Better of each worlds: SAP SuccessFactors and LiveHire expertise layer
Most giant organisations may have a Human Capital Administration (HCM) software program platform as their central HR expertise. For organisations wishing to mix a best-of-breed with an all-in-one expertise technique, utilizing a HCM platform corresponding to SAP SuccessFactors with a expertise acquisition, mobility and engagement software program corresponding to LiveHire, has many company-wide advantages. Streamlining HR processes could be a problem for lots of companies. Managing expertise, notably excessive quantity expertise, in a collection that additionally supplies assist and optimises efficiency, could be a tough activity. Options hardly ever supply a whole package deal which supplies best-in-class expertise for candidates, recruiters and HR managers alike.
At its coronary heart, LiveHire’s expertise acquisition, mobility & engagement software program supplies a deeply built-in expertise layer for SAP SuccessFactors that creates a world-class candidate and recruiter expertise that’s intuitive and simple to make use of.
Why LiveHire?
At LiveHire, we all know recruitment is extra than simply supply, rent, repeat. LiveHire’s cloud primarily based platform is designed with person expertise at its heart – the expertise of candidates, recruiters and hiring managers. This concentrate on person expertise delivers fast enhancements in time to supply and rent candidates, whereas producing a constructive candidate expertise. At LiveHire, candidates entry a cell enabled software course of with simple resume add, and recruiters expertise an intuitive drag and drop expertise pipelining with easy-to-read, actual time hiring dashboards. LiveHire clients get pleasure from the advantages of cloud-based recruiting software program with world connectivity.
Why SAP SuccessFactors and LiveHire?
1. Aligning best-of-breed (LiveHire) with all-in-one (SAP SuccessFactors)
As Josh Bersin recommends, savvy, trendy HR leaders create their HR tech stack utilizing each all-in-one and best-of-breed applied sciences. And it is sensible, particularly for big organisations. The SAP SuccessFactors-LiveHire integration is a deep bi-directional integration (extra on that later) which suggests HR Administrators have a single supply of individuals information through SAP SuccessFactors, and the perfect candidate and hiring group expertise through LiveHire.
By integrating your SAP ERP & HRIS programs with LiveHire, you possibly can construct a group of engaged candidates who will expertise humanised and genuine connection. Additional, your HR group may have the flexibility to construct a dwell and flowing database of expertise throughout the entire recruitment course of. The API integration between SuccessFactors RCM and LiveHire is without doubt one of the deepest available in the market. Our integration makes use of the newest OData APIs that are backwards appropriate.
2. Why do the perfect organisations use LiveHire with SAP SuccessFactors for his or her Expertise Administration?
HR Administrators increase their HR Expertise Technique by utilizing LiveHire. LiveHire on the front-end, permits organisations to cut back their time-to-hire by as much as 75% and ship proactive recruitment methods corresponding to: candidate sourcing (from a number of channels corresponding to job boards, careers pages, inside referrals, alumni, social pages and database candidates), cell enabled functions, expertise pooling (utilizing inside, alumni and exterior expertise) and on the spot SMS candidate communication. Then, relying on the organisation’s distinctive recruitment course of, SAP SuccessFactors can step in to handle the remainder of the recruitment course of and HCM updates corresponding to: job requisition, job supply, new rent onboarding and if inside, switch/promotion. This outlines only one approach of integrating these platforms. We all know that organisations every have distinctive hiring processes, and so now we have designed the LiveHire / SuccessFactors integration to be customised to suit every group’s wants.
The results of this HR Tech technique is that organisations obtain important enhancements of their hiring metrics: 17 days median time-to-hire, improved variety metrics (when utilizing Expertise Communities, 56% of hires are feminine) and quick candidate response instances with candidates responding to SMS messages in beneath one hour.
LiveHire is for organisations devoted to sourcing the perfect expertise, and HR Administrators in search of to outperform on their hiring metrics and improve organisational employer and shopper model. Utilizing LiveHire with SuccessFactors signifies that organisations get all the advantages of a best-in-class platform (like LiveHire) with the size of an all-in-one platform (like SuccessFactors).
