3D Results Blog

You Asked, and Our Recruiting Experts Responded

Fotolia_93902878_XS.jpgOur “Ask the Experts” live, open Q&A forum is a monthly program where the audience can interact with our experts for advice and guidance. In March, the topic was recruiting, and our recruiting experts were Dana Crosby, Service Director; Stacy Alsides, Service Director; Dan McShea, Senior Consultant; Lori Baker, Senior Consultant; and Lindsay Jauss, Principal Consultant. All these experts have many years of hands-on experience with the SAP SuccessFactors product and recruiting practices, and it made for a lively exchange.

Here are some of the topics and questions that were asked during the discussion, along with a link to the video of the session.

How do people generally handle passive candidates? We want to keep track of them and stay in touch, not just send a link.

The best way to handle passive candidates is through the SAP SuccessFactors Recruiting Marketing (RMK) module or career site builder. The “talent community” is a critical part of RMK functionality where you can attract and engage passive and active applicants within the system. There’s a lot of great functionality with the talent community – the system will automatically send targeted emails to candidates in the community alerting them of new positions that become available for different job functions and locations that they may be interested in. In addition, there is the RMK dashboard which has a tool called “talent community marketing” that allows you to send custom emails to your talent community.

What is the best way to handle the hiring and onboarding of internal employees? What is the best way to handle acquired employees?

We highly recommend that your internal candidates apply and go through the same process as your external candidates via the Recruiting Management system. We also encourage them to go through the Onboarding module using cross-boarding functionality that allows you to create a separate process for them. Also, make sure to include promotions and transfers between different positions as well, where you might have different forms or different types of data to collect for specific hires.

What are the top six metrics that other companies use for Recruiting Management reports?

  1. Requisition Status Report – how many requisitions do you have and what status is each requisition in?
  2. Time to fill Report – how many requisitions do you have open and how long does it takes to fill them?
  3. Candidate Pipeline Report – where are the candidates in the pipeline, how many of them are there, and how long are they staying in those statuses?
  4. Offer Status Report – how many have accepted an offer, how many have declined an offer, and how many hired candidates are there?
  5. EEOC Applicant Flow and Veteran Status – these two key reports help if you have to report to the government or internally for diversity
  6. Executive Summary Reports – these give a breakdown of key metrics of candidate flow including time to fill, number of hires, and reasons for turning down offers

Is the RMK Advanced Analytics tool an extra cost and what advantage does it have over regular reporting?

The RMK Advanced Analytics tool is really powerful and SAP SuccessFactors is the only company that offers it. It is included in the RMK subscription cost, whether you choose career site builder or the base RMK module. RMK Advanced Analytics can give you an end-to-end view for all of your candidates – from source through apply. You can see the cost-per-hire and where the majority of your spend is going; depending on whether that source is successful, you can make budget allocation decisions. This is a truly powerful tool for when you are trying to create a business case – think of it as a CRM tool for your applicants.

What are the advantages and disadvantages between RMK and career site builder?

Both RMK and career site builder are the same module. Everything under the hood of RMK and career site builder is still the same – they both include the talent community, keyword search, advanced analytics, etc. The real difference is the self-service model of career site builder – there is so much more you can do in career site builder on your own than what you would be able to do in the RMK module. The great thing about career site builder is its simplicity; research shows that the more complexity and imagery on a career site, the more frustrating it is for candidates to get to the information they’re looking for. As a result, career site builder is built using pre-defined components that SAP SuccessFactors knows people react well to. Implementation partners know where to place them based on best practices. On the other hand, RMK can be completely customized to your organization’s needs, but you have to submit a ticket to get any changes made.


There were many other great questions from the audience. If you found these helpful and are interested in learning more, view the video

If you would like to talk with one of our experts, Contact Us


Dana Crosby

Dana is Service Director, Recruiting Services at 3D Results. She has over 15 years of experience in the HR field.

Please Share This

Human Resources Today

Recent Posts