Recruitment and Onboarding Part 1

Have you applied for a job and have you just been overwhelmed with copious amounts of paper work? With KALES, recruitment and onboarding is a paperless system.
Recruitment is the process of finding and hiring the best candidate from within or outside of the organisation for a vacancy, in a timely and effective manner. The recruitment process includes defining requirements of a job, allowing applicants to apply for that job, screening and selecting applicants, hiring and inducting the new employee into the organisation.
KALES Recruitment enables a full range of hiring activity – from raising a hire request to onboarding the applicant, with ease of access and power packed features. It comes with in-built UIs and mobility features that enrich the user experience. KALES Recruitment can be easily integrated with external job-sites and social network websites to publish vacancies and receive resumes.

Details and features of recruitment

Request for Hire (RFH)

Captures key specifics on a hiring request. Details include position for which the request is made, department, grade set, grade, number required, required by date and many more. A manager may also place a ‘quick request’ which requires inputting the most relevant information in a timely fashion.


Sourcing Strategy

Here we can see details such as candidate sourcing, alert frequency, selection stages and assessment mode that defines a broad level plan for the RFH that is laid out. Applicants can be either internal or external. Candidate sourcing can be further identified by a sourcing channel, for example, if it’s an external candidate, the sourcing channel can be a career website, job portal or staffing agency. This can be defined in the sourcing strategy.

Applicant Profile

Candidates create their profiles whilst applying for a vacant position. This is created using a unique ID and enables the candidate to input details such as personal information, education, work experience and competencies. Candidates may also sign in with LinkedIn to input all their information.

Screening and Shortlisting

This stage is performed at a RFH level. All profiles can be screened to filter and shortlist those suitable. Profiles received internally or externally can be fetched for screening aimed at a particular RFH. In addition, there are other methods available for screening such as RFH criteria based, keyword search and competency profiling. The user can perform normal screening, incremental screening and override screening.

Applicant Assessment

Applicants are evaluated in all selection stages identified for the RFH. Assessment can be done by individual members or a panel. Applicants will be assessed based on the rating set identified for the particular stage of the RFH. Details captured in assessing applicants are RFH details, stage to assess, assessment based on, rating set details, user rating, RFH competencies assessment and proficiency level assessment.

Applicant Selection and Offer

Applicants are selected based on their performance in the selection stages. An offer can be made to the top performers, based on the ranking. An offer can be made based on the remuneration fitment and other job details such as position, job, grade set and grade. An applicant can accept or reject an offer. Multiple offers can be created and tracked.

Applicant Induction

Selected applicants are finally inducted into the organisation. Key information of the applicant is captured that form the basis for carrying out the joining formalities.
More detail on this will be discussed in my next blog on Onboarding!
KALES Consultant

This entry was posted on June 1st, 2017.


As seen in our previous blogs, KALES is delivered via a smooth and impressive UI. A prominent feature is Employee Self Service (ESS).

The ability for employees to use the ‘self-service’ feature is vital for the everyday operational activities of an organisation.
Why is employee self-service a good feature? It:

  • promotes efficiency and effectiveness
  • assists employee’s in completing everyday tasks
  • prevents managers from time wasting on lengthy and tedious tasks
  • is a paperless system

Employee Self Service enables employees to manage end to end activities such as core HR, Time and Attendance, Payroll, Talent Management and Recruitment. With KALES, managers may also complete management tasks through Manager Self Service.
In the home page of ESS, there are card based designs for each employee. This can be customised so that only the relevant information is shown to the employee. The most commonly used cards in ESS are:

My Pay: This is where employees have the ability to view their current and past payslips. *XXX* is used for security reasons. Once an employee has viewed their payslip they have the option to either email it or print it.
My Timesheet: This is where employees view their work schedule over the week or the month and also clock in (input) their hours worked.
My Hire Requisitions: This is where employees can place a quick request for a job. In addition, they may also manage requests and accept/reject candidates.
My Leave: This is where employees may request leave, view their past requests and also edit a current request. There is also a function whereby an employee may place a quick request for leave and only fill in basic required information such as end, start date and the reason in a prompt manner.
My Expenses: Here an employee can place a request for an expense, view their past requests and edit a current request. Similarly to leave, you can also place a quick request for an expense.
My performance: Here employees can view their performance appraisal dates for the year and also complete their performance feedback with a regular journal which is a contemporary method for appraisal, as opposed to a bi annual method.
Reviewing these employee self-service features prompts the questions, does your HR system provide this? Does it promote efficiency and effectiveness?
Ask us at KALTech for more information or detail on how we can tailor a solution for your organisation to also benefit from these value added features.
KALES Consultant

This entry was posted on March 22nd, 2017.

