What is in the Sandbox

ESS MSS HRBP ONB RECR

EMPLOYEE CENTRAL
Personal Information (Me) - view X X X
Personal Information (Me) - change X X
Job Information (Employment) - view X X X
Job Information (Employment) - X X
change
Employee Search (basic view) X X X X
Compensation (on profile) - view X X X
Compensation (on profile) - change X X
Talent Profile - view X X X
Talent Profile - change X X
Time Off - Request Time Off X
Time Account Payout X
Time – Purchase leave X
Time Off - Administer Time X
Time Sheet - Adjust Time Sheet X X
Team Absences X
Mobile Access X X
Document Generation X
Termination X X
Add New Employee X

PM/ GM
View Goals X X X
Add New Goals X X
Cascading Goals X
View Performance Form X X
Review Performance X
CPM - Add Activities X X
CPM - Add Achievements X X
CPM - Give Feedback X X
CPM - Request Feedback X X

SUCCESSION/ DEVELOPMENT
Development Goals X X
Succession Org Chart X
Lineage Chart X
Talent Search X

CALIBRATION
View Calibration X
Perform Calibration X

LEARNING
E-Learning X X
Instructor Led Training X X
Read Document X X
Curricula X X
COMPENSATION
Compensation Statements X
Compensation Plan View and Edit X
Variable Pay Plan View and Edit X
Recognize and Reward someone X X

ESS MSS HRBP ONB RECR

REPORTING
Dashboards X X
WFA X X
Investigate X
Ad Hoc Reporting X

ONBOARDING
Onboarding Tour X
Finish Paperwork X
New Hire activities X X

RECRUITING
Apply for a job (Applicant)
Create Job Req (Also from Pos Org X X
chart)
Job Analyzer X X
Approve Job Req X
Post Job Req Internal X
Post Job Req External X
Post to Job Boards (Recruiting X
Posting)
Move candidate through Pipeline X
Interview Scheduling X
Interview Feedback X
Offer Approval X
Send and Create Offer Letter X
Accept/Sign Offer (Applicant)
Initiatie Onboarding X
Post Hire Verification Step X
Recruiting Dashboard X

PRESENTATIONS
Team Review X

ADMIN
Manage Workflow Requests X
View Job Profiles X X
Manage Job Profiles X X
Release Center X
Login and Page views X
New Hire and Rehire X
Generate Document X
Manage Leave X
Trace Time Sheet X

2
NOT IN SCOPE IN CURRENT VERSION
Payroll
External integrations and Apps
Global Assignments/Concurrent Employment
Configuration and Admin tasks
Other countries than US and Germany

SANDBOX ORG CHART OVERVIEW

3
 • Log on with RECR1 and initiate Onboarding. We have staged 1 New Hire per SB Requisition, see list below.
Make sure, your start date is in the Future.

SuccessFactors
Sandbox Guide
Version 8 (2022)

Sandbox Guide | Confidential

Things to Know About Your Sandbox Environment

Your sandbox environment has been setup with a generic employee hierarchy and organizational structure.
SAP SuccessFactors is a highly configurable and extensible platform, allowing you to configure HR processes
and workflows that suit your business processes. The sandbox includes only a small subset of the available
configuration options which you may adopt.

This document is designed to guide you through some of the most common use-cases.
It is not a step-by-step instruction manual as SuccessFactors is designed to be navigated intuitively without
the need for training, so please explore the system.

Recruiting Management
If Recruiting Management is part of your Sandbox experience you can use the Flow Diagram below to
understand the process and users which have been prepared for you. Multiple candidates are already
populated in different stages for you, so it is not mandatory to follow the entire process. Also be aware this is
only one prepared flow and a small subset of the full capabilities of SAP SuccessFactors.

Request Job Provide Interview

Confirm Interview
Requisition Feedback
Manager Candidate Manager

Select Candidate
Create Job
Schedule Interview and create offer
Requisition
letter
Recruiter Recruiter
Recruiter

Review Candidates
Post Job to Career
and move them Accept Offer
Sites
through Pipeline
Recruiter Candidate
Recruiter

Post Hire
Post Job to Job Search and Apply
Verification and
Boards for new Job
start Onboarding
Recruiter Candidate Recruiter

5
Table oft Contents

GENERAL INTRODUCTION .................................................................................................................................... 8

