LOUD IN THE CLOUD. Customer Spotlights: Recruiting

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1 LOUD IN THE CLOUD Customer Spotlights: Recruiting Vol. 2 May 2015

2 Contents at a glance Introduction...1 Customer quotes...2 Case studies...3 Bon Secours Health System: Bon Secours turns to SuccessFactors to transform recruiting practices Employees: 22,000 l Healthcare... 3 Hasbro: SuccessFactors partnered with Hasbro s talent acquisition team in a complete re-imagination of the company s career website Employees: 5,900 l Consumer Goods... 4 Novo Nordisk: Novo Nordisk transforms its recruiting approach for world-class results Employees: 39,000 l Healthcare... 5 Plan International: SuccessFactors solutions help Plan International change more lives Employees: 10,000 Nonprofit... 6 Siemens: SuccessFactors helps Siemens have the right people, in the right job, at the right time Employees: 370,000 Technology... 7 Sonova: Sonova Group deploys SuccessFactors for global innovation, synergy, and growth Employees: 8,000 l Healthcare... 8 SuccessFactors: drinking its own champagne Employees: 2,500 Technology... 9 Sun Communities: Housing community leader puts talent first with SuccessFactors solutions Employees: 1,650 Financial Services...10 Yoh: With SuccessFactors, Yoh builds a talent-attraction machine Employees: 4,000 Staffing...11 Customer communities Showcase YOUR company s success... 13

3 Get more impact from every new hire you make Recruiting faster than your competition still matters but it s not the only thing that matters. Although time-to-hire and cost-per-hire will always be important metrics, organizations are now more focused on selecting exactly the right talent that will help them move the needle towards better performance. To get there, you need to build strategies to attract the right candidates, engage them through the right channels, grow your talent pool consistently, and streamline your selection process for faster offers and onboarding. Along the way, you need a reliable method of measuring your results, so that you can do more of what s working and less of what s not. SuccessFactors end-to-end recruiting solution helps organizations in every industry drive better hiring and better business results. This solution combines an intelligent and social recruiting marketing process with a mobile, collaborative selection process to take your recruiting to a more strategic level. With SuccessFactors solutions, your organization can: Target the talent you need by getting your jobs in front of the right candidates at the right time. Cultivate your strongest candidates, forming a pipeline that will save recruiters time and get results. Improve selection by using social, mobile, and competency-based tools to speed up the evaluation process. Engage new hires from day one by streamlining onboarding and connecting them with your employee social network. Measure your results accurately, and make constant improvements for a greater return on your recruiting dollar. How are organizations of all sizes using SuccessFactors recruiting solutions to outmaneuver their competition and move the business forward? Read on to find out. 1

4 Customer quotes SUCCESSFACTORS TAKES AWAY ALL THE GEOGRAPHICAL BOUNDARIES AND ALLOWS CANDIDATES TO SEE MULTIPLE POSITIONS. COUPLED WITH A COLLABORATIVE SET OF MEASUREMENTS, WE NOW HAVE THE ABILITY TO GENERATE MORE CANDIDATES PER POSITION AND UNDERSTAND OUR BEST SOURCES OF HIRE. Seth Lee Vice President, Talent Acquisition Bon Secours Health System WE RE GOING WAY BEYOND TIME-TO-FILL AND COST-PER- HIRE. WITH SUCCESSFACTORS, WE CAN FINALLY MAKE DATA- BASED DECISIONS TO FINE- TUNE EVERY ASPECT OF OUR RECRUITMENT STRATEGY. Cindy Lombardo Manager, Candidate Marketing, Yoh THE RESULTS WE VE SEEN TO DATE WITH SUCCESSFACTORS RECRUITING MARKETING HAVE BEEN NOTHING SHORT OF SPECTACULAR IN TERMS OF COST SAVINGS, PRODUCTIVITY INCREASES, AND OPERATIONAL INSIGHT. Michael Hakeem Manager of Talent Acquisition and Operations, Novo Nordisk SUCCESSFACTORS HAS BECOME THE GLOBAL IT STANDARD FOR OUR CORE HR PROCESSES, AND RECRUITING AND PEOPLE DEVELOPMENT. Dr. Norbert Kleinjohann CIO, Siemens 2

