SAP SuccessFactors vs SignalHire

• It has a global database, and it is globally accessible. By using this solution, we have moved away from paper.
• It has improved my organization by enabling us to efficiently manage our personnel.
• SAP SuccessFactors' most valuable feature is performance management.

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• I don't understand why SignalHire presents itself as a recruitment tool when in fact it is perfect for sales. With SignalHire I can find contact details of potential prospects by their Linkedin accounts and by contact details I don’t only mean emails but also phone numbers which a lot similar tools have difficulty finding. Its accuracy is a lot higher than other apps I have used when it comes to emails.

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• Getting employees trained on the product is an essential part of process change management. With SuccessFactors, there are so many possibilities, it is imperative that all employees are trained. Untrained users may not be able to use the tool to its fullest potential and may encounter difficulties as they attempt to use it.
• To create reports that can use data from multiple modules, reporting tools must be easier to use and have more controls over date ranges and capabilities. - Make the Position Management equal to or better than SAP R/3 Organization Management.
• After changing to a twice-yearly release schedule, I have noticed that the releases have become somewhat unstable in terms of testing all the pieces in a timely manner.

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• Phone number finding can be improved as it is precisely correct less than 50% of time. Also generally similar apps have built in CRM systems which I think SignalHire should implement as well. Also I wish the number of free credits was higher since you get 5 credits and when I tried this for the first time three out of five emails were wrong and I almost opted for another tool.

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• We are just now getting the reports out to locations to better provide the ROI. One big area I am already seeing is in the recruiting portal in which you can pull "time to fill" and "diversity" candidates in which in previous HRIS it was harder to view and pull that data.
• Negative impact is having to train 30000+ employees to learn a new system and processes. That has impacted the ROI but will eventually require less HR support as greater access/ease of use for employees will limit HR administrative tasks. This will allow more time to perform other functions.
• The real time updates has provided less wait time for employees to see critical changes as it relates to payroll. The positive review and engagement from employees has been tremendous.

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• It is our biggest helper in not losing time for company employees because it finds and gives you the information in a few seconds without wasting time, without searching for hours.
• Of course, it has an expense in terms of money, but it deserves it with the time and efficiency it saves.

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