New Fiori Style Homepage

As SuccessFactors continues to evolve, enhancements to the UX are released and made available to SuccessFactors instances globally. One of the most visible pages is the home page. This is the default ‘dashboard’ that customers will see when they login to SuccessFactors, although the default page can be changed to better suit a user’s requirement.
Being a page of such high visibility it is great that the new Fiori style template can be used to enhance the user experience of the homepage. It’s a design that mimics the windows 8 and 10 ‘metro’ user interface. Something that many users will be familiar with. It replaces the old tile based design (pictured below).
An example of the standard SFSF homepage

An example of the standard SFSF homepage

The new Fiori style homepage

The new Fiori style homepage

Like the standard homepage, tiles can be moved by the user to customise the position and accessibility of the homepage. A new ‘personalize homepage’ option has been added to the menu and only displays when the user is on the home page. This allows the user to have greater control over their home page. Everything is customised via a drag and drop menu making it easy for users to personalise their experience without any formal training. Easy to use interfaces usually drive up user adoption so this is a positive aspect. Users can also pin or unpin tiles to their home page – essentially turning them on or off as desired.
Users can pin and unpin tiles to personalise their home page experience

Users can pin and unpin tiles to personalise their home page experience

As normal, an administrator can add custom tiles and personalise the default layout for users. Just as before an editor function is still provided so companies like KALTech who are skilled in HTML can make these tiles completely unique to every customer with the addition of youtube videos, pictures, links, colour schemes and more. Would you like your employees to have a link on their home page to company policies or portals? This is easily achieved now.
The ‘Manage Home Page’ screen enables admins to customise the content of the home page for the company.

The ‘Manage Home Page’ screen enables admins to customise the content of the home page for the company.

This new ‘Manage Home Page’ user interface makes things simpler for admins and consultants.
Overall I feel the new Fiorised home page is a definite improvement. However there are some downsides to the new look. For example, to click on a link on the old homepage it was just one simple click. Now you need to first click on the links tile and then click the appropriate link. I also believe there is a little more wasted space as the ‘ToDo’ section takes up space especially when only a single tile is being utilised. These are minor issues to me and I feel that the new look is still better over the old look and feel. This new home page is also much easier to edit and change.
The Fiori look is also starting to be utilised in other modules. Eventually the entire SuccessFactors UI will become unified providing even easier adoption by users. This is something I certainly am looking forward to.
What do you think about the new look and feel? Leave a comment below on your thoughts and experience.
SuccessFactors Consultant

This entry was posted on December 9th, 2016.

SAP Metadata Framework Centre (MDF)

The Metadata Framework, or MDF as it is popularly known, is SAP SuccessFactors’ solution to build custom applications and custom objects. MDF is a UI-based configuration and extension framework that provides creation, modification, maintenance, and deletion of custom objects (called Generic Objects) within the SuccessFactors BizX suite.
The current way of creating Generic Objects is a multi-step process and can sometimes be cumbersome, even for a seasoned consultant. The MDF Extension Centre is the latest feature that has been released in version 1608 to simplify the process of building Generic Objects. The MDF Extension Centre can be visualised as a one-stop-shop for custom objects and picklists.
In my blog, I’d like to compare these two methods.

Old way of doing things

The current way of creating objects is displayed below with the following images:





The New way

Before the MDF Extension Centre can be accessed the feature needs to be turned on in Provisioning. The following images show the steps involved to active MDF:


The UI is pretty cool and aids in searching for existing objects or creating new ones. The objects counter on the left is a great utility for developers.
The MDF Extension Centre UI is neatly laid out making it user friendly.

The various properties associated with an object – fields, relationships, workflows etc. – are easily accessible from a single screen (refer image above) without having to navigate multiple screens.


Steps 3 and 4 are common to both methods.

To summarise:


The new feature has the following benefits:

  • Enhanced UI
  • Reduced number of navigation steps

Hopefully this information gives you a better understanding of the MDF Extension Centre. If you have any questions don’t hesitate to contact KALTech for all of your SuccessFactors solutions.
SuccessFactors Consultant

This entry was posted on November 10th, 2016.

SuccessFactors 1608 release login page enhancements

A customised login page for KALTech
A login page customised with the new options from release 1608
I have a background in HTML and design so to me user experience is one of the key metrics I look at when evaluating the system. An engaged user is a happy user. A bored user will spend less time using the systems an organisation has in place. That’s why I’m happy to explore the new login page customisation options available in release 1608.
SuccessFactors already had the ability to customise the login page through HTML/CSS which is the option that will give clients the most amount of flexibility. KALTech implemented this solution at multiple customers who are very satisfied. However customising the login page in this way is best reserved for those with knowledge of HTML and CSS as well as a basic understanding of responsive design.
As of release 1608 SuccessFactors provides a basic set of options to customise the login page. Please note that the standard login screen has also changed in 1608.
Theme manager navigation
Here are a list of the options defined in the “theme manager” section of the “admin center”:

Login Background

Do not change settings – Doesn’t change any settings (default).
Use this theme’s settings – Use settings defined in other parts of the active theme.
Use solid colour – Choose using the colour picker or a hex code.
Upload an image
Repeat – Whether or not the image should repeat on the x, y or both axis.
Position – Position of the image.
*Note that the image does not scale
Overlay option – add either a black or white layer at a given opacity. A black (dark) layer at 83% will darken the image considerably. A white (light) layer at 15% will lighten the image slightly.
Background type – colour of the background text in either dark or light.