MEET YOUR PERSONAS................................................................................................................. 8
Market Research .................................................................................................................................................... 9
Development .........................................................................................................................................................10
Production ............................................................................................................................................................. 11
Maintenance .......................................................................................................................................................... 12
Planning & Scheduling ......................................................................................................................................... 13
Sales ....................................................................................................................................................................... 14
ENABLE NOW .............................................................................................................................. 15
BASIC NAVIGATION ..................................................................................................................... 16
Find an employee .................................................................................................................................................. 17
MOBILE ...................................................................................................................................... 18
Mobile: iOS & Android Activation ........................................................................................................................ 19
Apply for a Job....................................................................................................................................................... 21
Confirm Interview ................................................................................................................................................ 23
Accept Offer ......................................................................................................................................................... 24
ONBOARDING............................................................................................................................. 25
Pre Hire Activities ................................................................................................................................................ 26
SELF SERVICE ............................................................................................................................ 27
EMPLOYEE EXPERIENCE ..................................................................................................................................... 27
Apply for leave ...................................................................................................................................................... 28
Pay Out Time ........................................................................................................................................................ 29
Purchase Leave .................................................................................................................................................... 30
Time Recording ..................................................................................................................................................... 31
Address Change ................................................................................................................................................... 32
View Compensation Statement ......................................................................................................................... 33
ANNUAL PERFORMANCE ............................................................................................................. 34
Set annual goals ................................................................................................................................................... 35
CONTINUOUS PERFORMANCE ...................................................................................................... 36
Activities & Achievements .................................................................................................................................. 37
DEVELOPMENT ........................................................................................................................... 38
Development Plan ................................................................................................................................................ 39
LEARNING .................................................................................................................................. 40
E-Learning ............................................................................................................................................................. 41
Instructor-Led Training ....................................................................................................................................... 42
Read Document ................................................................................................................................................... 43
Curricula and Certifications ................................................................................................................................ 44
Search for Learning ............................................................................................................................................. 45
SELF SERVICE ............................................................................................................................ 46
MANAGER EXPERIENCE ...................................................................................................................................... 46
Terminate an employee ...................................................................................................................................... 47
Employee Pay Increase ....................................................................................................................................... 48
ANNUAL PERFORMANCE ............................................................................................................. 49
Reviewing annual goals ....................................................................................................................................... 50
Annual performance review ................................................................................................................................. 51
CONTINUOUS PERFORMANCE ...................................................................................................... 52
Continuous Performance .................................................................................................................................... 53
My team’s performance and objectives insights .............................................................................................. 54

6
 REWARDS & COMPENSATION ...................................................................................................... 55
Issue an off-cycle reward (spot award) ............................................................................................................. 56
Annual Salary and Bonus Review ....................................................................................................................... 57
SUCCESSION ............................................................................................................................. 59
Succession and Lineage Org Chart .................................................................................................................... 60
Talent Search ........................................................................................................................................................ 61
RECRUITING ............................................................................................................................... 62
Request Job Requisition ..................................................................................................................................... 63
Provide Interview Feedback................................................................................................................................ 64
PRESENTATIONS ........................................................................................................................ 65
Presentations ....................................................................................................................................................... 66
CALIBRATION ............................................................................................................................. 67
HRBP EXPERIENCE .............................................................................................................................................. 67
Calibration (Annual) ............................................................................................................................................ 68
Calibration (Talent Review) ................................................................................................................................ 69
GENERAL TASKS ........................................................................................................................ 70
Transfer employee to new Position .................................................................................................................... 71
Generate Document ............................................................................................................................................ 72
New Hire................................................................................................................................................................ 73
REPORTING................................................................................................................................ 74
Organizational Diversity ...................................................................................................................................... 75
How much is sick leave costing the business? ................................................................................................. 76
RECRUITING PROCESS ................................................................................................................. 77
RECRUITER EXPERIENCE .....................................................................................................................................77
Create Job Requisition ........................................................................................................................................ 78
Post to Career Site ............................................................................................................................................... 80
Post to Job Boards ............................................................................................................................................... 81
Move Candidates through Pipeline .................................................................................................................... 82
Schedule Interviews ............................................................................................................................................ 83
Create Offer Letter .............................................................................................................................................. 85
Initiate Onboarding .............................................................................................................................................. 87

7
General Introduction
Meet your Personas

8
Market Research

Employees
System login: E1, E2, E3, E4, E5, E6
Password: runsimple

Manager
System login: M1
Password: runsimple

HR Business Partner
System login: HRBP1
Password: runsimple

Onboarding Employee
System login: <Email Address of New Hire>
Password: runsimple

Recruiter
System login: RECR1
Password: runsimple

9
Development

Employees
System login: E7, E8, E9, E10, E11, E12
Password: runsimple

Manager
System login: M2
Password: runsimple

HR Business Partner
System login: HRBP2
Password: runsimple

Onboarding Employee
System login: <Email Address of New Hire>
Password: runsimple

