The battle for talent shows no sign of getting any easier. SAP SuccessFactors therefore marked the opening of its annual SuccessConnect EMEA conference in Berlin this week with the addition of new candidate recruitment management capabilities to its Recruiting solution. As SuccessFactors president Greg Tomb told attendees in the opening keynote:
There is a scarcity of talent that’s hitting us, and it’s growing every year … Talent can be the roadblock for you — or, if you attack it, it can be the catalyst for your success.
Candidate recruitment management shares the CRM acronym with the more firmly established discipline of customer relationship management, from which it borrows many of its techniques for keeping prospects engaged, such as email marketing, website landing pages and profiling.
Like its namesake acronym, it tends to focus more on management of candidates than it does on building relationships with them, although in the case of SuccessFactors that’s more because the new functionality extends the existing Career Site Builder, introduced two years ago to provide a web portal where would-be applicants can interact with an employer.
The new embedded functionality introduced with the latest release of SAP SuccessFactors HCM Suite adds four main capabilities:
The new functionality has been developed in response to customer demand and early adopter feedback, says Jeff Mills, Solution Management, Talent Acquisition at SuccessFactors:
Part of the reason we took on the CRM initiative is because there’s a very strong need among the customer base to have this functionality.
The intention is to further develop the functionality in areas such as web visitor analytics and social media tracking. At the moment best-of-breed offerings from specialist vendors offer more sophisticated capabilities, but SAP is emphasizing the benefits of embedding CRM within an end-to-end recruitment platform that’s already connected into other talent management and onboarding processes. It will also become possible to analyze recruitment data and ultimately engagement metrics in SAP Analytics Cloud.
New features will be added incrementally to build up a complete CRM offering based on customer feedback. The goal is to have feature parity with best-of-breed competitors by the end of next year, say product managers.
Nurturing contacts who’ve already shown an interest in the company gives recruiters an important edge in the talent acquisition wars, says Mills. In the customer acquisition field, acquiring a new prospect is several times more costly than selling to an existing contact. The same calculation applies when it comes to prospective candidates, he argues:
It makes a whole lot more sense to put your dollars into contacting known individuals as opposed to sourcing all brand new all the time.
Candidate engagement has been an area of significant innovation in recent years and, like most HCM suite providers, SuccessFactors has found itself behind the curve. So it’s no surprise customers have been asking for more. The functionality being released will make it a lot easier for recruiters to manage campaigns that keep potential recruits engaged. But there’s a lot of catching up the vendor still has to do before it can claim feature parity, and the goal of doing so by the end of next year sounds optimistic to me — especially as it’s a constantly moving target.
What SuccessFactors will argue though is that what matters to its customers is the ability to craft end-to-end processes that allow them to nurture internal prospects as well as outsiders, and to onboard directly into the HCM suite once a position is filled. Add in the ability to run analytics across that end-to-end data and you can see that the argument has some merit. In any case, attracting and keeping talent is not just about the technology tools you use. Without the right organizational culture to back it up, no amount of automation and analytics will make much of a dent in the end result.
Image credit – via SAP SuccessFactors
Disclosure – SAP is a diginomica premier partner and funded the author's travel to attend SuccessConnect EMEA
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How cloud-based time tracking could enhance your business – VentureBeat
This article is part of a VB special issue. Read the full series here: The metaverse – How close are we?
This article was contributed by David Right, SAP professional and consultant.
Enterprise software company, SAP, has launched SuccessFactors, a cloud-based time-tracking functionality that enhances the software’s attendance and time management efficacy significantly. This new functionality enhances the attendance and time management efficacy of SAP SuccessFactors significantly. The time tracking functionality fits perfectly with the preceding Employee Central Attendance and Time features that enable businesses to manage and track time in the cloud. Nonetheless, there is a lot more to discuss regarding this functionality, so continue reading to explore SAP SuccessFactors cloud-based time tracking functionality.
The cloud-based time tracking functionalities can be integrated with both SAP SuccessFactors Employee Central Payroll and SAP SuccessFactors Employee Central. This product is developed by SAP and enables enterprises to facilitate advanced management of time and attendance simultaneously.
Using this feature can help organizations get real-time updates, enabling them to get an enhanced and transparent view of how time is being managed and utilized by the employees. Enterprises now have the capability to get effective control over the employees’ work schedules by tracking the time spent by employees. Organizations can leverage this capability to minimize every employee’s labor and operational cost, all while getting access to interactive dashboards and valuable insights.
