A company in the healthcare sector with 600 employees in Germany and other international subsidiaries had a large number of vacancies due to very good business development. At the same time, there was a capacity bottleneck in HR management. The interim manager was therefore mandated to support recruiting and selected specialist departments in HR management throughout the company and to manage and optimize the SAP SuccessFactors HR system.
The mandate succeeded in significantly shortening the time to hire and reducing the number of vacancies in a timely manner.
Support in recruiting and optimization of SAP SuccessFactors
After a quick induction, the interim manager initially took over application screenings, conducted interviews with applicants and optimized job descriptions. At the same time, he began to improve the recruitment processes. For example, he increased the reach of the job advertisements by implementing and activating an XML job feed to a large job exchange.
The introduction of SAP SuccessFactors Systems in the company was several years ago. Individual modules were not being used or were not being used optimally. Furthermore, it became apparent that the support of the SAP system, consisting of SAP R/3 on premise and SAP SuccessFactors (cloud), still needed to be optimized with regard to the contractual constructs in system support and internal support by key users. Here, the interim manager initiated an expansion of the modules with recruiting posting and recruiting marketing. He also oversaw the tendering and selection process for the commissioning of a suitable SAP service provider.
Training for better employee interviews and support in HR management
The interim manager not only sharpened job profiles with managers from the specialist departments, but also advised on the assessment following job interviews. He also organized several recruiting training courses for managers. Later, he also developed a training concept for managers on appraisal interviews (criticism and conflict interviews) and created a guide for this.
In HR management, the interim manager provided support with salary regrouping, transfers, promotions, dismissals, discussions on company integration management (BEM discussions) and coaching for managers and individual employees.
Employer branding and cost savings in recruitment contracts
The interim manager also initiated the use of active sourcing. He used Boolean operators to generate search queries. He also negotiated contracts with personnel service providers and achieved significantly better conditions.
In addition, he initiated employer branding measures such as an employer brand video and modern social media posts. In cooperation with the marketing department, he created appealing job post designs that were used for distribution on social media.