Recruiter
System login: RECR1
Password: runsimple

10
Production

Employees
System login: E13, E14, E15, E16, E17, E18
Password: runsimple

Manager
System login: M3
Password: runsimple

HR Business Partner
System login: HRBP3
Password: runsimple

Onboarding Employee
System login: <Email Address of New Hire>
Password: runsimple

Recruiter
System login: RECR2
Password: runsimple

11
Maintenance

Employees
System login: E19, E20, E21, E22, E23, E24
Password: runsimple

Manager
System login: M4
Password: runsimple

HR Business Partner
System login: HRBP4
Password: runsimple

Onboarding Employee
System login: <Email Address of New Hire>
Password: runsimple

Recruiter
System login: RECR2
Password: runsimple

12
Planning & Scheduling

Employees
System login: E25, E26, E27, E28, E29, E30
Password: runsimple

Manager
System login: M5
Password: runsimple

HR Business Partner
System login: HRBP5
Password: runsimple

Onboarding Employee
System login: <Email Address of New Hire>
Password: runsimple

Recruiter
System login: RECR3
Password: runsimple

13
Sales

Employees
System login: E31, E32, E33, E34, E35
Password: runsimple

Manager
System login: M9
Password: runsimple

HR Business Partner
System login: HRBP6
Password: runsimple

Onboarding Employee
System login: <Email Address of New Hire>
Password: runsimple

Recruiter
System login: RECR3
Password: runsimple

14
Guided Tours
Enable Now

15
Guided Tours
We have activated these tours an added feature to the Sandbox Guide by turning on Enable Now Web
Assistant.

1. After configuring your Web Assistant Settings, the

tours should be visible by clicking the icon.

2. Select the tour for the persona you’re logged in as

and enjoy!

16
Find an employee
Username: M… <Your Manager> or E… <Your Employee>

You can easily search for employees from your Organization Structure or Employee Directory.

3. Use the “Action Search” bar to search for “Org

Chart“ and Select “View Org Chart“.

4. Search for your employee.

You can also search for your employee directly

from Action Search by entering their name or
User ID.

5. To find an employee with other search criteria,

Select the Directory tab.

6. Click on More Options to expand the types of

information you can search on and Search your
employee.

7. Select the employee quick card and click on the

employee’s name to go to the profile.

17
General Introduction
Mobile

18
Mobile: iOS & Android Activation
Username: M… <Your Manager> or E… <Your Employee>

Install

1. Visit the App Store (IOS) or Google Play (Android)

and download the free SuccessFactors app. Open
the app on your phone and select Scan QR Code.

2. From the SuccessFactors Home Page on your

computer, select the “Mobile Application“ tile.

3. Select Activate via Camera. Scan the QR code on

your computer with the SuccessFactors app on
your phone.

Initial Load can take up 1-2 minutes.

19
New Hire Experience
Applying For A Job

20
Apply for a Job

1. Go to the career site assigned to you and sign up

for a new account. Create your own account.
HTTPS://SFSALES008941.BESTRUNSAP.COM

As employee you can also apply for the job via the
internal career site.

2. After signing up, search for “SB“ to find a job to

your liking. Be aware that your Recruiters are only
permissioned to see the following jobs:

a. Regional Sales (SB)

b. Market Analyst (SB)
c. Maintenance Engineer III (SB)
d. Planning Manager (SB)
e. Production Oversight Engineer (SB)
f. Engineer II (SB)

Your Recruiters will only see the Jobs which are

assigned to them and have “(SB)“ in the name.
Of course the applicant can see all jobs.

3. Apply for the job and use your LinkedIn or

Facebook account to automatically fill part of your
application. You can also select “Apply Now“ to fill
all data from scratch. Upload your resume and
complete the application.

Data from your resume is used to automatically

enrich your candidate profile. This data is used

21
further in the process to generate your offer letter
for example.

22
Confirm Interview

Prerequisite: Recruiter has finished the Interview Scheduling (See “Recruiter Experience“ section) and your
own e-mail address is connected to the candidate.

1. Once the Recruiter has finished the “Interview

Scheduling“ the candidate will receive an e-mail to
pick a date and time for the interview.

2. Via the link in the candidates e-mail you can find

the available interview sessions.

3. Book the interview on the desired time.

23
Accept Offer

Prerequisite: Recruiter has sent the offer to the applicant and your e-mail is connected to the candidate. See
also the “Recruiter Experience“ section.

1. Open your e-mail with the header “Letter of Offer:

eSignature“ and click on “Review Document“.

2. Review the document and “Accept and Sign“ the

offer.

3. Scroll down, add your signature and “Finish“ your

approval.

24
New Hire Experience
Onboarding

25
Pre Hire Activities
Username: <Your Onboarding User>

Your employee is not fully hired yet and will join the company soon. He or she logs in for the first time and can
start with the prehire activities.

