Welcome to the second edition of Fun Fact Friday. This bi-weekly publication will provide information about the exciting new changes coming with the implementation of SuccessFactors. In each FFF edition, we will cover two topics to educate you on new system functionality or process changes and give you project-specific news. This week, we are letting you know about:
- User Acceptance Testing, Round 1
- Moving Applicants through the Talent Pipeline
- **Disclaimer:**The information provided here is intended for general informational purposes only. Please note that each campus operates independently, and policies and procedures may vary. For specific inquiries and further details, please contact your campus System Administrator.
User Acceptance Testing (UAT), Round 1
Before turning over the new system to the users, the project team conducts several rounds of testing to ensure it is ready to go live. One of those is User Acceptance Testing (UAT), and Round One for Project 921 kicked off on Monday, January 6, and will come to a close on Friday, January 17. Project 921 will have two UAT cycles. Each test cycle involves targeted groups of users and provides a vital opportunity to navigate through actions within SuccessFactors. It also provides valuable feedback regarding configuration, the overall experience, and the system's readiness for operational use.
Round One of testing included a small population of testers who were relatively familiar with the application. It focused on validating the test scripts, assessing configurations, and preparing for the next round. The second round involves an expanded group of testers with specific business process roles to provide more comprehensive testing of an employee’s complete recruiting and onboarding experience.
The commitment to thorough testing and gathering user feedback will foster a smooth transition and create positive momentum toward adopting SuccessFactors.
Moving Applicant through the Talent Pipeline
SuccessFactors provides the ability to track candidates in real time through its Talent Pipeline capabilities. This keeps stakeholders informed and engaged throughout the hiring process. New functionality in SuccessFactors increases our communication capabilities with the candidates, as well as allowing hiring team members to follow a candidate's journey from "New Application" to "Hired" with access to all relevant notes and communications.
Applicant Status
For instance, in the screenshot above, a candidate is currently in "New Application." After applicants submit their applications, a campus reviewer evaluates and forwards the candidate's application for advancement through the next steps in the process. In this list, you can also view candidates with various statuses in the Talent Pipeline, such as Interviews, Reference Checks, Background Checks, Offers, etc.
Automating Candidate Communications
When a candidate is placed into specific statuses, such as Reference Check, Letter of Recommendation, or Self-Declaration, the system will notify the candidate of a pending task using email notifications. This automation reduces manual effort, enhances recruiter efficiency, and improves the candidate experience. Standardized communication templates ensure consistent messaging for the next steps, disqualifications, and offers. Automated alerts keep recruiters, hiring managers, and candidates informed about their next steps while reducing repetitive administrative tasks. This gives recruiters and hiring managers more time to focus on strategic activities.
For the candidate, enhanced communication channels facilitate a smoother application process, creating a positive first impression of the organization.
Offer Approval
This "Offer Approval Form" (screenshot above) replaces the Personnel Action Forms (PAFs) and ensures the audit and compliance component for financial commitments in hiring. When candidates are ready for hire, they enter the "Offer Approval" stage, where compensation and hiring details are entered and routed for approval. With this new process in SuccessFactors, the number of PAF forms being routed through payroll will greatly be reduced.
After the candidate has completed all pre-employment checks and approvals, the system provides the option to send the job offer through an online platform, as a verbal offer, or via an email/DocuSign offer letter. The candidate will then receive an electronic notification prompting them to log into the system to accept or decline their employment offer.
Keep an eye out for more information about the Talent Pipeline from your Project 921 Change Champion.
Questions? Email us at project921@nebraska.edu
For more information, visit the Project 921 Website