“If you engage people on a vital, important level, they will respond.” – Edward Bond. Did you ever think using an Applicant Tracking System (ATS); your organization can mirror your current career site via implementing a SuccessFactors module? If that answer is no, guess what, your wrong. SuccessFactors offers a module with extensive features and functionality which integrates with your current ATS system called, Recruiting Marketing (RMK).
Get your SuccessFactors subscription at Exaserv. We will help you determine what the ideal package is for you and provide you with extremely competitive pricing.
No longer a large upfront investment to cover implementation and training. A simple fee per user per month covers subscription, implementation, customer care and continuous improvement. No more surprises.
Exaserv will help you set up SuccessFactors according to your needs. Every company is different. We help you take full advantage of the best practices in SuccessFactors while maintaining your uniqueness and identity.
SuccessFactors Solution Provider
Align your workforce and optimize performance.
Only SuccessFactors provides a complete, recruit-to-retire solution across all talent processes, and comprehensive content such as skills and competency libraries, job descriptions, goal catalogs, as well as legal and coaching content.
A New Approach to Core HR — SuccessFactors Employee Central is the industry’s only Core HR solution that not only provides comprehensive, integrated Core HR capabilities — it is specifically designed for business execution.
HR analytics are a highly effective mechanism for aiding corporate agility. As with any strategic initiative, the ability to access, analyze, and report on success or failure is paramount. The right tools enable an organization to plan and execute on critical goals and avoid talent-related disruptions along the way.
5 Reasons why!
From the Blog
- How did you come across vendor?
- What type of selection process did you employ—RFP, single source?
- Did you consider other vendors?
- Why did you decide to go with vendor?
- Is the vendor still providing services or has the engagement been completed?
When engaging with a new vendor for your HRIS system, calling references is arguably one of the most important steps of the process. Although it can be time consuming to coordinate calls and analyze the feedback, the comments of peers who have recently gone through the same process can be invaluable. Below the Do’s and Don’ts:
“No man ever steps in the same river twice, for it’s not the same river and he’s not the same man.” – Heraclitus. The process of hiring an applicant can at times be long and dreary, as Hiring Managers have several different components which they have to weigh. What was the duration of their last position? What type of experience do they obtain and does it match their LinkedIn page? Why are they leaving their current position? How well will they work in our team environment? Is this cover letter more generic or more personable? All questions, which needs answers!
“Mentoring is a brain to pick, an ear to listen, and a push in the right direction.” – John C. Crosby. Mentoring or the act there of is simply the process of sharing knowledge and experience with an employee. The art of mentoring is there is none, just do it; this act can be done informal or formal between a senior level employee and a junior level employee. A more formal session could involve more structure such as slide shows or presentations, while an informal session can just be a conversation about the tips and tricks.
Mohawk Industries wanted to improve employee productivity by providing a positive, caring work environment using simplification and automation. After a…
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