1. Review your Onboarding tiles on your Home

Page.

Click on the Things to Prepare to view the list of

documents you should bring at day 1.

2. Complete your Paperwork.

26
Employee Experience
Self Service

27
Apply for leave
Username: <E…> Your Employee

1. Select the Request Time-Off tile on your Home

Page.

2. Create New Absence and select leave type and

period of leave to your choice.

Use your cursor to highlight multiple days to

select more than 1.

3. Send your request.

28
Pay Out Time
Username: <E…> Your Employee

1. Use the “Action Search” bar to search for “Pay

Out Time”.

2. Select “Request Payout” for the time account you

would like the payout for. This will work for
vacation and comp time.

Ensure the time account has a value so that you

can request the payout.

3. Enter the number of days for payout. Now press

Submit Request

4. You will see its gone to the manager for approval.

Once approved the employee will see the pay

component under the compensation portlet on
their profile.

29
Purchase Leave
Username: <E…> Your Employee

1. Use the “Action Search” bar to search for

“Purchase Time”.

2. Select “Create Purchase Time Request”

If you have previously created a purchase time

request, you will need to select “create” from the
right hand side of the screen to create a new
request.

3. Enter the number of days for purchase and ensure

to tick the acknowledgement statement. Now press
“Submit” and click “Confirm”

4. You will see its gone to the manager for approval.

30
Time Recording
Username: <E…> Your Employee

1. Select Record Time tile on your Home Page.

Current setup for employees is negative time

recording and input is only required if there is a
deviation of the standard schedule. The Time
Sheet is very flexible to be setup for any other kind
of scenario.

2. Add any working time on a day if it is more than

the planned 8 hours. Fill all hours for that day
including the regular hours.

After saving your new time record you can

directly see any calculated outcome below the
valuation results.

The system will automatically calculate any

overtime if more hours are given than the
scheduled working time. These hours are added
to your “Comp Time” account which can be used
for taking leave.

3. Play with the time sheet and verify the results

You can only submit your time sheet at the end of

the week to send it to your manager. “Submit
Button” will only appear after end of the week”.

31
Address Change
Username: <E…> Your Employee

1. Select the “My Profile“ widget on your Home

Page.

2. Scroll down to “Addresses“ and click the icon

to change your address.

3. Select a date for your change and make your

changes. Once finished save your change,
check the workflow and confirm.

Based on your change SuccessFactors will

automatically select the appropriate workflow.

32
View Compensation Statement
Username: <E…> Your Employee

1. Select the “My Profile“ widget on your Home

Page.

2. Click on the „Compensation“ section. Scroll down

to “Compensation Statement“ and click the on
2020 Annual Salary Plan.

3. Here you will see your compensation statement.

33
Employee Experience
Annual Performance

34
Set annual goals
Username: E… <Your Employee>

SuccessFactors Goals help you set strategic objectives and align individual goals with the flexibility to shift
and move as your business priorities change.

1. Navigate to your Goal Plan via the

“Manage Goals” tile on your Home
Page.

2. Select Add New, then select Goal

Wizard.

You can create new goals with the

freedom to add any metrics you
wish.

3. Add a name for your goal. Follow

steps in the wizard to create your
goal.

35
Employee Experience
Continuous Performance

36
Activities & Achievements
Username: E… <Your Employee>

With Continuous Performance Management employees can check-in on the fly to record their activities.

1. Select “Continuous Performance” via the Module

Picker.

2. Add an Activity for one of your goals.

Keeping current with activities and achievements

can be done easily on your Mobile device for
performance on the go!

3. Drag your activity to complete and add an

Achievement for one of your goals.

37
Employee Experience
Development

38
Development Plan
Username: E… <Your Employee>

1. Select the development plan from your

Home Page.

2. Review your Existing Development Goals

and add a new goal.

Use the spell check and legal scan

options when creating your new Goal.

3. Review your newly created goal.

39
Employee Experience
Learning

40
E-Learning
Username: E… <Your Employee>

1. Navigate to Recruiting via the Module Picker

2. By default, a new Learning Experience Home page

is displayed.

User can access either Recommended Course or

Featured Coursed via the hyperlink on Course
Title

Or type keywords of Course Title to search for

specific course(s)

3. Click on menu “Learning Dashboard“ to access

the legacy Learning Home page

4. Start a new course or pick up where you left.

Choose “Valuing Diversity”.

E-Learning can be accessed from anywhere. Your

computer, phone and tablet can all be used to
complete learning assignments.

5. A new window pops up where you click on your

training to start.

41
Instructor-Led Training
Username: E… <Your Employee>

Employees can easily register on a suitable time for instructor led trainings available for them.