5 Company: Bon Secours Health System Industry: Healthcare Employees: 22,000 SuccessFactors s: Recruiting Marketing Bon Secours turns to SuccessFactors to transform recruiting practices Since 1824, the Sisters of Bon Secours have brought compassion, healing, and liberation to those they serve. Whether in healthcare, education, or social services; in hospitals, clinics, or parishes; or in towns, cities, or isolated villages, Bon Secours responds to a universal need: to provide to all who suffer a reason to live and a reason to hope. Bon Secours was struggling with a silo-type environment: Separate applicant tracking system, HRIS, talent assessment processes, and advertising and branding strategies for recruiting in each facility Duplicated job postings No quantitative way to understand the most effective sources of applicants Inordinate expenses and inefficient recruiting practices Bon Secours Health System deployed SuccessFactors Recruiting Marketing and Mobile Career Sites applications, and it piloted a trial version of Advanced Analytics to: Automate, streamline, and centralize marketing activities Share talent across geographies and job families quickly and effectively Bon Secours Health System achieved the following business results: Automation of job distribution to more online channels Creation of a proprietary talent community, a talent pipeline of more than 90,000 subscribers Frequent first-page Google search results and a 40 percent increase in search engine visitors Tracking over six months of more than one million visitors, with more than 100,000 applicants Visibility into which sources produce the highest-quality candidates Better media decisions and reduced spend on print advertising and headhunter budgets Accurate cost-per-applicant and cost-per-hire metrics SuccessFactors takes away all the geographical boundaries and allows candidates to see multiple positions. Coupled with a collaborative set of measurements, we now have the ability to generate more candidates per position and understand our best sources of hire. Seth Lee, Vice President, Talent Acquisition, Bon Secours Health System 3

6 Company: Hasbro Industry: Consumer goods Employees: 5,900 SuccessFactors s: Recruiting Marketing SuccessFactors partnered with Hasbro s talent acquisition team in a complete re-imagination of the company s career website Hasbro is a branded play company providing children and families around the world with a wide range of immersive entertainment offerings based on the company s world-class brand portfolio. From toys and games to television programming, motion pictures, digital gaming, and a comprehensive licensing program, Hasbro strives to delight its global customers with well-known and beloved brands such as Transformers, Littlest Pet Shop, Nerf, Playskool, My Little Pony, G.I. Joe, Magic: the Gathering, and Monopoly. Hasbro needed to address the following challenges: The career site merely listed available job opportunities potential employees were not being engaged. The site lacked relevance to the way today s job seekers want to interact with a prospective employer. No social media functionality was in place. SuccessFactors partnered with Hasbro s talent acquisition team in a complete re-imagination of the company s career website: The site better reflects the company s creative culture. Hasbro leveraged technology for social media and search engine optimization (SEO). The new site delivers a positive candidate experience. Hasbro achieved the following business results: More than 655,000 career site visitors from September 1, 2011, to June 1, 2012, of which more than 22,000 joined Hasbro s talent community Four new hires as a direct result of applying via mobile phone Analytics for cost-saving information Our new careers site does so much more than provide a list of available roles; it drives candidate engagement, supports a strong employment brand, and encourages job seekers to continue clicking to learn more. John L. Pothin, Senior VP, Head of HR North America Region, Hasbro 4

7 Company: Novo Nordisk Industry: Healthcare Employees: 39,000 SuccessFactors s: Recruiting Marketing Novo Nordisk transforms its recruiting approach for world-class results Novo Nordisk is a global healthcare company with 89 years of innovation and leadership in diabetes care. Headquartered in Denmark, Novo Nordisk employs approximately 39,000 employees globally and markets its products in more than 190 countries. Keeping pace with rapid growth is challenging without compromising the quality of talent. It becomes even more complex in the pharmaceutical industry where heavy regulation, specialist skills, and highly specified positions can be difficult to fill. The U.S. team of Novo Nordisk needed to: Address difficult-to-fill positions and the need for access to a wider range of talent and skills Reduce cost per hire and lost productivity on vacant positions, which averaged five to seven months Reduce reliance on and cost of recruitment agencies 85 percent of positions were filled by agencies With SuccessFactors Recruiting Marketing (formerly Jobs2Web), the company could: Fill difficult-to-fill positions in fewer than 90 days without the need for an agency Duplicate the same best-practice approach across all U.S. vacancies Create a talent community to build and nurture a pipeline of talent over two to five years Novo Nordisk achieved the following business results: Gained significant cost savings over the past four years Reduced time to fill on critical positions by 40 percent and reduced lost productivity on unfilled vacancies Reduced agency fees for critical positions by 47 percent and by as much as 90 percent in some areas Built and can now track a talent community in the United States of over 200,000 people Consolidated the number of recruitment agencies from 350 down to just 35 Negotiated better terms with its remaining agencies, and aligned them to specific business areas Increased quality of hires by 35 percent Lowered attrition from 5 percent to less than 3 percent Can track visible spend and ROI with multiple recruitment media sources Can power the career section on its own website and measure the quality of hires retrospectively Gained the ability to track ROI on difficult-to-quantify external job fairs and recruitment events The results we ve seen to date with SuccessFactors Recruiting Marketing have been nothing short of spectacular in terms of cost savings, productivity increases, and operational insight. Michael Hakeem, Manager of Talent Acquisition and Operations, Novo Nordisk 5