This cloud-based time tracking functionality is engineered to seamlessly manage operations on an international scale while integrating with local calendars. This helps businesses to keep track of local holidays and country-based payment information in the local languages. The management of the enterprise can leverage this data to simplify complex management tasks and facilitate seamless management of an international workforce with enhanced flexibility.
This new cloud-based time tracking functionality is equipped with numerous superior capabilities that can benefit enterprises in numerous ways when used effectively. Therefore, let us check out a couple of these competencies.
We already know that the new time tracking functionally of SAP SuccessFactors can be seamlessly deployed on the cloud. This feature is made available to enterprises as a Software-as-a-Service or SaaS meaning that it can be easily accessed from any web browser at any time. Therefore, let us look at some of the primary benefits of this feature in SAP SuccessFactors.
Over the next couple of years, SAP is very likely to put more investment into the time tracking feature of SAP SuccessFactors to boost activity-based functionality. This means that an organization currently using the on-premise SAP ERP HCM can now leverage the SAP ERP CATS (Cross-Application Time Sheet) and SAP ERP HCM Time to suffice two isolated and independent requirements. In simple terms, while the SAP ERP HCM Time remains focused on the employees’ working time, the CATS will manage and allocate time to the tasks or operations that the employee is occupied with.
David Right is an SAP professional providing consulting services for SAP SuccessFactors to his clients. With a knack for technology, he loves to write on the latest SAP developments and share his knowledge with the readers.
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Aaron Au looks back on SuccessFactors, looks ahead at Gloat – TechTarget
peshkova – Fotolia
In 2001, many firms kept HR records on paper and in spreadsheets, and the SaaS market was in its infancy. It was also the year Aaron Au became a co-founder of SuccessFactors, one of the most successful startups in the HR software market.
Au stayed at SuccessFactors until 2019 as vice president of engineering and CTO. He recently became chief strategy officer at Gloat, an Israeli-based HR AI startup that has developed a talent marketplace to foster internal mobility.
Routine new job appointments in the technology industry rarely get attention, but Au’s history is worth telling, especially for HR professionals. It speaks to the rapid development in HR software, how quickly good ideas can catch on and how quickly the industry has changed.
SAP bought SuccessFactors in 2011, just 10 years after its start, for $3.4 billion and it remains the anchor of SAP’s cloud-based human capital management (HCM) product line. Most founders exit a year or two after an acquisition. Au remained at the firm until about a year ago.
In the late 1990s, the rush to e-commerce created a massive financial bubble. By 2000, the big investment darlings of the dot-com era, such as Pets.com, were evaporating. Despite the market upheaval, some investors were still moving forward. In 2001, Au was contacted about SuccessFactors.
At the time, Au was working for a startup unrelated to SuccessFactors, which wasn’t doing well, despite building some good technology, he said. That firm and SuccessFactors had common investors, which is how Au learned of the company. Au said SuccessFactors needed his expertise — someone who could build a cloud-type platform in a time when cloud wasn’t even a term.
Au was introduced to Lars Dalgaard, the other co-founder of SuccessFactors, who would become its CEO. Dalgaard is a venture capitalist today.
Au, a University of California, Berkeley, computer science graduate, had experience in the forerunner of SaaS, which was application service provider (ASP). Under the ASP model, a customer would pay the vendor to host an application.
The approach used by SuccessFactors in building its SaaS HCM platform was to build a tool for employees, as well as HR departments.
“The real problem of what we are trying to solve is a more business-centric problem related to people,” Au said. “In order to really solve it, it’s not just trying to make HR function more efficiently.”
They wanted to make the employees “be better at HR themselves — to be a better coach, to be a better mentor. To do that, we can’t just build a tool just for HR,” Au said.
Its talent management product was launched in the fall of 2001. In 2007, SuccessFactors went public.
Today, HCM is a multibillion market. The total worldwide HCM software market was $18.5 billion in 2019, according to IDC. The largest HCM vendors that year by market share were SAP, 13.9%; Workday, 12.1%; ADP, 10.5%; Oracle, 8.9%; and Kronos, 6.1%.
Au said they didn’t need to sell the company in 2011 but merged with SAP because they felt it was a strategic fit and opportunity to grow faster.
Au left SuccessFactors to pursue his interest in developing firms and mentoring. He doesn’t see Gloat as a competitor to SuccessFactors, but HR AI startups appear to share an employee-centric approach, where the tools they build are meant as much for HR departments as they are for employees.
Gloat’s “talent marketplace is not designed just for HR,” Au said, but it’s designed for employees “to really experience and explore their career” and try to “align their passion” to the company’s goals.
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