Initiating the Onboarding process in SAP SuccessFactors can be done through manual actions, integrations, or automated triggers, depending on the system configuration and integration setup.

According to the SAP SuccessFactors Onboarding Configuration Guide:

Add a new hire to Onboarding in Admin Center(Option B): Administrators can manually initiate Onboarding by using theAdd New Hire to Onboardingtool in Admin Center, which creates a new onboarding record for the hire.

Initiate Onboarding from an external applicant tracking system(Option C): When integrated, external applicant tracking systems (ATS) can trigger Onboarding by transferring candidate data to SuccessFactors via APIs or middleware, typically when a candidate is marked as hired.

Initiate Onboarding from SAP SuccessFactors Recruiting(Option E): Integration with SAP SuccessFactors Recruiting Management allows Onboarding to be automatically initiated when a candidate is moved to theHiredstatus in the recruiting process.

Option A (Import a CSV file of new hires in Admin Center) is incorrect because there is no direct CSV import option in Admin Center specifically for initiating Onboarding records. Option D (Add a New Employee in Admin Center) is incorrect because adding an employee typically occurs in Employee Central, not as a direct trigger for Onboarding.

SAP SuccessFactors Onboarding includes several predefined business rules that automate and control various aspects of the onboarding process. These rules are configured inConfigure Business Rulesand are critical for standard process execution.

According to the SAP SuccessFactors Onboarding Implementation Guide:

ONB2_PreDay1AccessCheck(Option B): This rule determines whether new hires can access the system before their start date, controlling pre-onboarding tasks and notifications.

ONB2_ProcessClosurePeriodConfig(Option C): This rule defines the period after which an onboarding process is considered closed, automating process completion and archiving.

ONB2_InternalHire_Configuration(Option D): This rule configures settings for internal hires, such as profile selection or data transfer, ensuring proper handling of internal onboarding processes.

Option A (ONB2_Initiate_Offboarding_Configuration) is incorrect because it is not a predefined rule for onboarding; it pertains to offboarding. Option E (ONB2_Select_Onboarding_Task_Configuration) is incorrect because it is not a standard predefined rule in the system.

Adding a Final Review step in SAP SuccessFactors Onboarding ensures that all collected data is reviewed before completing the process. This step can be configured through specific tools and settings to assign responsibilities and enable the feature.

According to the SAP SuccessFactors Onboarding Implementation Guide:

Add the Final Review step using Process Variant Manager(Option A): TheProcess Variant Managerallows administrators to customize the onboarding process by adding a Final Review step, defining its tasks and sequence within the process flow.

Define a business rule using the Assign Responsible Group for Data Review(Option B): A business rule, configured inConfigure Business Rules, is used to assign the Final Review step to a responsible group (e.g., HR or hiring manager) to ensure the appropriate users review the data.

Enable Final Review in Onboarding General Settings(Option C): The Final Review step must be enabled inOnboarding General Settingsto activate it as part of the onboarding process, allowing it to be included in the process flow.

Option D (Add the task participation configuration business rule to the DEFAULT_ONB2_CONFIG) is incorrect because task participation is managed through specific rules, not theDEFAULT_ONB2_CONFIGobject. Option E (Add the Personal Data Collection step) is incorrect because Personal Data Collection is a separate step, not related to adding a Final Review step.

Integrating an external HRIS with SAP SuccessFactors Onboarding requires configuring data transfers and aligning the data model to ensure seamless onboarding processes.

According to the SAP SuccessFactors Onboarding and Integration Guide:

Import Employee Data using Integration Center or OData APIs(Option B): Employee data from the external HRIS must be imported into SuccessFactors usingIntegration CenterorOData APIsto create onboarding records and populate fields like personalInfo or jobInfo.

Configure the Onboarding data model(Option C): The Onboarding data model must be configured to map fields from the external HRIS to SuccessFactors entities (e.g., personalInfo, jobInfo), ensuring data compatibility.

Create an export of new hire data using Integration Center or OData APIs(Option E): New hire data may need to be exported back to the external HRIS for synchronization, usingIntegration CenterorOData APIsto maintain consistency.

Option A (Create an export using only a middleware system) is incorrect because exports can use Integration Center or APIs, not just middleware. Option D (Configure all the Event Reasons) is incorrect because only relevant event reasons (e.g., hire, termination) need configuration, not all.