8 Company: Plan International Industry: Nonprofit Employees: 10,000 SuccessFactors s: Learning Performance & Goals Recruitment Succession & Development SuccessFactors s Help Plan International Change More Lives Founded over 75 years ago, Plan is one of the oldest and largest children s development organizations in the world. Plan works in 50 developing countries across Africa, Asia, and the Americas to promote child rights and lift millions of children out of poverty. In 2012, Plan touched the lives of 84 million children in 90,131 communities. Creating positive change in the lives of millions of underprivileged children around the world takes talent and lots of it. Plan International aims to attract, develop, and reward people who have the specialized skills to make a difference. To do so, the organization needed to address the following challenges: Paper-based processes made it difficult to manage and mobilize a field staff of 9,000 Executives and managers lacked visibility into the makeup of the workforce Individual countries and regions maintained their own disconnected talent management systems After considering several leading platforms, Plan International chose to implement a suite of SuccessFactors solutions alongside its SAP HR and financials solutions. With the assistance of implementation partner Atos, Plan International was able to: Perform a rapid global rollout using an agile methodology Seamlessly combine HR and financial data from its SuccessFactors and SAP platforms Allow field staff to log onto a talent management solution from anywhere, on any device Replace a paper-based performance management process with an online one Plan International implemented SuccessFactors and achieved the following business results: Saved 150,000 annually by eliminating HR point solutions Increased efficiency to enable growth from an almost 700 million to a 1 billion organization Supporting a growth model by extending humanitarian services to new countries over the next 5 years Helped countries that currently deliver programming and humanitarian services to begin fundraising in their local markets Reduced manual processes to free up more staff time for creating positive change in the field Over the next few years, we plan to grow from an almost 700 million organization to a 1 billion one. SuccessFactors and SAP will be absolutely critical to our ability to execute our mission worldwide. Mark Banbury, Global Chief Information Officer, Plan International 6

9 Company: Siemens AG Industry: Technology Employees: 370,000 SuccessFactors s: Compensation Learning Performance & Goals Recruiting Succession SuccessFactors Helps Siemens Put the Right People in the Right Job at the Right Time Siemens AG (Berlin and Munich) is a global powerhouse in electronics and electrical engineering, operating in the fields of industry, energy, and healthcare as well as providing infrastructure solutions, primarily for cities and metropolitan areas. For more than 165 years, Siemens has stood for technological excellence, innovation, quality, reliability, and internationality. In fiscal 2012, Siemens revenue from continuing operations was 78.3 billion. Siemens needs to constantly recruit, develop, and retain a highly skilled workforce as diverse as the company itself. But the war for the right high-value talent is fierce. Seeking to enhance the employee experience, Siemens needed to address the following challenges: Managers with cross-border teams had to access information across multiple HR systems. Lack of HR process standardization. No global insight for development and workforce planning.. Siemens implemented SuccessFactors using a single global language. Within 2 years, the company rolled out SuccessFactors Performance & Goals, Compensation, Succession & Development, Recruiting, and Learning. Using these modules, Siemens was able to: Launch 4Success, a branded global talent management platform. Roll out a new performance management process to 44,000 employees in 190 countries. Drive efficient, intelligent processing of both internal and external candidates. Siemens has achieved the following business results: Employees and managers have set 1.8 million individual performance targets. Employees and managers complete 14,000 performance reviews each year. HR has processed 40,000 job requisitions and 1 million applications. HR now has the information to drive and support key people decisions worldwide. Talent development has become more accelerated, targeted, and global. SuccessFactors has become the global IT standard for our core HR processes, and recruiting and people development. Dr. Norbert Kleinjohann, CIO, Siemens 7