Login logo

Use your company logo – Not recommended due to resolution issues.
Use SucessFactors logo – Use the SFSF logo on the login page.
Upload a logo – The most common option (I recommend this).

Login button

Do not change settings – Default settings.
Use this theme’s settings – Use theme settings.
New style settings – configure the below options.
Text colour – Text of the login button.
Text colour hover – Text colour on hover.
Background colour – Background colour of the button.
Background colour hover – Background colour when hovered.
Disabled text colour – Changes disabled text colour.
Disabled background colour – Changes disabled text colour background.

Login Footer

Colour scheme – Changes the footer text to either white (light) or black (dark).


There are a few issues with this option though.
Flash of default background – The default background loads, then the custom background loads. This looks unprofessional to me.
Lack of customisation – Things like a simple hover transition or making the background image scale to the page are impossible without using the custom login page option.
HTML version
An example of a fully customised login page. Note that there are very few limits to this type of design.
Despite the issues that this new feature presents, it is a great option to have none the less. I imagine this will keep many customers happy until a fully customised solution can be tailored to their needs.
Feel free to contact KALTech to understand how we can create a custom look and feel to your SuccessFactors instance.
SuccessFactors Consultant

This entry was posted on October 5th, 2016.

Sneak peek into Job Profile Builder

Job Profile Builder is a platform component, it encompasses Job Families, Roles, Competencies and Job Codes. In my experience existing customers can upgrade to JPB for increased capability and new customers can leverage this across talent management modules. In this blog I wish to explain the significance of JPB for organisational growth and its relationship to other modules.
Job Profile Builder is a flexible and intuitive tool for recording elements of a job shared across Recruitment, Performance Management and Learning Management System. It allows customers to identify right skills, experiences, competencies and behaviors required for each role within the organisation.
Job Profile Builder is a replacement for legacy Job Families, Roles & Competencies framework. It expands beyond to allow customers to build complete Job Profiles with multiple content types.
Job Profile Builder from SAP
Job Profile Builder from SAP

Job Profile Builder in Employee Profile

Employee profile is what I would call an online resume summary as it provides a snapshot of employee skills, education, certificates and licences etc on a single screen. With JPB employee skills can be stored in a portlet and searched by Single, Multiple Skill and use “Find Someone Like” functionality to ensure the best fit possible. This functionality allows employees, managers and the organisation to tap talent easily.
In addition, position descriptions stored in JPB can be accessed through employee profile as seen in the image below:
Job Profile Builder in Employee Profile
Also SuccessFactors comes with an out-of-the-box, ready to use Job Profile library. This is industry verified content with 13K+ skills in 250+ pre-defined Job Families, each with 4-7 Job Roles with skills pre-mapped and each with 5 levels of proficiency.

Job Profile Builder in Recruitment

In Recruitment, we’ve seen that customers can store job descriptions, skills, qualifications, required experience, education, certifications, competencies and behaviours for every position in the organisation. JPB helps in identifying suitable candidates and uses Job Profile builder data for promotions, career advancement and development opportunities among employees.

Job Profile Builder in Performance Management

Competencies and associated behaviours stored in JPB can be integrated into Performance Review, in the competency section. PM forms competencies, writing assistant descriptors and behaviours come from JPB.
Job Profile Builder in Performance Management

Job Profile Builder in Succession

Planners, Managers and employees can search skills from the company directory, allowing them to search and find people with particular skillsets for requirements. Position profiles allow users to manage profiles by position instead of only by role as skills, competencies etc.

Job Profile Builder in Career Development

In Career Worksheet, users can view development skills and job profiles.

Why is JPB valuable to organisations?


  • Centralised management of job descriptions, competencies and standardised job descriptions for all the positons in the organisations.
  • Job Requisitions can be pre filled based on description, competencies, skills and interview questions etc.
  • JPB allows employees to view their skills and assess their need for training and development. Managers can assess and have an inventory of those same skills.
  • Addresses the threat of underqualified staff while developing the skills the organisation requires.
  • Allows visibility into a talent pool so it can be better mobilized to capitalise on growth opportunities.
  • Provides consistent job references for nuanced headcount planning and thoughtful workforce planning.

Talk to us at KALTech about JPB – we can assist you to migrate or implement JPB so you too can experience the KALTech difference.
SuccessFactors Consultant

This entry was posted on September 20th, 2016.