To achieve clean core integrations in SAP SuccessFactors, SAP recommends using modern, standardized API protocols that minimize customizations and ensure compatibility with cloud-based systems.

According to the SAP SuccessFactors Integration Guide:

OData(Option A): OData APIs are the preferred method for integrating with SAP SuccessFactors, including Onboarding, due to their flexibility, scalability, and support for real-time data access. They align with clean core principles by reducing the need for custom middleware.

SOAP(Option C): SOAP APIs are also supported for certain SuccessFactors integrations, particularly for legacy systems or specific use cases requiring structured data exchange. They are considered clean core-compliant when used appropriately.

Option B (RFC) and Option D (IDoc) are incorrect because they are older, on-premise-focused protocols primarily used in SAP ERP systems, not recommended for clean core integrations in SuccessFactors cloud environments.

To map document fields to custom data collection fields in SAP SuccessFactors Onboarding, you need to link the fields in the uploaded document template to the fields in a custom MDF (Metadata Framework) object used for data collection. This is done through theMaintain Onboarding and Offboarding Document Templatestool in Admin Center.

According to the SAP SuccessFactors Onboarding Implementation Guide:

Choose the MDF custom object as the base object(Option A): The custom MDF object, created inConfigure Object Definitions, serves as the base object for the data collection fields. You select this object to map its fields to the document template.

Select the fields from the MDF custom object in the Target Field column(Option C): In the mapping configuration, you specify the target fields from the MDF custom object that correspond to the document fields, ensuring data is correctly captured.

Select Direct in the Mapping Type column(Option D): TheDirectmapping type is used to establish a one-to-one relationship between the document field and the MDF object field, allowing data to flow directly from the form to the system.

Option B (Select Rule in the Mapping Type column) is incorrect because theRulemapping type is used for dynamic calculations or conditions, not for standard field mapping. Option E (Create a business rule) is incorrect because business rules are used for validation or triggering actions, not for mapping document fields to MDF fields.

Creating a new hire Onboarding record in SAP SuccessFactors Onboarding can be done through manual, automated, or integrated methods, depending on the system configuration and integration setup.

According to the SAP SuccessFactors Onboarding Configuration Guide:

By using Add New Hire to Onboarding in Admin Center(Option C): Administrators can manually create an Onboarding record using theAdd New Hire to Onboardingtool in Admin Center, which initiates the Onboarding process for a new hire.

By integrating with SAP SuccessFactors Recruiting Management(Option D): When integrated, SAP SuccessFactors Recruiting Management automatically creates an Onboarding record when a candidate is moved to theHiredstatus, triggering the Onboarding process.

By integrating with an external applicant tracking system(Option E): External applicant tracking systems (ATS) can integrate with SuccessFactors Onboarding via APIs or middleware, creating Onboarding records when candidate data is transferred.

Option A (importing a CSV file in Admin Center) is incorrect because there is no direct CSV import option in Admin Center for creating Onboarding records. Option B (importing a CSV file through Integration Center) is incorrect because Integration Center is used for data exports or imports for other purposes, not specifically for initiating Onboarding records.

TheEmpJob APIin SAP SuccessFactors is used to manage job-related data for employees, such as position, department, or location. In the context of the internal hire process, it is used to update the employee’s profile during transitions like transfers.

According to the SAP SuccessFactors Onboarding and Integration Guide:

To create a transfer event and update the employee profile record(Option B): The EmpJob API is used to create a transfer event (e.g., a change in job or legal entity) and update the employee’s profile in Employee Central with the new job details, ensuring the internal hire’s record reflects the updated role.

Option A (To send data from Recruiting Management to Onboarding) is incorrect because the EmpJob API is not used for Recruiting-to-Onboarding data transfer; other APIs (e.g., OData) handle that. Option C (To initiate the internal hire process) is incorrect because initiation is managed by process triggers, not the EmpJob API. Option D (To convert the external user to an internal hire) is incorrect because internal hires are already internal users, and the EmpJob API is not used for user conversion.

Hiring managers or other onboarding participants (e.g., HR coordinators) may need to complete data collection tasks on behalf of a new hire, such as during the Personal Data Collection or Additional Data Collection steps. This requires specific role-based permissions (RBPs) to access and modify new hire data.

