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Ask any organizational leader what the trickiest aspect of managing a business is and they’ll likely say employees. Finding the right recruits, onboarding them efficiently, nurturing their career growth, and ensuring their happiness on the job is a major undertaking. What’s so difficult about the process is that it is not black and white. There are no formulas available that show individuals, step-by-step, the right mix of qualities to look for in applicants, and the right ways to foster their performance within a company. Every individual is different, which means wants, expectations, and working styles within one company – even, with one team – vary wildly. Sometimes, human resources can look like a shot in the dark, an endless (and expensive) series of trials. But it doesn’t have to be this way. Although the characteristics associated with employee happiness and candidacy success are primarily qualitative, there are ways to take a data-first approach to facilitating employee recruitment and management.


SAP’s Success Factors solution is a data-driven approach to attracting and retaining high quality talent across industries. The SAP team recognized that the recruitment arena was in need of a holistic tool to help recruiters reach, track, and analyze high-potential candidates throughout the recruitment process.


SAP Success Factors offers a one-stop shop for recruiters throughout the search, interview, and onboarding process. Sure, there are basic soft skills and qualities employers like to see in candidates, but it can be hired to distinguish those skills when resumes start flooding an inbox.

The platform enables them to source only the highest and most relevant talent candidates. HR managers and recruiters can create job reqs directly from the platform – and can even get a jumpstart on the search by producing a post as soon as an employee gives notice. After desired qualities, skills, and experience are determined, the platform analyzes the desired candidate description and automatically sources the post to the most relevant job sites for that position. The platform provides deep insight into what each company’s sourcing funnel looks like. Talent managers can track everything from visits per hire to qualifieds per hire, allowing them to tweak aspects of the sourcing variables to save time and money the next time around.


Success Factors doesn’t just eliminate recruiters’ headaches, it also streamlines the process for potential candidates. Whether a candidate is trying to land his first internship out of college or looking to make a major mid-career leap, the job hunting process is just as taxing as the employee-hunting process. It’s even more frustrating when companies use archaic application systems. Too often, job searchers might visit a company’s career page, see an interesting open role, and then…never complete the process because the application is too long, convoluted, or buggy. Posting through Success Factors means that candidates are given an intuitive and responsive application.


Success Factors doesn’t begin and end with the recruitment process. Once companies have found and trained the right candidates for a role, Success Factors ensures that HR is never out of touch with individuals. From goal-setting to ongoing performance assessments and feedbacks, Success Factors sparks a continuous two-way dialogue between employee and employer to ensure both sides have the opportunity to speak, listen, and understand the other. When every employee goal and performance benchmark is tracked and communicated in a centralized location, there’s little risk of any individual flying under the radar.  Employee happiness is a major driving force behind company productivity, and a quality that every company is trying to harness. Although every individual is looking for different job traits, communication is always an underlying unifiers. The more organizations can create an open culture that celebrates communication and performance growth, the more valued employees will feel.

Employee turnover is a rampant issue across industries. As more employees, especially young employees, are becoming more open to the idea of experimentation and trying new jobs, employers are scrambling to attempt to retain talent. After all, retaining talent costs far less than attracting new talent. Studies suggest that it costs a company anywhere between $30,000-$45,000 when they lose an employee salaried at $60,000. After the employee walks, the employer has to conduct a wide job search, take the time to vet and interview candidates, and then train the chosen individual. While employers don’t have the power to make candidates stay or magically transform their unhappiness within a position into joy, there are ways companies can manage recruitment and ongoing human resources to ensure more success and happiness for both employees and employers. Many business leaders believe the key to reducing employee turnover starts with employee recruitment; finding the right employees to fill a position from day one results in a happier, longer, and more productive marriage between both parties.

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