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SAP SuccessFactors and LiveHire Integration

Better of each worlds: SAP SuccessFactors and LiveHire expertise layer

Most giant organisations could have a Human Capital Administration (HCM) software program platform as their central HR know-how. For organisations wishing to mix a best-of-breed with an all-in-one know-how technique, utilizing a HCM platform resembling SAP SuccessFactors with a expertise acquisition, mobility and engagement software program resembling LiveHire, has many company-wide advantages. Streamlining HR processes could be a problem for lots of companies. Managing expertise, significantly excessive quantity expertise, in a collection that additionally offers help and optimises efficiency, is usually a tough job. Options hardly ever supply a whole bundle which offers best-in-class expertise for candidates, recruiters and HR managers alike.

At its coronary heart, LiveHire’s expertise acquisition, mobility & engagement software program offers a deeply built-in expertise layer for SAP SuccessFactors that creates a world-class candidate and recruiter expertise that’s intuitive and simple to make use of.

Why LiveHire?

At LiveHire, we all know recruitment is extra than simply supply, rent, repeat. LiveHire’s cloud based mostly platform is designed with consumer expertise at its middle – the expertise of candidates, recruiters and hiring managers. This deal with consumer expertise delivers fast enhancements in time to supply and rent candidates, whereas producing a constructive candidate expertise.  At LiveHire, candidates entry a cell enabled utility course of with simple resume add, and recruiters expertise an intuitive drag and drop expertise pipelining with easy-to-read, actual time hiring dashboards. LiveHire clients take pleasure in the advantages of cloud-based recruiting software program with world connectivity.

Why SAP SuccessFactors and LiveHire?

1. Aligning best-of-breed (LiveHire) with all-in-one (SAP SuccessFactors)

As Josh Bersin recommends, savvy, fashionable HR leaders create their HR tech stack utilizing each all-in-one and best-of-breed applied sciences. And it is smart, particularly for big organisations. The SAP SuccessFactors-LiveHire integration is a deep bi-directional integration (extra on that later) which suggests HR Administrators have a single supply of individuals knowledge through SAP SuccessFactors, and the very best candidate and hiring staff expertise through LiveHire.


By integrating your SAP ERP & HRIS methods with LiveHire, you’ll be able to construct a group of engaged candidates who will expertise humanised and genuine connection. Additional, your HR staff could have the flexibility to construct a dwell and flowing database of expertise throughout the entire recruitment course of. The API integration between SuccessFactors RCM and LiveHire is without doubt one of the deepest available in the market. Our integration makes use of the newest OData APIs that are backwards suitable.

2. Why do the very best organisations use LiveHire with SAP SuccessFactors for his or her Expertise Administration?

HR Administrators increase their HR Expertise Technique through the use of LiveHire. LiveHire on the front-end, permits organisations to cut back their time-to-hire by as much as 75% and ship proactive recruitment methods resembling: candidate sourcing (from a number of channels resembling job boards, careers pages, inside referrals, alumni, social pages and database candidates), cell enabled purposes, expertise pooling (utilizing inside, alumni and exterior expertise) and prompt SMS candidate communication. Then, relying on the organisation’s distinctive recruitment course of, SAP SuccessFactors can step in to handle the remainder of the recruitment course of and HCM updates resembling: job requisition, job supply, new rent onboarding and if inside, switch/promotion. This outlines only one manner of integrating these platforms. We all know that organisations every have distinctive hiring processes, and so we’ve designed the LiveHire / SuccessFactors integration to be customised to suit every group’s wants.

The results of this HR Tech technique is that organisations obtain important enhancements of their hiring metrics: 17 days median time-to-hire, improved range metrics (when utilizing Expertise Communities, 56% of hires are feminine) and quick candidate response instances with candidates responding to SMS messages in below one hour.

LiveHire is for organisations devoted to sourcing the very best expertise, and HR Administrators searching for to outperform on their hiring metrics and improve organisational employer and shopper model. Utilizing LiveHire with SuccessFactors signifies that organisations get all the advantages of a best-in-class platform (like LiveHire) with the size of an all-in-one platform (like SuccessFactors).