1. Register yourself for the “Standard of Ethical

Conduct“ training.

2. Choose a time and location to your liking and view

the course details.

3. Once you are happy with your choice choose

“Register Now“ and accept .

42
Read Document
Username: E… <Your Employee>

In SuccessFactors it is easy to convert static content (like PDF, Word, PPT etc…) into trackable content. The
system keeps track of the amount of time the user spends in the content and can provide course credit after
the user clicks on “Agree“.

1. Start the course “Basic Preparedness“.

2. The System opens a new window where you can

read the content.

3. After reading the document you can finish the

document by selecting “Agree“ or “Disagree“ with
the content.

43
Curricula and Certifications
Username: E… <Your Employee>

Curricula, as defined in SuccessFactors Learning, is a group of items that allows the user to easily determine
if an individual has completed an entire group of requirements. Curricula can be created to reflect the total
training requirements for a job position, a specialty certification, or any other type of requirement. Curricula
are also used to manage items that must be retrained on a periodic basis, allowing the user to manage
recurring training requirements and one-time requirements in the same grouping.

1. Click on the Curricula tile to see your Curricula

items.

2. Check all the different Curricula and details and

notice that 1 Curricula is completed.

3. Select a specific Curricula to see the details.

44
Search for Learning
Username: E… <Your Employee>

The SuccessFactors Learning Course Catalog let’s you easily find the courses you have access to. Courses
can be searched by typing in your search terms, browse the catalog or via recommendations.

1. Search for a course by typing in your search

term.

2. Search for a course by browsing the catalog.

3. Check your recommended Learnings on your

landing page.

You can easily add the learnings you find to your

learning plan. After doing this also check your To
Do items on your Home Page.
45
Manager Experience
Self Service

46
Terminate an employee
Username: <M…> Your Manager

1. Select your employee via the “Org Chart“and

Select “Take Action“ and “Termination“.

2. Complete the required fields and Save.

When terminating a manager, their direct reports

can be automatically moved to the manager’s
manager or the manager of your choice, saving
time, extra work and ensuring accuracy.

3. Cancel or confirm the termination.

47
Employee Pay Increase
Username: <M…> Your Manager

1. Use the “Action Search” bar to search for “Org

Chart“ and Select “View Org Chart.” Then, select
“Take Action“ and “Change Job and
Compensation Info“.

Actions like termination and promotion can be

Accessed in different ways. Try the “Action
Search“ or the “Take Action“ button on the
employees profile as well.

2. Select “Compensation Information“ and required

date.

3. Scroll down to the Compensation section and

adjust the salary. Save your changes and check
the workflow.

Make a change <5% and >5% and check the

difference in Workflow and Event Reason.

48
Manager Experience
Annual Performance

49
Reviewing annual goals
Username: M… <Your Manager>

1. Select the “Manage Goals“ tile on your Home

Page.

2. Click on Dropdown (top left). From here

you can access your direct reports
plans.

3. Create a goal for yourself (or use an

existing one), then select it and click on
Cascade. In the Cascade wizard you can
choose who the goal is cascaded to.

50
Annual performance review
Username: M… <Your Manager>

1. Use the “Action Search” bar to search for “Review

Performance“ and Select “View My Performance
Reviews.”

2. Review the form, adjust the ratings and put in your

comments at the bottom of the page.

3. Once you‘re happy with the review, Save and

Close or begin rating discussion.

51
Manager Experience
Continuous Performance

52
Continuous Performance
Username: M… <Your Manager>

With Continuous Performance Management managers can check-in on the fly to review the activities from
their direct reports and give feedback.

1. Use the “Action Search” bar to search for “Org

Chart“ and Select “View Org Chart.

2. Go to Activities and explore adding comments,

activities and achievements for you and your
team.

53
My team’s performance and objectives insights
Username: M… <Your Manager>

1. Select Reporting in the Main Menu, then select the

Performance and Competencies Dashboard.

2. Select the desired filters and click “Apply Filters“.

3. Click segments within graphs to drill-to-detail.

4. Review the filter options.

Click on the to access the filters.

Drill down capabilities and flexibilty in design

make life easier to find the root cause behind the
information displayed so managers can target
specific tasks or individuals for action.

5. Return to Home Center, then select the

Competency Dashboard and apply the filter.

54
Manager Experience
Rewards &
Compensation

55
Issue an off-cycle reward (spot award)
Username: M… <Your Manager>

1. Select the Recognize tile on your Home Page.

2. Enter the name of the person you would like to

nominate. Then click on the program “Thanking
You”

3. Enter a message to the recipient. Click “Send”

56
Annual Salary and Bonus Review
Username: <M…> Your Manager

1. Select the “Plan Compensation tile“ on your

Home Page and select “Compensation Planning“.

