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Customer Spotlights:
Vol. 2 May 2014
Contents at a glance
Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Customer quotes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Case studies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Bechtel: SuccessFactors Recruiting module improves Bechtels
hiring process around the globe
Employees: 53,000 l Engineering, Construction and Project Management . . . . . . . . . . . . . . . . . . . . 6
Bon Secours Health System: Bon Secours turns to SuccessFactors to
transform recruiting practices
Employees: 22,000 l Healthcare . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Hasbro: SuccessFactors partnered with Hasbros talent acquisition team in a
complete re-imagination of the companys career website
Employees: 5,900 l Consumer Goods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
HCR Manorcare: Dramatic increase in applicants saves HCR ManorCare resources and dollars
Employees: 60,000 | Healthcare . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Legget & Platt: Leggett & Platt hires more A-Players with SuccessFactors
to drive business results
Employees: 19,000 l Manufacturing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Novo Nordisk: Novo Nordisk transforms its recruiting approach for world-class results
Employees: 39,000 l Healthcare . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Plan International: SuccessFactors solutions help Plan International change more lives
Employees: 10,000 | Nonprofit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Siemens: SuccessFactors helps Siemens have the right people, in the right job,
at the right time
Employees: 370,000 | Technology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Sonova: Sonova Group deploys SuccessFactors for global innovation, synergy, and growth
Employees: 8,000 l Healthcare . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
SuccessFactors: drinking its own champagne
Employees: 2,500 | Technology. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Sun Communities: Housing community leader puts talent first with SuccessFactors solutions
Employees: 1,650 | Financial Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Time Warner Cable: Time Warner Cable partners with SuccessFactors to develop a
world-class talent community
Employees: 47,000 l Media . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Under Armour: Under Armour partners with SAP/SuccessFactors to
build infrastructure to support extreme growth
Employees: 4,900+ | Consumer Goods. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Yoh: With SuccessFactors, Yoh builds a talent-attraction machine
Employees: 4,000 | Staffing. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Customer communities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Showcase YOUR companys success . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Get more impact from every
new hire you make
Recruiting faster than your competition still matters but its 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 whats working and
less of whats 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.
Seth Lee
Vice President, Talent Acquisition
Bon Secours Health System
Aileen Gronewold,
Staff Vice President, Human Capital
Leggett & Platt
Dr. Norbert Kleinjohann
CIO, Siemens
Cindy Lombardo, Manager
Candidate Marketing, Yoh

Customer quotes
SuccessFactors Recruiting modules
improve Bechtels hiring process
around the globe
Named the top construction company in the United States for 13 straight years, Bechtel is a
global leader in engineering, construction and project management. The company has 53,000
employees in nearly 50 countries across the world.
To remain and grow even more successful globally, Bechtel needed to address the following
Quickly find and recruit specialized talent internally and externally
Develop a deep talent pool to be prepared to move into senior leadership roles
Bechtel deployed Recruiting Management, Goal Management, Employee Profile, Performance
Management, Compensation Management and Succession Planning, which enabled it to support
its global talent strategy by:
Implementing a set of standard, integrated processes globally
Creating a holistic view of the employees and the workplace
Increasing visibility into internal talent pools for succession planning
Bechtel achieved the following business results:
Centralized systems integrated and streamlined the internal and external recruiting processes
Able to identify best internal candidate no matter where they are located
Better succession planning through visualization and talent analysis
With TalentWorks (our Branded version of
SuccessFactors) we are replacing multiple
applications with a unified platform and creating
a single user experience to execute our global
talent strategy.
Peter Reeves, HR Systems Manager, Bechtel
Company: Bechtel
Industry: Engineering,
Construction and Project
Employees: 53,000
SuccessFactors Solutions:
Employee Profile
Performance & Goals
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
Company: Bon Secours
Health System
Industry: Healthcare
Employees: 22,000
SuccessFactors Solutions:
Recruiting Marketing
SuccessFactors partnered with
Hasbros talent acquisition team in
a complete re-imagination of the
companys 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 companys 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 opportunitiespotential employees were not being
The site lacked relevance to the way todays job seekers want to interact with a prospective
No social media functionality was in place.
SuccessFactors partnered with Hasbros talent acquisition team in a complete re-imagination of
the companys career website:
The site better reflects the companys 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 Hasbros 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
Company: Hasbro
Industry: Consumer goods
Employees: 5,900
SuccessFactors Solutions:
Recruiting Marketing
Dramatic increase in applicants saves
HCR ManorCare resources and dollars
The HCR ManorCare healthcare family comprises centers that are leading providers of
short-term post-acute services and long-term care. With 60,000 caregivers nationwide, the
HCR ManorCare centers are preeminent care providers in their communities. Quality care for
patients and residents is provided through a network of more than 500 skilled nursing and
rehabilitation centers, assisted living facilities, outpatient rehabilitation clinics, and hospice
and home healthcare agencies.