Victorian organisation, Alfred Well being, makes use of LiveHire / SuccessFactors to supply, rent  and onboard a whole lot of healthcare staff from inside hundreds of resumes. Hiring at Alfred Well being has risen by 15% over the previous 5 years pushed by a rise within the supply of companies and the COVID-19 pandemic response. SuccessFactors / LiveHire was applied to satisfy these calls for. Alfred Well being describes their SuccessFactors/LiveHire integration as “the very best of each worlds, with a clean, streamlined candidate expertise in addition to a devoted HRIS system”. A vital factor was to make sure knowledge flowed seamlessly, releasing up groups to deal with discovering candidates shortly, managing candidate relationships and enhancing the standard of rent. With a complete workforce of ~10,000 staff, Alfred Well being is a superb instance of learn how to ship an ideal best-of-breed (LiveHire) and all-in-one (SAP Successfactors) HR Expertise Technique. Watch right here from Alfred Heath about their LiveHire/SuccessFactors deep integration.

3. What’s a deep integration and the way does it work between SAP and LiveHire?

Expertise integrations – “Does X combine with Y?” is such a easy query on the floor. It’s just like asking a chef to mix substances collectively. Whereas the substances could technically combine, they might or could not style nice. It’s the identical with know-how integrations.

Two questions HR Administrators ought to ask concerning deep know-how integrations:

  • How is knowledge shared between platforms? Is it bi-directional?
  • How clean is the workflow and consumer expertise between platforms?
  • What’s the consumer expertise? For candidates? For Recruiters? For hiring managers?

The SuccessFactors/LiveHire integration is a deep integration. Because of this recruitment knowledge does two vital issues: (1) knowledge flows 2-way (bi-directional) between the 2 platforms (i.e. SuccessFactors speaks to LiveHire, and LiveHire speaks to SuccessFactors), and (2) the information communication updates and flows actual time. Because of this when Recruiters or HR Administrators enter both system, workflows aren’t interrupted and reporting is actual time.

Actual time knowledge updates to create actual time reporting is vital for HR Administrators. All-in-one methods could appear enticing on the floor due to the notion that reporting can be extra dependable if every part is finished in a single system. LiveHire overcomes this problem with the deep integration constructed with SuccessFactors. This implies SuccessFactors stays the only “supply of fact” with related hiring knowledge up-to-date in each methods, which in flip facilitates actual time reporting in SuccessFactors.

4. As a candidate, how do LiveHire and SuccessFactors work collectively for me?

In organisations utilizing the LiveHire platform, candidates apply for (1) present open roles or (2) expressions of curiosity (future roles). The LiveHire platform is designed to be candidate pleasant. It’s mobile-enabled and permits quick add of resumes (solely minutes to finish) from a variety of sources (e.g. phrase paperwork, LinkedIn and so on) so it’s fast and simple to use.

Candidates talk straight with recruiters by means of the platform, and since LiveHire is enabled with two-way SMS messaging, this leads to median candidate response instances of lower than one hour.

Recruiters interact with candidates at scale utilizing bulk communication know-how (only one click on) and might simply share vital updates resembling hiring standing, function info and function rejection whereas protecting candidates inside the organisation’s Expertise Neighborhood.

Variety hiring can be improved. For instance, feminine candidates are additionally extra possible to reply to Expressions of Curiosity moderately than particular roles. The causes girls hesitate to use embrace: (1) they’re not sure in the event that they meet all the factors, (2) they’re much less more likely to apply to a job at an organisation who has rejected them for an additional function, and (3) they’re deterred by lengthy utility processes. In distinction, males usually tend to reapply for roles, no matter prior utility standing. Software processes which are rejection centric, are too lengthy or supply little or no probability of receiving a response from the organisation, are boundaries to girls.

LiveHire solves this by recruiters constructing a branded Expertise Neighborhood, moderately than relying solely on job commercials. Then, recruiters can invite candidates to precise curiosity within the organisation and alleviate the strain to use for a selected function that is probably not totally appropriate to the candidate. The online result’s extra gender range and a constructive candidate expertise, even when candidates aren’t profitable for his or her preliminary function. Enhancing the standard hiring mannequin with Expertise Communities, LiveHire helps corporations obtain 15% higher range outcomes than the trade commonplace. Learn extra about Variety Hiring finest practices right here.