2. Add a merit increase in either the dollar or

percentage columns for your employees.

Eligibility and merit rules are automatically applied

ensuring accuracy during the planning phase.

3. Click through the Budget, Metrics, and Approvals

buttons located at the top.

Budget and Metric dashboards can be moved to

anywhere on your page and will automatically
update as you make changes in your plan.

4. Select the Variable Pay sub-tab. Review your

team’s bonus payout.

57
5. Click on the employee‘s name to see the
compensation profile. Expand the individual
performance and organizational performance (at
the bottom).

The following people have a split in compensation

plans during the year:

Logged in as: Employee Name

M1 E3: Bryant A. Richard
M2 E9: Marcus Jones
M3 E15: Caitlin Riley
M4 E23: Thomas Ramirez
M5 E25: Robbie Stephens
M9 E31: Larry Griffin

6. Scroll down to the Organizational Performance

section and open the “Revenue“ Goal. Review the
payout curve for this scorecard component.

58
Manager Experience
Succession

59
Succession and Lineage Org Chart
Username: M… <Your Manager>

1. Search for Succession Org Chart.

2. Click on any Job title to show the Successor card.

You can directly add additional successors or

change the status of existing successors from the
successor card. You can also select multiple
employees to compare their talent information.

3. Select the “Lineage Chart“ tab to view the Lineage

chart.

60
Talent Search
Username: M… <Your Manager>

1. To search for people with specific talents or

competencies in your organization go to the
“Talent Search” tab. Use the “default parameters
that are presented to you for your search.

There are many criteria to find your specific talent

in SuccessFactors, but be aware there is limited
data in your environment.

2. Review the results and notice the % of match of

your findings for the different people.

3. Directly Nominate or compare people from your

search by selecting them.

61
Manager Experience
Recruiting

62
Request Job Requisition
Username: <M…> Your Manager

The Manager can create a new Job Requisition directly from the Position Overview.

1. Go to View Org Chart using Action Search and

select the tab “Position Org Chart”. Select People
and search for your Manager.

2. Select the empty Position and select “Create Job

Requisition” behind the icon.
Select a date and template “Job Requisition (SB)“
and create the Job Requisition.

To increase data consistency and reduce manual

effort all position information will automatically be
prefilled in the Job Requisition.

3. After you created the Job Requisition the icon

appears on the Org Chart. To finalize the Job
Requisition your Recruiter needs to approve the
request.

Currently the Recruiter needs to approve the Job

Requisition. The approval process is easily
configurable to meet any specific requirements.

63
Provide Interview Feedback
Username: <M…> Your Manager

In this step the Manager can provide feedback based on the interviews with the different candidates.

1. Use the “Action Search” bar to search for

“Provide Interview Feedback”

2. Provide feedback.

This step can also easily be done via mobile.

3. As Manager and Recruiter you can review the

ratings of all candidates via Job Requistion ->
View Candidate Ratings.

64
Manager Experience
Presentations

65
Presentations
Username: <M…> Your Manager

With Presentations you can easily create powerful PowerPoint presentations based on real time data from
SuccessFactors.

1. Use the “Action Search” bar to search for

“Presentations”

2. Open the “Team Review” Presentation and start

“Presentation Mode” .

3. View the different slides and check the

interactively by opening and comparing
employees Talent Cards.

Presentations can be used as a very powerful way

of presenting employee information based on real
time data. Think for example only about the
possibility to show the current status of active
compensation plans.

66
HRBP Experience
Calibration

67
Calibration (Annual)
Username: HRBP… <Your Human Resources Business Partner>

* Please do not finalize the session so that others in the sandbox can use and view this session as well.

1. Use the “Action Search” bar to search and select

“Calibration.“ Then, select the “Best Run Annual
Calibration” Session.

2. Go to the “Performance“ tab. Move an employee

from one column to another via drag and drop.

Employees ratings are automatically updated

when the calibration session is saved and
finalized.

3. Click on the Pay for Performance Tab. Click on the

employees picture to directly go the employees
compensation planning or performance review.

68
Calibration (Talent Review)
Username: HRBP… <Your Human Resources Business Partner>

* Please do not finalize the session so that others in the sandbox can use and view this session as well.

1. Use the “Action Search” bar to search and select

“Calibration.” Then, select the “Best Run Talent
Review Calibration” Session.

2. Go to the “Performance x Potential“ tab. Move an

employee from one column to another via drag
and drop.

Employees ratings are automatically updated

when the calibration session is saved and
finalized.