According to the SAP SuccessFactors Onboarding Configuration Guide:

Update New Hire Data(Option A): This permission allows users to edit and update the new hire’s data in the Onboarding process, including data collected during the Personal Data Collection step.

Complete Data Collection Tasks(Option B): This permission enables users to complete data collection tasks assigned to the new hire, ensuring all required fields are filled out.

Access New Hire Data Permission(Option D): This permission grants read access to the new hire’s data, which is necessary before updating or completing tasks on their behalf.

Option C (Access Additional Onboarding Data Permission) is incorrect because it is not a standard RBP; additional data access is covered underAccess New Hire Data. Option E (Onboarding Configuration) is incorrect because it relates to administrative configuration, not task completion on behalf of a new hire.

SAP SuccessFactors Onboarding includes several default permission roles to manage the onboarding process. These roles are preconfigured to assign specific responsibilities to users involved in onboarding tasks.

According to the SAP SuccessFactors Onboarding Configuration Guide:

OnboardingBPEAdmin(Option A): This role is created by default and grants administrative access to manage onboarding processes, configure settings, and oversee business process engine (BPE) tasks.

OnboardingExternalUser(Option B): This role is assigned to new hires (external users) to allow them to access the Onboarding system for tasks like completing personal data collection or signing documents.

Option C (SAP_ONB2_RehireCoordinator) is incorrect because it is not a default role; it is a dynamic group or custom role created for rehire processes. Option D (OnboardingBPEServiceUser) is incorrect because it is a system-level role for background processes, not a default role assigned to users.

The rehire check process in SAP SuccessFactors Onboarding is designed to identify whether a new hire is a returning employee (rehire) by matching their data against existing employee records. The process includes a first and second rehire check, with the second check executed only under specific conditions.

According to the SAP SuccessFactors Onboarding Implementation Guide:

Thesecond rehire checkis executed only whena potential match is not identified in the first rehire check(Option A). The first rehire check attempts to match the new hire’s data(e.g., National ID, name, or date of birth) against existing records. If no match is found, the system proceeds to the second rehire check, which may use additional criteria or manual review to confirm the new hire’s status.

Option B (match detected when Onboarding is initiated) is incorrect because a match at initiation would trigger the first check, not the second. Option C (Personal Data Collection step completed) is incorrect because the rehire check occurs earlier, typically during initiation or Manage Pending Hires. Option D (match detected during Review New Hire Data) is incorrect because a match at this stage would not trigger a second check; it would resolve the rehire status.

External HRIS integrations with SAP SuccessFactors Onboarding enable data transfer to support various HR processes. The primary process supported for such integrations is the standard onboarding process for new hires.

According to the SAP SuccessFactors Onboarding and Integration Guide:

Onboarding process(Option A): The standard onboarding process is fully supported for external HRIS integrations, allowing data (e.g., candidate details, job information) to be imported from an external HRIS via APIs or Integration Center to initiate onboarding for new hires.

Option B (Offboarding process) is incorrect because offboarding integrations are less common and typically rely on Employee Central or manual initiation. Option C (Crossboarding process) is incorrect because crossboarding (e.g., role changes) is primarily internal and not a standard focus for external HRIS integration. Option D (Internal Hire process) is incorrect because internal hires are managed within SuccessFactors, not typically via external HRIS.

Assigning theReview New Hire Datastep to a hiring manager in SAP SuccessFactors Onboardingrequires configuring permissions and business rules to ensure the manager is responsible for reviewing the new hire’s data.

According to the SAP SuccessFactors Onboarding Implementation Guide:

Set up role-based permissions(Option B): Role-based permissions must be configured inManage Permission Rolesto grant the hiring manager access to theReview New Hire Datatask. This includes permissions likeAccess New Hire DataandUpdate New Hire Data.

Set rule SAP_ONB2_HMReviewCheck to True(Option C): TheSAP_ONB2_HMReviewCheckbusiness rule, configured inConfigure Business Rules, must be set toTrueto assign the Review New Hire Data step to the hiring manager. This rule triggers the task assignment based on the manager’s role.

Option A (Create a custom HRIS element as an MDF object) is incorrect because HRIS elements are not required for assigning this step. Option D (Add an HRIS element in the user data file) is incorrect because user data files are used for data import, not for task assignment.