10 Company: Sonova Industry: Healthcare Employees: 8,000 SuccessFactors s: Employee Central Performance & Goals Recruiting Succession Workforce Analytics Sonova Group deploys SuccessFactors for global innovation, synergy, and growth Sonova is a leading provider of innovative hearing healthcare solutions, and the company has a financially strong and ambitious growth strategy around innovation, customer focus, and proactive cost management. The Sonova Group is present in more than 90 countries and employs over 8,000 people. Sonova needed a single integrated global platform to provide senior management and HR with sophisticated tools and strategic insight to better manage its corporate objectives and growing workforce. The company faced challenges that included the following: Running global reports or gaining visibility into key metrics was difficult and time-consuming. Gathering critical data for management reporting and planning around workforce analytics, performance, and training took weeks or months. Problems with performance and usability of old systems resulted in declining usage. Sonova deployed SuccessFactors Recruiting Management, Performance & Goals, Succession & Development, Employee Central, and Workforce Analytics to 7,500 employees in 10 languages and 90 countries: Cascade top-down objectives across the company Gain concise management dashboards with a global view, thanks to a consistent integrated platform Feed data directly into Sonova Group s 15 critical internal key performance indicators (KPIs) for global growth and planning Sonova achieved the following business results: Greater efficiencies, thanks to automation and aggregation of key data Visibility into the training status and skills compliance of individual employees worldwide Insight into core aspects of the existing workforce, full audit trail on recruitment of new hires, and critical data to support strategic planning and scale for growth SuccessFactors puts HR in the driving seat and enables us to have a direct impact on the business. Carine Brändle, Systems and Process Specialist, Corporate HRM, Sonova 8

11 Company: SuccessFactors Industry: Technology Employees: 2,500 SuccessFactors s: Recruiting Using Its Own, SuccessFactors Gains Total Visibility into Recruiting SuccessFactors, an SAP Company, is the leading provider of cloud-based business execution software, and delivers business alignment, team execution, people performance, and learning management solutions to organizations of all sizes across more than 60 industries. Headquartered in South San Francisco, California, SuccessFactors was acquired by SAP America in December Like most software vendors, SuccessFactors competes intensely to land the most talented and skillful employees. But until recently, SuccessFactors struggled to identify its most valuable recruiting sources. As it looked for ways to recruit: No way to track applicants throughout the recruiting process. No visibility into the effectiveness of recruiting marketing campaigns. Need to drive more traffic to the company s careers website. SuccessFactors implemented SuccessFactors Recruiting in The company relies on the Recruiting Marketing module to assess its recruiting channels. Using this solution, the company was able to: Gain actionable metrics on online and offline recruiting campaigns. Track more than 50% of the company s hires back to their sources. Determine the most reliable sources and methods of hires. SuccessFactors achieved the following business results: Increased traffic on careers website from 10,000 to 80,000 visitors per year. Made 150 hires from web leads in one year. Integrated recruiting marketing data with applicant tracking data. Determined the exact number of applications, interviews, and hires from each campaign. Gained end-to-end visibility into the effectiveness of the corporate recruiting strategy. The ability to measure the effectiveness of your recruiting strategy from source to hire is industry shattering. No other software out there can do this. Will Staney, Director of Recruiting, Strategic Programs, SuccessFactors 9

12 Company: Sun Communities Industry: Financial Services Employees: 1,650 SuccessFactors s: Employee Central Learning Performance & Goals Recruiting SAP Jam Succession & Development Sun Communities Puts Talent First with SuccessFactors s Sun Communities is a fully integrated real estate investment trust (REIT) with a portfolio of approximately 68,300 developed sites. The company owns and operates 185 manufactured housing and recreational vehicle communities in 25 states. Established in 1975, Sun Communities became a publicly owned corporation in December 1993 and is listed on the New York Stock Exchange under the symbol SUI. When customers walk into a Sun Communities manufactured housing community or RV resort, the first thing they notice is the superior service they receive. The company sees its people as its differentiator from the rest of the industry. That s why Sun Communities needed to address the following challenges: Recruiting and onboarding revolved around paper job applications and manual data entry Niche HR systems required too much work to integrate and couldn t scale to the company s growth HR was spending its time on data management rather than talent management Sun Communities watched demos and reviewed proposals from several HR software vendors before selecting SuccessFactors. The company implemented an integrated platform that included SuccessFactors Employee Central, Performance & Goals, Succession & Development, Recruiting, Learning, and SAP Jam. Using these modules, Sun Communities was able to: Go live at a reasonable cost Receive significant product enhancements quarterly, without additional effort Eliminate the burden of maintaining and integrating HR software Sun Communities implemented SuccessFactors and achieved the following business results: Made the employee experience seamless from recruitment through career development Helped HR identify and develop high-potential talent Allowed employees to stay productive on the go through a mobile app Increased social collaboration across the workforce Employee Central is by far our most flexible HR tool. Whether we re effective-dating changes, manipulating that data and moving it into a payroll system, or doing complex calculations, it s the number-one resource for our team. Marc Farrugia, Director of Human Resources, Sun Communities 10