Victorian organisation, Alfred Well being, makes use of LiveHire / SuccessFactors to supply, rent and onboard a whole bunch of healthcare employees from inside 1000’s of resumes. Hiring at Alfred Well being has risen by 15% over the previous 5 years pushed by a rise within the supply of providers and the COVID-19 pandemic response. SuccessFactors / LiveHire was carried out to satisfy these calls for. Alfred Well being describes their SuccessFactors/LiveHire integration as “the perfect of each worlds, with a easy, streamlined candidate expertise in addition to a devoted HRIS system”. A crucial aspect was to make sure information flowed seamlessly, liberating up groups to concentrate on discovering candidates rapidly, managing candidate relationships and bettering the standard of rent. With a complete workforce of ~10,000 staff, Alfred Well being is a superb instance of the best way to ship an amazing best-of-breed (LiveHire) and all-in-one (SAP Successfactors) HR Expertise Technique. Watch right here from Alfred Heath about their LiveHire/SuccessFactors deep integration.
3. What’s a deep integration and the way does it work between SAP and LiveHire?
Expertise integrations – “Does X combine with Y?” is such a easy query on the floor. It’s much like asking a chef to mix elements collectively. Whereas the elements could technically combine, they might or could not style nice. It’s the identical with expertise integrations.
Two questions HR Administrators ought to ask concerning deep expertise integrations:
- How is information shared between platforms? Is it bi-directional?
- How easy is the workflow and person expertise between platforms?
- What’s the person expertise? For candidates? For Recruiters? For hiring managers?
The SuccessFactors/LiveHire integration is a deep integration. Which means recruitment information does two necessary issues: (1) information flows 2-way (bi-directional) between the 2 platforms (i.e. SuccessFactors speaks to LiveHire, and LiveHire speaks to SuccessFactors), and (2) the info communication updates and flows actual time. Which means when Recruiters or HR Administrators enter both system, workflows aren’t interrupted and reporting is actual time.
Actual time information updates to create actual time reporting is crucial for HR Administrators. All-in-one programs could seem engaging on the floor due to the notion that reporting will likely be extra dependable if every little thing is completed in a single system. LiveHire overcomes this problem with the deep integration constructed with SuccessFactors. This implies SuccessFactors stays the one “supply of fact” with related hiring information up-to-date in each programs, which in flip facilitates actual time reporting in SuccessFactors.
4. As a candidate, how do LiveHire and SuccessFactors work collectively for me?
In organisations utilizing the LiveHire platform, candidates apply for (1) present open roles or (2) expressions of curiosity (future roles). The LiveHire platform is designed to be candidate pleasant. It’s mobile-enabled and permits quick add of resumes (solely minutes to finish) from a variety of sources (e.g. phrase paperwork, LinkedIn and many others) so it’s fast and simple to use.
Candidates talk instantly with recruiters by the platform, and since LiveHire is enabled with two-way SMS messaging, this leads to median candidate response instances of lower than one hour.
Recruiters have interaction with candidates at scale utilizing bulk communication expertise (only one click on) and may simply share necessary updates corresponding to hiring standing, position data and position rejection whereas holding candidates throughout the organisation’s Expertise Neighborhood.
Range hiring can be improved. For instance, feminine candidates are additionally extra doubtless to answer Expressions of Curiosity reasonably than particular roles. The causes girls hesitate to use embrace: (1) they’re not sure in the event that they meet all the standards, (2) they’re much less more likely to apply to a job at an organisation who has rejected them for an additional position, and (3) they’re deterred by lengthy software processes. In distinction, males usually tend to reapply for roles, no matter prior software standing. Software processes which might be rejection centric, are too lengthy or supply little or no probability of receiving a response from the organisation, are limitations to girls.
LiveHire solves this by recruiters constructing a branded Expertise Neighborhood, reasonably than relying solely on job commercials. Then, recruiters can invite candidates to specific curiosity within the organisation and alleviate the stress to use for a selected position that will not be absolutely appropriate to the candidate. The online result’s extra gender variety and a constructive candidate expertise, even when candidates aren’t profitable for his or her preliminary position. Enhancing the normal hiring mannequin with Expertise Communities, LiveHire helps corporations obtain 15% higher variety outcomes than the trade normal. Learn extra about Range Hiring finest practices right here.
