Bilfinger Berger is a globally active group comprising around 350 companies. Its fields of business include construction engineering, structural and industrial construction, operator projects, and services.
Managing such an extensive workforce requires human resources IT that is both robust and agile. To meet the corresponding challenges, Bilfinger Berger’s HR headquarters in Mannheim, Germany, reorganized its IT just over a year ago.
The group’s goal was to strategically revamp its existing business intelligence environment. An important subproject in this process involved developing a reporting system for recruiting in SAP NetWeaver Business Warehouse (SAP NetWeaver BW).
Help from SAP partner treorbis
To aid in the implementation of its new SAP business software, Bilfinger Berger selected the consultancy treorbis, an SAP Special Expertise Partner in the field of human capital management.
By configuring Analytical Reporting for SAP E-Recruiting within SAP NetWeaver BW, treorbis set up a component to supplement Bilfinger Berger’s newly implemented SAP E-Recruiting application. With the support of the corresponding reporting system and the key figures it provides, employees at Bilfinger Berger should now be able to collect, sort, and evaluate the flood of applications the company receives every day.
From job posting to appointment
After conferring with the manager in question about a given position vacancy, Bilfinger Berger’s HR department publishes a job posting on its intranet and Web site, as well as on popular online job portals and in print media (if required). In SAP E-Recruiting, the employees record the type of position, its requirements, the applications received online, the application language, and eventually the appointment of a candidate. Each crucial step generates key figures in SAP NetWeaver BW.
To do so, the system processes both the information candidates submit in their online applications and the data recruiters enter into the system themselves.
Reporting makes for easier recruiting
The reporting system involves five areas. The first report group focuses on the candidates, analyzing their data according to criteria such as interest group (industrial, employment, or management) or language skills. The second report group, meanwhile, is all about application rates: the number of applicants to a position, applications per company, or rate of hire. The third report group examines whether different Bilfinger Berger companies are searching for some of the same types of “topics” in their postings; this can serve as a basis for synchronized activities. The talent pool – the fourth report group – gathers initial applications that are sorted by interest group. Finally, with the fifth report group, the HR department generates key process figures. Particularly important in this context is the “time-to-fill,” which indicates how many days the department will likely need to staff a position following its initial posting.
Based on these report groups, Bilfinger Berger has access to various analytical tools for daily, monthly, quarterly, and annual reporting. The standard reporting system, or “cockpit,” is especially crucial thanks to its ability to display the four essential report groups as key figures and comments oriented toward the group’s managers and executives. Those who receive the cockpit can quickly ascertain whether all processes are running according to plan or if abnormalities are apparent. This enables them to take prompt action by, for example, modifying requirements profiles.