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SuccessFactors Reporting Insider KPI’s for Recruiting Management

This article is dedicated to the HR people and Recruiters out there who want to get most out of their job. Those who want to measure their success and want to know where their recruiting process could be improved. You may already know SuccessFactors as one of the best tools out there, but you still need to analyse your reporting processes to be able to get he most valuable numbers out of the system. Here we go! I will tell you how to get the best out of the Recruiting module and Platform Reporting in SuccessFactors.

HR Reporting

Reporting for HR & Recruitment Teams

Reporting is a big topic for a lot of customers, but most customers still consider it very late in their implementation strategy. Fields are normally defined quite early, and they shouldn’t just be for the purpose of maintaining the process. It would also be nice to have fields to measure the quality of process. Nobody wants a messy requisition, or too many questions for an Applicant to complete as required fields.  So it is important to discuss, and really think about a smart way to create a smooth process for Recruiters and Applicants to follow. During this process, the HR department and Recruitment teams should think about how they want to measure the success of the business, and what are their most critical measurement points. This will be the Key Performance Indicators (KPI’s).

Standard Reports for the Recruiting Module in SuccessFactors

SuccessFactors pre-delivers several standard reports for clients. However, Customer instances must meet minimum standards of configuration in order for these reports to work. If these minimum standards of configuration are not met, then the reports will not function properly and will error.  Although, it is possible to avert these errors by re-mapping the report so that it looks for the custom fields, instead of the missing standard fields. Most of the reports are based on BIRT Templates. If you want to know more about BIRT, you should read my previous post „Visual Reporting with BIRT Templates in SuccessFactors – Part 4„.

To give you an idea what the standard reports from SuccessFactors for Recruiting cover, they include:

  • Vets-100
  • Time to Fill
  • Source Report
  • Requisition Status
  • Requisition Listing
  • OFCCP Applicant Flow
  • Hired Candidates
  • Employee Referral Pipeline
  • Current Candidate Pipeline
  • Cost per Hire

Ad Hoc Reporting

In Ad Hoc Reporting you will find „Recruiting V2„, which is a report schema that provides the user full access to all Recruiting data. „Recruiting V2 Secured“ is a report schema similar to Recruiting V2, but with an extra layer of security. V2 Secured reports has a “Requisitions” option that requires the user to “Refine Criteria” and select their relationship to the data they want to report on. This can be read as “Show me data where I am the… <select relationship> =  e.g. Hiring Manager / Recruiter / etc. This is a good option if you want to build a report for Recruiters to just see their own Applicants or Requisitions, for example.

Ad Hoc Reports can be created quickly and easily,  and give you a great opportunity to read live data from the system. I think the power of Ad Hoc Reporting to create quick and easy reports is still underestimated, although it does have huge lack of visualisation. But for this problem, we have other tools in SF which can help us. All in all, Ad Hoc reports are amazing for getting a feeling of your Recruiting data, and is very powerful in creating work and check lists.

Lesser Known Advanced KPI’s

There are 3 KPI’s that a lot of customers ask for, and that SuccessFactors think clients should be aware of: Time to Hire, Time to Fill and Age of Requisition. They are available in your SucessFactors instance, you just may not know of them yet!  You will find these 3 KPI’s in the Recruiting Data Schema, but you will not see them populated or visualized in your instance.  You can Report on them using BIRT, Dashboards 2.0 or the Online Report Designer (ORD) to visualize them. The best part is, that you can define them by yourself without necessarily needing the help of your implementation partner (go to Admin Center > Recruiting Settings). I personally think that this a really cool give away from SF, and, again, a lot of customers are not aware of it.


iProCon Recruiting Dashboard 2.0 for SuccessFactors

Now you know about 3 KPI’s you already have in your Instance which are ready to use right away!  As mentioned, you can use these KPI’s to build reports straight away. In most companies, it’s common to capture data in spreadsheets to be used for Powerpoints or Offline Dashboards for Managers. Well, how about visualizing them directly in the system and so making sure you always have live data from a single source? Sounds great, right? Then let me introduce you to iProCon Recruiting Dashboard 2.0! It is created with YouCalc Dashboard Builder and may be similar to some Dashboards you may have already come across.

SuccessFactors holds back on building a Dashboard 2.0 for the Recruiting module, because SuccessFactors configuration varies a lot from customer to customer. We totally agree with that, BUT we think it is valuable to have a solution to capture the most common of requirements. We have set up some really nice straightforward charts, and we are pretty confident that you will like it! Get a feeling for your Applicants, and be up to date how your processes are improving. Take a look at our product review video of the iProCon Recruiting Dashboard 2.0 here and contact us if you have questions.

6 Responses
  1. Lore Hemberger

    How can I get further KPIs like Number of candidates in 2017 or time between the candidate are in Pipeline on the step Hiring-Manager Interview and the step Offer (only for closed requisitions)? We have a lot of those requirements and try to use YouCalc, but it always failed with the Performance. There are to much data for calculation needed for that – any idea or solution on that?

    1. How many Requisitions and Candidate you have per month? Is it possible to aggregate some Data already in Ad-Hoc Reports? I am not sure if the BIRT Engine would be faster, but it is worth to test it. I will write you an E-Mail.

  2. Noa Koren

    Any idea how can we pool from the Ad Hoc tool not only the referrer first and last name, but also the referrer sysID / employee ID?
    We have many employees who share the same first and last name and need a unique identifier for them

  3. recruitment management system

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