SuccessFactors Recruitment and Onboarding. Simplify, Streamline, Organize, Automate
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1 SuccessFactors Recruitment and Onboarding Simplify, Streamline, Organize, Automate
2 What is SuccessFactors? An integrated, cloud-based core human capital management solution Allows information collected in one area to populate information in another area, creating a unified location for employee data through an employee s life cycle, from new hire to retiree Deploys April 1,
3 INTEGRATION AND AUTOMATION Create Position or Existing Vacancy prompts automated posting options in SuccessFactors Employee and supervisor have baseline goals and first 90 days mapped Manager selects to post, review Employee completes week one activities - enrolls in benefits, when applicable New employee has system access day one Position posted; position budget approved, automated workflow Candidates reviewed supervisor/committee access information easily in system 3 New Employee receives welcome message/ completes pre-start date activities Acceptance triggers automated onboarding and employee data populated in HR/Payroll system Offer letter auto-generated
4 SuccessFactors and You All employees will access SuccessFactors to: Review pay statements Update tax forms Update personnel information, including education Update bank information Request time-off or leaves Dropdown for menu options Tiles Quick search bar User profile Tasks and Reminders 4
5 Foundation Organizational Structure and Position Management SuccessFactors structure: Traditional organizational chart view Position organization chart displays position details and kicks-off posting or recruitment process Positions incorporate job family details including identifying career stream, job and job level 5
6 Position Creation Demonstration Sasse Steele, Compensation Manager, demonstrates creating and approving a position. 1. A position must be created to start the recruitment process 2. An initiator role provides the availability to create or edit position within SuccessFactors; in the sneak peek, the administrative assistant has the initiator role to create the position 3. Human Resources reviews and approves Visit SuccessFactors Sneak Peek webpage to view demonstration 6
7 Recruitment The position information demonstrated in the previous slide will populate important requisition fields, so the initiator only needs to complete the information needed to post and hire the position. Recruitment Summary Three Distinctive Hiring Processes: - Faculty - Staff - Student Four Advantages: 1. Reduced time to post 2. Mobile-enhanced 3. Transparency of progress 4. Integration to onboarding and payroll 7 All Processes Include: - Automated workflow - eapprovals - eoffers - Ratings and notes captured in SuccessFactors - Access to reports and data
8 Faculty Recruitment Post a Position 8
9 Faculty Recruitment Extending an Offer 9
10 10 Process Flow - Faculty
11 Staff Recruitment Post a Position 11
12 Staff Recruitment Extending an Offer 12
13 13 Process flow - Staff
14 Student Recruitment Post a Position 14
15 Student Recruitment Extending an Offer 15
16 16 Process Flow - Student
17 Demonstration Staff Position Brenda Coulson, Director Talent Acquisition talks through the following roles in our vignettes. Visit SuccessFactors Sneak Peek webpage to view the following recruitment steps: 1. Initiator Creating Requisition 3. Employee Applies for Position 2. Budget Approver - Fiscal Approval 17
18 Demonstration Staff Position Visit SuccessFactors Sneak Peek webpage to view the following recruitment steps: 4. Review requisitions, candidate pools, request interviews and select final candidate 5. Create offer letter and review approval flow and acceptance 18
19 Onboarding ONB, XB, OFB, GMPM The onboarding module is used to collect and process new hire information such as taxes and I-9 verification. It also provides the hiring manager or department the opportunity to create a welcome message and link to important departmental information. Onboarding Audience Faculty Staff Students Temps Onboarding Module
20 Onboarding Information Collected Processed through SuccessFactors Onboarding activities outside SuccessFactors I9 Information W4/Tax Information Direct Deposit Required University policies Emergency Contact Equipment ID card Parking Permit 20
21 Five Roles: Centralized and Decentralized Recruiter ONB Coordinator New Hire ONB Specialist Appointment Specialist Initiate the ONB process by reviewing new hire data collected during the recruitment process Customize new hire web portal (welcome message, identify important web links, assign mentor, establish 90 day goals, etc.) Submit paper work, visit new hire web portal. Meet with ONB specialist 1 st day of employment Verify new hire documents on the first day of employment Reviews review payroll information and submit information for storage in SuccessFactor Future State 1. Centralized to HR Recruiter for staff 2. Decentralized to unit recruiter for faculty 3. Decentralized to hiring manager for students Future State 1. Decentralized and defaulted to hiring manager unless an ONB coordinator is designated by the hiring manager during recruiting. Future State 1. Decentralized to new hire. Future State 1. Centralized to payroll for faulty and staff 2. Decentralized to business offices and others for student Future State 1. Centralized to payroll.
22 Onboarding New Employees 1 Recruiter - One last review of data entered during recruitment. Kickoff steps 2A and 2B at the same time 2A Onboarding Coordinator - Prepare and send online new hire messaging 2B Submit online paperwork: direct deposit, work authorization, sign important policies, tax forms, other related employment information 3 Onboarding Specialist - Meets face-to-face with employee on first day to complete work authorization paperwork. Diana White, Talent Management Specialist, demonstrates the first two onboarding steps. Visit sit SuccessFactors Sneak Peek webpage to view the demonstration.
23 What s Next 1. Review the other sneak peeks or PowerPoint presentations, specifically time and leaves information 2. Reach out to your change network with questions 3. bpr@purdue.edu for further assistance 23
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