69
Human Resources
Business Partner
General Tasks

70
Transfer employee to new Position
Username: HRBP… <Your Human Resources Business Partner>

* Please be aware that when you actually transfer the employee this might impact the testing of your
colleagues. Advice is to cancel before sending the workflow or decline the workflow.

1. Search for any employee and go to his or her

profile. Select “Actions” -> “Change Job and
Compensation Info”.

This action can also be achieved by selecting the

in the “job information“ portlet.

2. Choose what you want to change and pick a date

when the transfer needs to take place and search
for the “new” manager in the “incumbent of
Parent Position” field to find the available
positions below that manager. Select the new
Position.

3. After selecting the new position the system will

automatically populate the required fields with the
data from that position. Scroll down to check the
changes and save to finish the transfer.

To prevent errors and increase usability and data

quality SuccessFactors can automatically
populate fields based on preconfigured Business
Rules.

71
Generate Document
Username: HRBP… <Your Human Resources Business Partner>

1. Search for any employee and go to his or her

profile. Select “Actions” -> “Generate Document”.

2. Keep the language to “English (United States) and

select the template “Employment Verification
Letter”.

Translations can easily be added and maintained

for one single document.

3. Select the desired date from where the data must

be generated and choose to e-mail or download
the document. Review the document.

Play with the date to see data can be pulled from

history and future.

72
New Hire
Username: HRBP… <Your Human Resources Business Partner>

1. Search for “Hire” or “New Employee” and select

“Add New Employee”.

When you select “Manage Pending Hires“ you can

continue the hiring process for employees from
Onboarding, Recruiting or earlier saved hire
processes. In these situations most data is
already prefilled.

2. Fill the required data and move to the Job

Information section. If you are doing a new hire
from scratch, search for the Manager of the new
employee in the field “Incumbent of Parent
Position“. Now you can see all available positions
below this manager. Select a position and note
that most fields below are automatically filled.

Using Position Management simplifies the New

Hire process and increases data quality and
consistency.

3. Complete the new hire form to hire the employee.

To increase your experience there is no Workflow

connected to the Hire process.Of course any
workflow can be connected to this process.

73
Human Resources
Business Partner
Reporting

74
Organizational Diversity
Username: HRBP… <Your Human Resources Business Partner>

SAP SuccessFactors Workforce Analytics gives you insight into your organization.

1. Search “Investigate” in the Action Search and

start a new investigation. Create a diversity
investigation report.
2. Select “Average Headcount“.
3. Next, scroll down within the right-hand column
and expand Dimensions. Select the “Age“
dimension.

4. Next, select the Analyze button located at the top

of the right hand column. Turn Off the forecast,
scroll down and change the chart to a Column
chart.

5. At the bottom of the screen, select “Tab 1“ and

rename this tab “Headcount by Age”.

6. Now add a new tab by clicking the + button.

Repeat steps 2 and 3, this time creating the
following analysis:
a. Headcount by Gender
b. Headcount by Employment Type
c. Headcount by Generation
d. Be creative and use a mixture of chart
types

7. Select Save.

75
How much is sick leave costing the business?
Username: HRBP… <Your Human Resources Business Partner>

1. Search for “sick“ via Action Search and then

select “What is the total cost of sick leave?“

2. Select the Analyze By button (located on the left),

Select Public Holiday Adjoinments from both
columns (left first, then right).

76
Recruiter Experience
Recruiting Process

77
Create Job Requisition
Username: RECR… <Your Recruiter>

1. Login as your Recruiter and navigate to Recruiting

via the Module Picker.

2. Choose to create a new Job Requisition.

Choose to Copy from an existing Requisition“ to
make sure all data is already prefilled or choose
“Browse Family & Roles“ to create one from the
existing Job Framework. Make your desired
selection and fill the requested data.

Job Profiles, Families and Roles are the building

blocks for your Job Framework. The same
framework is being used in many other
processes, like Recruiting, Position Management,
Personal Development, Succession, etc..

3. Before you submit your Job Requisition make

sure to check out the Job Analyzer at the top right
of your screen. Be aware the Salary must be filled
for the Job Analyzer to work.

The Job Analyzer is embedded machine learning

functionality which helps you to define a
competitive job description and eliminate
unconscious bias .

78
4. Make sure you have attached the correct Hiring
Manager and Recruiter and add any questions to
your liking.

With the disqualifier option in the questions you

can make sure candidates are automatically
disqualified for the recruitment process when
given the wrong answer.

5. Once you have created the Job Requisition it still

needs to be approved. Click on the Job
Requisition again to approve the requisition. In a
real life situation this is normally done by a
different user of course. You can also approve the
Job Requisition as the Hiring Manager.

The Route Map defines the approval process for

the creation of the Job Requisition. This Route
Map can be configured in line with your business
process where it is also possible to have no
approval at all.