HCR ManorCare needed to hire 30,000 people annually, many in tough-to-hire positions such as
nursing and therapy. During its recruiting efforts, the company overspent in unproductive areas.
Newspaper advertisements and job boards proved to be expensive and ineffective, especially for
difficult-to-fill positions:
A decentralized recruiting structure led to a shotgun approach.
The career site was unable to handle passive candidates, so thousands of potential hires were
being lost simply because they did not immediately apply and were not cultivated into a talent
By using the dashboard within SuccessFactors Recruiting Marketing, HCR ManorCare could
capture key data to determine the right ad words and the relative value of each source. The
benefits of the solution include the following:
Visitor and applicant flow increased while the cost per applicant dramatically decreased.
The overall number of candidates increased in spite of a 50 percent overall reduction in
recruitment advertising expense.
Job posting became more centralized and search capabilities improved through all HCR
ManorCare sites.
Recruiters have a growing pool of more than 250,000 subscribers to mine.
HCR ManorCare achieved the following business results:
Increased applicant flow by 90 percent
Eliminated print advertising due to lack of return of this advertising investment
Reduced cost per hire by 50 percent
Improved the entire candidate experience
Created and now continually grow a significant talent community and talent pipeline
Gained complete reporting of sourcing activity by source to job and applicant level
Jobs2Web (SuccessFactors Recruiting Marketing) has helped HCR ManorCare
identify, develop, and track new recruitment channels to drive increased
candidate traffic directly to HCR ManorCare at a significantly lower overall cost.
Having a clear line of sight into the performance of various sources is the key.
At HCR ManorCare, we measure everything with very detailed analytics. Using
Jobs2Web, we are able to apply the same rigorous standards and measurement
to recruitment.
Annette Foght, Director, National Recruiting, HCR ManorCare
Company: HCR ManorCare
Industry: Healthcare
Employees: 60,000
SuccessFactors Solutions:
Recruiting Marketing
Leggett & Platt hires more A-Players
with SuccessFactors to drive
business results
Leggett & Platt is a diversifed manufacturing company that conceives, designs, and
produces a wide range of engineered components and products that can be found in most
homes, offces, and automobiles, and also in many retail stores. The frm is composed of 19
business units, 19,000 employee-partners, and 140 manufacturing facilities located in 18
After more than a century of success Leggett & Platt was faced with declining growth and a
stagnant stock price. The CEO and senior management designed a radically new strategy to
boost business results and improve the stock. To obtain the workforce that Leggett & Platt
needed to execute on its new strategy, it needed to address the following challenges:
Needed better hires to execute their business strategy (goal of 75% A-player hire rate)
Improve the efficiency, productivity and collaboration of their Talent Advisors and hiring
Leggett & Platt turned to SuccessFactors to provide a company-wide talent management
solution that included Recruiting Management to enable them to obtain the workforce they
needed to execute on its new strategy. This solution enabled them to:
Meet and exceed goal of hiring 75% A-Player employees
Increase Talent Advisor productivity enabling them to support 65% more hiring managers
Leggett & Platt achieved the following business results:
Achieve a 68% Total Shareholder Return (46% for the S&P 500 over the same period)
Redirect the HR Talent Groups focus to more strategic initiatives driving greater business
execution and better business results
With SuccessFactors Recruiting we are making much
better hires than ever and our hiring managers love
the system.
Aileen Gronewold, Staff Vice President, Human Capital, Leggett & Platt
Company: Leggett & Platt
Industry: Manufacturing
Employees: 19,000
SuccessFactors Solutions:
Performance & Goals
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 agencies85 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 weve 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
Company: Novo Nordisk
Industry: Healthcare
Employees: 39,000
SuccessFactors Solutions:
Recruiting Marketing
SuccessFactors Solutions Help Plan
International Change More Lives
Founded over 75 years ago, Plan is one of the oldest and largest childrens 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 talentand 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
Company: Plan International
Industry: Nonprofit
Employees: 10,000
SuccessFactors Solutions:
Performance & Goals
Succession & Development
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 felds 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 fscal 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
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
Company: Siemens AG
Industry: Technology
Employees: 370,000
SuccessFactors Solutions:
Performance & Goals
Sonova Group deploys SuccessFactors
for global innovation, synergy, and
Sonova is a leading provider of innovative hearing healthcare solutions, and the company has
a fnancially 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
Feed data directly into Sonova Groups 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 Brndle, Systems and Process Specialist, Corporate HRM, Sonova
Company: Sonova
Industry: Healthcare
Employees: 8,000
SuccessFactors Solutions:
Employee Central
Performance & Goals
Workforce Analytics
Using Its Own Solution,
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 2011.