How SAP SuccessFactors and LiveHire are built-in:

  • Deep twin synchronised integration with RCM – job, utility, standing, candidate knowledge
  • Seamless recruiter expertise with no disruption to the Hiring Supervisor expertise
  • Greatest observe careers web site expertise – high job widgets, cell optimised expertise, embedded referrals, embedded video
  • Cellular optimised candidate expertise and dwell profiles
  • AL-powered expertise matching and expertise solutions for proactive and fast hiring
  • Two-way SMS and e-mail messaging

5. As a recruiter, how do LiveHire and SuccessFactors work collectively for me?

Recruiters profit quite a bit from the LiveHire / SuccessFactors integration. Recruitment processes are sometimes distinctive to every organisation. The LiveHire / SuccessFactors integration could be configured to every organisation’s most well-liked hiring course of. For instance, organisations could select to make use of LiveHire as much as the purpose of shortlist, whereas others could determine to make use of LiveHire all the way in which as much as the purpose of supply.

This determination hinges on how they need recruiters to collaborate with hiring managers to fill open positions. If the group solely needs their hiring managers to work in SuccessFactors, they’ll select to work with LiveHire as much as the purpose of shortlist.

On this instance, recruiters can use LiveHire to carry out the sourcing and engagement phases of hiring: Sourcing, Software Screening, Expertise Pooling and Candidate Communication. Then, as a result of knowledge flows with the deep integration between LiveHire and SuccessFactors, recruiters workflow throughout to SuccessFactors to match candidates to Hiring Requisition, supply the function and onboard new candidates. See how Alfred Well being built-in their hiring course of with SuccessFactors/LiveHire.

Along with this, intelligent options like CRM (buyer relationship administration), Clever Matching, Candidate Possession and Pipeline Velocity, save recruiters time and cut back time-to-fill.

Clever Matching suggests well-matched database candidates for roles whereas the intuitive drag-and-drop interface makes expertise pooling dynamic and simple for recruiters.

Candidate Possession permits stakeholder tagging which creates possession as recruiters evaluate personalised expertise swimming pools for his or her inside consumer group.

Pipeline Velocity is a brand new function and has 2 key parts. Firstly, organisations can customise timeframes for candidate standing at every recruitment stage (for instance, if they’re interviewing then they shouldn’t be sitting in the identical standing for 4 weeks). Secondly, Pipeline Velocity creates system-generated actions or nudges to remind recruiters of which candidates needs to be progressed or rejected when they’re sitting in a stage too lengthy. Counting on recruiter reminiscence or to-do lists of actions for each candidate just isn’t dependable. Utilizing know-how to remind recruiters prematurely of actions they should take, hurries up hiring and improves candidate expertise. Importantly it additionally frees up the thoughts of recruiters to deal with candidate expertise and engagement.

The mixture of Clever Matching, Candidate Possession and Pipeline Velocity signifies that hiring groups can shortly curate purposes into easy, streamlined expertise swimming pools, prepared for interview, evaluation and supply whereas creating an impressive, personalised candidate expertise.

6. As a HR director, how do LiveHire and SuccessFactors work collectively for me?

HR Administrators leveraging each LiveHire and SuccessFactors ship their HR and organisational worth proposition on all three dimensions: candidates, staff and customers.

Candidates have an ideal expertise because of the tech-enhanced engagement (two-way SMS / mobile-friendly) and recruiters are freed as much as ship an ideal service (through Pipeline Velocity, Clever Matching and Candidate Possession).

Workers have an ideal inside mobility expertise because the LiveHire platform handles all inside emptiness processes utilizing the identical white-glove expertise as exterior candidates.

Client expertise is fulfilled with low candidate rejection and elevated candidate engagement, that means these candidates who apply and are unsuccessful retain an affinity for the organisation’s shopper model.

Lastly, because of the actual time, bi-directional knowledge, HR reporting is a breeze as Successfactors retains its standing as the only supply of knowledge fact.


It’s clear that HR know-how integrations are right here to remain. Whereas the method of aligning platforms could appear daunting, deep integrations already constructed between software program platforms truly make integrations simple. HR Administrators can leverage best-of-breed know-how like LiveHire, coupled with giant scale HCMs like SAP SuccessFactors and obtain excellent leads to sourcing, hiring and onboarding expertise.



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