79
Post to Career Site
Username: RECR… <Your Recruiter>

1. On the Job Requisition Overview Page click on the

icon next to your Job Requisition and go to
“Job Postings”.

2. Fill in the required posting dates and post the

requisition on the internal and external career site.

3. View your posts by visiting the links of the external

career site.

Search for your post on the internal career side by

navigating to “Careers” on the Home Page

80
Post to Job Boards
Username: RECR… <Your Recruiter>

1. To post your new Job Requisition to different Job

Boards select “Post and Manage Jobs” in the Job
Posting Overview.

2. Select the Job Boards to your liking.

SAP SuccessFactors connects to more then

3000 sources worldwide in 80+ countries.

3. Check the total cost and cost per Job Board on

the bottom left. Once happy you can continue the
process and add the required additional data for
each posting.

Please be aware that your Job Requisitions will

not be posted for real because you are in a
demonstration environment!

81
Move Candidates through Pipeline
Username: RECR… <Your Recruiter>

1. Select a Job Requisition where a number of

candidates have applied and go to “Candidate
Summary”.

2. Select the “New Application“ step. Here you find

all candidates that have applied and are not
reviewed yet. (You will also find your own
application if you have applied for this job).

The Talent Pipeline is highly configurable and can

be setup according to your Business
Requirements.

3. You can easily move the candidates to the desired

stage by dragging and dropping the icon from
the candidate. Move your candidate to the
“Interview“ status.

To enhance your experience all checks are

removed so you are free to move the candidate
through the entire process.

82
Schedule Interviews
Username: RECR… <Your Recruiter>

1. Schedule an interview with the candidates in the

“Interview” status via “Interview Scheduling”.

2. Start the Interview Scheduling and select your Job

Requisition and the candidates you want to
interview.

3. Give the interview a title and select the Hiring

Manager assigned to you as interviewer.

You can also add additional interviewers.

83
4. Select a duration for the interview and click on
“Find Availability” to open the interviewer’s
Outlook Calendar (in your system this will only
work for Managers). Please make sure you have
have not changed the standard Managers e-mail
address, because Outlook integration is using the
Managers e-mail address to connect to the
correct Outlook account.

SuccessFactors comes with standard Outlook

integration for Interview Scheduling.

5. Select the available time slots in the Manager’s

calendar which the candidates can choose from.

6. Send the invites for the interviews to the

candidates via e-mail.

If you have applied for this job with your own

candidate and e-mail address, follow the
“Schedule Interview“ steps from the candidate
described earlier in the guide to plan an interview.
As soon as the candidate has subscribed for the
interview the interviewers (in our case the Hiring
Manager) can provide the “Interview Feedback“.

84
Create Offer Letter
Username: RECR… <Your Recruiter>

Once the interviews are completed and the candidates have been selected, the Recruiter can start sending
the Offer Letter(s).

1. Move your canidate to the ”Offer” phase and click

on the candidate’s name and select Take Action -
> Offer Letter.

In the Offer phase there is also an approval step

available, but this is optional and no checks are
activated in the current setup. So you can directly
start creating the Offer Letter.

2. Select the template “Offer Letter – Global”, and

Preview the Offer Letter.

3. If you are happy with the result choose the way

you want to communicate the Offer to the
candidate. If you choose “Online Offer with
eSignature“ the candidate will receive an e-mail
with electronic signature to sign the Offer.

Once the Offer has been sent, the candidate can

accept the Offer. See also the “New Hire
Experience“ section.

85
4. Once chosen the eSignature Offer you can add the
desired interactive fields to the document via Drag
& Drop. Add for example the place where the
applicant needs to sign and the applicant’s name
and date. Use the Preview button to see the result
before sending.

The electronic signature is using our standard

integration with Docusign (separate license
required).

5. Send Offer to the candidate. The next step is for

the candidate to accept the Offer. See the “New
Hire Experience” Section.

86
Initiate Onboarding
Username: RECR… <Your Recruiter>

Once the candidate has accepted the Offer the Onboarding process can be initiated. In the first step of the
Onboarding process the manager needs to complete the new Hire information. We call this the New Hire Data
Review.

1. To trigger the New Hire Data Review process

move the candidate to the Onboarding stage and
“Initiate Onboarding” via “Take Action”.

2. The Recruiter will see the New Hire in the

Onboarding Dashboard. The “Review New Hire
Data” task is assigned to the Hiring Manager.

3. The Manager can check the prefilled Data from

the To do tile sidebar on their homepage or from
the Onboarding Dashboard.

Once you have finished the New Hire Data Review

step the new employee receives an e-mail to log in
to the Onboarding portal to start the “Pre-Hire
Activities“.

87
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