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 companys careers website.
SuccessFactors implemented SuccessFactors Recruiting in 2012. 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 companys 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
Company: SuccessFactors
Industry: Technology
Employees: 2,500
SuccessFactors Solutions:
Sun Communities Puts Talent First with
SuccessFactors Solutions
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. Thats 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 couldnt scale to the
companys 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
Company: Sun Communities
Industry: Financial Services
Employees: 1,650
SuccessFactors Solutions:
Employee Central
Performance & Goals
Succession & Development
Employee Central is by far our most flexible HR
tool. Whether were effective-dating changes,
manipulating that data and moving it into a payroll
system, or doing complex calculations, its the
number-one resource for our team.
Marc Farrugia, Director of Human Resources, Sun Communities
Time Warner Cable partners with
SuccessFactors to develop a world-
class talent community
Time Warner Cable is among the largest providers of video, high-speed data, and voice
services in the United States, connecting more than 15 million customers to entertainment,
information, and each other. Time Warner Cable Business Class offers data, video, and voice
services to businesses of all sizes, cell tower backhaul services to wireless carriers, and,
through its NaviSite subsidiary, managed and outsourced information technology solutions
and cloud services.
Time Warner Cable needed solutions for building a talent community and for improving job
publishing and search engine optimization (SEO):
The company initially used a hybrid approach and experienced difficulties as complex
implementations slowed the realization of improvement objectives.
Key knowledge resources were no longer available.
Time Warner Cable deployed SuccessFactors own Talent Community, encompassing the
adoption of the Business Card feature:
Automated all job feed sources and included the requisite performance metrics to track progress
Completely integrated the career site to achieve optimal results in building the talent community,
creating an enhanced and consistent candidate experience, and facilitating measurement
Undergirded all the solutions with advanced analytics to empower better decision making
Time Warner achieved the following business results:
By August 2011, job feeds were set up for all major sources, and 317,245 visitors in
September garnered 31,883 applies.
All outside doors to the applicant tracking system were closed by fully integrating the entire
career site, so candidates were exposed at every step to a consistent, positive experience.
Real-time metrics and analytics provide detailed information on the performance of visitor
sources, aggregators, email subscriptions, career site, and more.
Currently, Time Warner has 176,619 Talent Community members with 25,076 emails per day
and 87,624 return applies.
Through social media Facebook integration,
Time Warner obtained 1,056 talent community
members and 28 hires.
Time Warner Cable
Industry: Media
Employees: 47,000
SuccessFactors Solutions:
Recruiting Marketing
Under Armour partners with
SAP/SuccessFactors to Build
Infrastructure to Support
Extreme Growth
Founded in 1996 by former University of Maryland football player Kevin Plank, Under Armour
is the originator of performance apparel, footwear, and accessories - gear engineered to keep
athletes cool, dry and light throughout the course of a game, practice or workout. Under
Armours mission is to make all athletes better through passion, design, and the relentless
pursuit of innovation
Under Armours HR was not equipped to handle the extreme growth the organization was
experiencing. The company needed to address the following challenges:
No standard process for managing talent
Disparate technology
Inconsistent HR data
Company growth outpaced systems
Under Armour partnered with SAP/SuccessFactors to provide the infrastructure it needed to
manage the demands of its rapid growth. Now that Under Armour has its system in place it is
able to:
Align goals from the Executive team through associates
Increased usage of systems by consolidating processes in centralized location
Increased integration of data throughout HR landscape
Under Armours partnership with SAP/SuccessFactors has helped them to achieve the following
business results:
97 percent of company goals for 2012 were in the system before then end of February
Ability to assign courses from LMS based on goals and competency in performance
Administer a paperless candidate and new hire experience from Recruiting to Onboarding for all
areas of the business
SAP/SuccessFactors is providing the infrastucture
to get ahead of the tremendous growth we continue to
experience at Under armour.
Troy Barnett, Director of HR Technology and Process, Under Armour
Company: Under Armour
Industry: Consumer Goods
Employees: 4,900
SuccessFactors Solutions:
Performance & Goals
Recruiting Management
Succession & Development
With SuccessFactors, Yoh Builds a
Talent-Attraction Machine
Founded in 1940, Yoh was Americas frst technology staffng frm. The company provides
comprehensive workforce solutions that focus on Aerospace and Defense, Engineering,
Federal Services, Health Care, Life Sciences, Information Technology, and
Telecommunications. Yoh fulflls 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 email 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.
Company: Yoh, A Day &
Zimmermann Company
Industry: Staffing
Employees: 4,000
SuccessFactors Solutions:
Recruiting Marketing
Were 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
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