13 Company: Yoh, A Day & Zimmermann Company Industry: Staffing Employees: 4,000 SuccessFactors s: Recruiting Marketing With SuccessFactors, Yoh Builds a Talent-Attraction Machine Founded in 1940, Yoh was America s first technology staffing firm. The company provides comprehensive workforce solutions that focus on Aerospace and Defense, Engineering, Federal Services, Health Care, Life Sciences, Information Technology, and Telecommunications. Yoh fulfills immediate resource needs and delivers managed and outsourced solutions. Headquartered in Philadelphia, the company operates from 75 locations across North America. Seeking to give its recruiters an edge in landing top talent, Yoh used to let its individual offices select the sourcing channels they used. But with a lack of centralized control, Yoh estimated it was overspending for job board usage by 30%. Yoh needed to: Determine which recruiting channels were most effective. Automate the job posting process. Funnel all applicants into its applicant tracking system for greater visibility. Yoh worked with SuccessFactors to implement SuccessFactors Recruiting Marketing as the back end of its new career site and the foundation of its entire recruiting marketing strategy. As a result, Yoh was able to: Automate the job posting and job application processes. Measure the success rates of all recruiting campaigns. Track all applicants throughout the hiring funnel. Build a robust online talent community. Yoh implemented SuccessFactors and achieved the following business results: Generated 250,000 applications from campaigns. Increased career site traffic by 200%. Increased the number of unique candidate files by 350%. Reduced cost-per-hire by $200. Reduced time-to-fill by 15 days. Adding 10,000 people to its talent community each month. Converting 83.2% of career site visitors into applicants. We re going way beyond time-to-fill and cost-per-hire. With SuccessFactors, we can finally make data-based decisions to fine-tune every aspect of our recruitment strategy. Cindy Lombardo, Manager, Candidate Marketing, Yoh 11

14 Join us! You are invited to join one of our social networks, special interest groups, and global and regional user group councils! SuccessFactors Community It s your place to connect with more than 22,000 peers and SuccessFactors product experts, get new release information, submit ideas, and discuss what s important to you. Whether you have been with SuccessFactors for years or are just joining our family of customers, you will find the community to be full of great resources for everything you need to know to succeed. To get started, go to Customer user groups SuccessFactors provides support for industry and regional user groups around the world along with a global customer advisory board. User groups are supported locally and on the SuccessFactors Community. You are invited to participate: Value & Innovation in Practice (VIP) The SuccessFactors Value & Innovation in Practice (VIP) program is a series of events focused on critical business execution topics and designed to maximize the value of your investments in our solutions. To learn more about the program, please send an to To learn more about our customer programs, please contact your sales representative or send an to 12

15 Showcase YOUR company s success Share your organization s success with SuccessFactors HR software solutions, either through a written case study or video testimonial. Let us help highlight your success contact us at: 13

16 About SuccessFactors SuccessFactors is the leading provider of cloud-based HCM software, which delivers business results through solutions that are complete, beautiful, and flexible enough to start anywhere and go everywhere. SuccessFactors customers represent organizations of all sizes across a wide range of industries. With more than 20 million subscribers globally, we strive to delight our customers by delivering innovative solutions, content and analytics, process expertise, and best practices insights from across our broad and diverse customer base. SuccessFactors solutions are supported by a global partner ecosystem and the experience and commitment of SAP SuccessFactors, Inc. All rights reserved. SuccessFactors Global Headquarters One Tower Plaza South San Francisco, TOLL FREE PHONE FAX EMEA APAC No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SuccessFactors. The information contained herein may be changed without prior notice. Some software products marketed by SuccessFactors and its distributors contain proprietary software components of other software vendors. These materials are subject to change without notice. These materials are provided by SuccessFactors and its affiliated companies for informational purposes only, without representation or warranty of any kind, and SuccessFactors shall not be liable for errors or omissions with respect to the materials. The only warranties for SuccessFactors products and services are those that are set forth in the express warranty statements accompanying such products and services, if any. Nothing herein should be construed as constituting an additional warranty. SuccessFactors products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SuccessFactors Inc. (and SAP) in the United States and other countries. v

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