sap.com. When text replaces www, this is a sub-domain (jobs.sap.com or products.sap.com). In the
Sub-Domain context of Recruiting Marketing, a customer is required to set-up a sub-domain (such as jobs.customername.com
or careers.customername.com) because the customer legally owns the domain, it is a better user experience, and
it is best for search engine optimization (SEO).
A proprietary talent pool captured in the Recruiting Dashboard. Talent Community members have signed up to
Talent Community
receive updates on jobs. Recruiters can use the data captured in the Recruiting Dashboard to mine talent.
Talent Community Marketing A tab within the Recruiting Dashboard that allows users to send out branded job emails. Only available for REC
(TCM) customers.
Talent Pools are groups of contacts who may be suited to various job opportunities. Customers build talent pools
Talent Pool across candidates and employees to organize and manage critical talent needs, and they search these Talent
Pools as a more targeted method of candidate sourcing.
A tool in the Recruiting Dashboard used to add tracking codes to the end of a Recruiting Marketing URL to
URL Builder
segment data in the Recruiting Dashboard and Advanced Analytics.
Visitor A user who visits the customer’s Recruiting Marketing site.
Term Definition
Most simply, data provided to another source in a specified format. In the context of Recruiting Marketing, XML
XML Feed
feeds are used to distribute customer’s jobs to online sources.
Next Steps
Use the space below to capture information about next steps and any additional questions you want to be sure to
remember to ask your SAP SuccessFactors Professional Services Consultant.
Key Dates:
Contact Information:
Questions:
Additional Resources
For more information about SAP SuccessFactors, refer to these resources:
Company Website https://www.successfactors.com
Customer Community https://community.successfactors.com
HCM Suite Help Portal https://help.sap.com/cloud4hr
Training Webshop https://training.sap.com
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SAP SuccessFactors Recruiting Marketing

Project Team Orientation (PTO)

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 Rich media support and branding integration provide

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© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 16

© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 17

 A backlink is a link from one online source

 For customers with a hosted implementation, there

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© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 21

Elements of the components Components can be arranged in

Customize Background Image

Customize Text and Colors

Customize Labels and Colors Search Component

Two Column Component

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Key Capabilities Career Site Manual

Real-Time Job Sync ✓ ✓

Built Entirely on Custom HTML ✓

Self-Serve Page Creation ✓

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 The Recruiting Dashboard allows

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ON A TYPICAL CAREER SITE…

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 Candidate Account Simplification (CAS) is the best

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© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 35

© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 36

© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 37

© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 38

© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 39

© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 40

© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 41

Recruiters can use pick- • Recruiting Posting (previously named Multiposting) is

Some job postings can be

Recruiting Posting XML Feeds Organic Network

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© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 49

© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 50

© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 51

© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 53

 During the Prepare phase:

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 During the Explore phase:

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© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 56

© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 57

© 2016 SAP SE or an SAP affiliate company. All rights reserved. Internal 58