How SAP SuccessFactors and LiveHire are built-in:
- Deep twin synchronised integration with RCM – job, software, standing, candidate information
- Seamless recruiter expertise with no disruption to the Hiring Supervisor expertise
- Greatest observe careers website expertise – high job widgets, cell optimised expertise, embedded referrals, embedded video
- Cell optimised candidate expertise and dwell profiles
- AL-powered expertise matching and expertise options for proactive and fast hiring
- Two-way SMS and e mail messaging
5. As a recruiter, how do LiveHire and SuccessFactors work collectively for me?
Recruiters profit rather a lot from the LiveHire / SuccessFactors integration. Recruitment processes are sometimes distinctive to every organisation. The LiveHire / SuccessFactors integration could be configured to every organisation’s most well-liked hiring course of. For instance, organisations could select to make use of LiveHire as much as the purpose of shortlist, whereas others could determine to make use of LiveHire all the best way as much as the purpose of supply.
This resolution hinges on how they need recruiters to collaborate with hiring managers to fill open positions. If the group solely desires their hiring managers to work in SuccessFactors, they’ll select to work with LiveHire as much as the purpose of shortlist.
On this instance, recruiters can use LiveHire to carry out the sourcing and engagement phases of hiring: Sourcing, Software Screening, Expertise Pooling and Candidate Communication. Then, as a result of information flows with the deep integration between LiveHire and SuccessFactors, recruiters workflow throughout to SuccessFactors to match candidates to Hiring Requisition, supply the position and onboard new candidates. See how Alfred Well being built-in their hiring course of with SuccessFactors/LiveHire.
Along with this, intelligent options like CRM (buyer relationship administration), Clever Matching, Candidate Possession and Pipeline Velocity, save recruiters time and cut back time-to-fill.
Clever Matching suggests well-matched database candidates for roles whereas the intuitive drag-and-drop interface makes expertise pooling dynamic and simple for recruiters.
Candidate Possession permits stakeholder tagging which creates possession as recruiters assessment personalised expertise swimming pools for his or her inside shopper group.
Pipeline Velocity is a brand new function and has 2 key parts. Firstly, organisations can customise timeframes for candidate standing at every recruitment stage (for instance, if they’re interviewing then they shouldn’t be sitting in the identical standing for 4 weeks). Secondly, Pipeline Velocity creates system-generated actions or nudges to remind recruiters of which candidates needs to be progressed or rejected when they’re sitting in a stage too lengthy. Counting on recruiter reminiscence or to-do lists of actions for each candidate is just not dependable. Utilizing expertise to remind recruiters prematurely of actions they should take, hurries up hiring and improves candidate expertise. Importantly it additionally frees up the thoughts of recruiters to concentrate on candidate expertise and engagement.
The mixture of Clever Matching, Candidate Possession and Pipeline Velocity signifies that hiring groups can rapidly curate functions into easy, streamlined expertise swimming pools, prepared for interview, evaluation and supply whereas creating an excellent, personalised candidate expertise.
6. As a HR director, how do LiveHire and SuccessFactors work collectively for me?
HR Administrators leveraging each LiveHire and SuccessFactors ship their HR and organisational worth proposition on all three dimensions: candidates, staff and shoppers.
Candidates have an amazing expertise as a result of tech-enhanced engagement (two-way SMS / mobile-friendly) and recruiters are freed as much as ship an amazing service (through Pipeline Velocity, Clever Matching and Candidate Possession).
Staff have an amazing inside mobility expertise because the LiveHire platform handles all inside emptiness processes utilizing the identical white-glove expertise as exterior candidates.
Shopper expertise is fulfilled with low candidate rejection and elevated candidate engagement, which means these candidates who apply and are unsuccessful retain an affinity for the organisation’s shopper model.
Lastly, as a result of actual time, bi-directional information, HR reporting is a breeze as Successfactors retains its standing as the one supply of knowledge fact.
Conclusion
It’s clear that HR expertise integrations are right here to remain. Whereas the method of aligning platforms could seem daunting, deep integrations already constructed between software program platforms really make integrations simple. HR Administrators can leverage best-of-breed expertise like LiveHire, coupled with giant scale HCMs like SAP SuccessFactors and obtain excellent leads to sourcing, hiring and onboarding expertise.
