Implementing new technology can be an overwhelming prospect, especially in today’s ever-changing market. Recruitment is no exception to this. To meet hiring demands, market shifts and changes in the industry; business leaders need to react fast and be agile in their approach.
Following your SuccessFactors implementation, there are lots of solutions to consider integrating into the platform. A SuccessFactors integration allows you to automate key HR processes, assist in recruitment tasks and build a hiring process that’s supported for your recruitment needs. We’re aware this can feel a little overwhelming due to the sheer volume of available plugins – so the most important question to ask yourself is, what problems are you facing in the recruitment process? And how can technology improve and make your life and the candidate’s life easier? Without knowing the answers to these questions, you won’t know the solution.
1. Will the solution you choose change the SuccessFactors interface? + what (if any) learning is required?
Integrations are a fundamental part of SuccessFactors and the solution you choose can impact the interface and perspective of the ATS. Whether this is a good or bad thing you need to be aware of the possible changes it can make. If you opt for a solution with its own platform any changes made on SuccessFactors will sync to the integration. But you will be required to learn how to use a new solution interface which can be a time-consuming task – particularly if you have a large recruiting team.
Another alternative is to implement a solution that integrates behind-the-scenes inside SuccessFactors. Choosing this approach lessens the burden on IT teams as there’s no new software to learn. The integration is often fast and easy to set up. Through an API connection with SuccessFactors, all recruiting practices are kept in one place with no additional logins or separate interfaces required. This means users can carry on using SuccessFactors in the usual way.
2. Integration strategy
Consider which areas in the recruitment process will benefit the most from additional functionalities. In many instances, the most time-consuming processes are during the early hiring stages. Think job applicant screening, talent searching and candidate sourcing. With that being said, it’s important to ask yourself these three questions:
Out-of-the-box solution or configurable solution?
Which solution is right for you? This depends on your business needs. A standard software solution is characterised as a predesigned readymade solution. It requires little to no configuration, out-of-box features, or add-ons and the same solution is available to all users. The benefit of this type of solution is that the implementation time is faster than custom software.
Whereas configurable software can be tailored to suit the needs of the user. SuccessFactors users may search for a configurable solution to meet their unique recruitment needs.
For example: configure early recruiting screening solutions to integrate with single or multi-stage applications inside SuccessFactors. Or choose to exclude certain candidates from future job processing who have restricted their visibility profile to “only recruiters managing jobs I apply to”.
Will the solution slot into the current recruitment workflow?
When you choose to onboard a new solution it’s important to take into consideration how this will affect your current SuccessFactors processes. Favour a solution that guarantees zero disruption to your existing workflows.
How long to get started?
Take into consideration how long a SuccessFactors integration could take. Of course, the more configurable elements and customisation required – the longer the integration will take. Make sure you factor this into time scales when planning to implement a new solution.
3. Define automation requirements
Before implementing new software into SuccessFactors set out the technical requirements and goals you want to achieve. For example, speeding up current admin tasks, reducing the manual workload and improving candidate engagement. Prioritise your requirements before researching software choices.
It’s also important to consider how automation will look for the user. Some technology claims to do it all but can risk pushing out the recruiter. Opt for a solution that works with your team rather than against it. A perfect example of this is software that undertakes the heavy lifting of day-to-day recruitment tasks and supports the role of the recruiter – rather than replacing it.
CiiVSOFT’s partnership and seamless SuccessFactors integration
We work extremely closely with SuccessFactors. Our deeply integrated solutions help users screen, search and match talent automatically inside the platform.