Built for today’s complex hiring needs, and ready to help teams move faster, stay compliant, and reduce manual work.

SAP SuccessFactors redesigned Applicant Management Tool is now live. With the legacy version scheduled for retirement in 2026, organisations are already making the switch — and for good reason.

At first glance, the updated interface may come as a surprise, especially for those used to the old left-to-right pipeline layout. But the redesign isn’t just cosmetic. It’s more intuitive, structured, and built to support the realities of modern recruitment, especially in high-volume, multi-stage and compliance-sensitive hiring.

Whether your team is already using the new tool or considering when and how to make the switch, now’s the time to understand what’s changed — and how to configure it for real impact.  

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🔄 What’s New in the Redesign

The new Applicant Management Tool brings several interface changes that improve day-to-day usability, candidate management, and recruiter efficiency.

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📍 A more intuitive layout

While the new layout may initially be jarring, it quickly proves easier to navigate and get a complete picture of candidates and their pipeline progress. ‍

New and improved elements include:

• Vertical pipeline view replaces left-to-right scrolling for clearer visibility and easier navigation

• Tabbed candidate views and labelled portlets make information easier to find

• Menu headers surface key details when reviewing individual applications

• Customisable candidate lists let users select and order columns. Choices persist across sessions and can easily be changed when needed.

More than cosmetic, these updates directly address common frustrations with visibility, navigation, and control.

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📊 Simplified status tracking and candidate movement

Drag, drop, done. Recruiters and hiring managers can now move candidates through the pipeline with intuitive workflows — no more updating spreadsheets or chasing email threads to track progress and one less manual workaround in your hiring process.

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🔍 Smarter filtering and search

Filtering and keyword search are now faster, easier, and more powerful — especially useful for high-volume and credential-sensitive roles.

What’s new:

• Cleaner filter layout, redesigned for quicker scanning and easier application of multiple criteria simultaneously

• Customisable filtering options let admin users define which fields are available as filters

• Sort and search candidates by requisition, status, keyword or other specific criteria

• Keyword search Cover Letters, CVs and candidate documents directly in the Applicant Workbench (previously only possible in the broader candidate database)

• Saved or default filter preferences mean you don’t have to rebuild your search criteria every time, keeping your model consistent across sessions.

Keyword search, tagging, and structured filters reduce the need to copy-paste candidate info into external trackers to “keep an eye” on top talent and avoids duplicate manual lists, especially for roles with ongoing or rolling recruitment. 

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🧩 Personalised User Experience

Users can now tailor their workbench to the way they work — no more spreadsheets or one-size-fits-all dashboards.

• Choose which columns appear by default

• Reorder columns and fields to highlight the most relevant information

• Switch layouts to suit different roles, workflows, or requisitions

• Save personalised views for faster access next time

This flexibility helps teams work faster and shortlist more confidently.

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⚙️ Why Configuration Matters

The redesigned Applicant Management Tool is ready to go—users can switch it on directly from the legacy workbench. But while enabling it is simple, getting real value requires thoughtful configuration.

Out of the box, the tool won’t automatically apply your existing configurations so fields may be missing. permissions may be off and  views may feel incomplete.  

To unlock best user experience and value, organisations should:

• Review what appears on-screen and how it’s ordered

• Enable the right access and permissions for recruiters and hiring managers

• Align filters, data fields, and candidate flows to actual hiring practices

These tweaks are simple, but they’re critical for adoption and effectiveness.  

A well-configured setup delivers immediate benefits—faster hiring, easier shortlisting, better recruiter collaboration, and improved candidate selection.

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🚀 Early Adoption Done Right

Enabling the tool without configuration can lead to inconsistent experiences and adoption friction, especially if users don’t immediately see the benefit.

By investing a small amount of time to configure the tool properly for early adopters, organisations can:

• Build confidence among recruiters and hiring managers

• Eliminate legacy workarounds (like spreadsheet tracking)

• Reduce rework and process gaps before full rollout

And when the broader transition is required, the heavy lifting is already done.

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🛠 How We Can Help

We support SuccessFactors customers through every step of this shift — from quick reviews to full redesigns. Our services include:

✅ Tool configuration health checks

✅ Process review and optimisation, especially for high-volume or compliance-heavy roles

✅ Customised setup aligned to the way your team works

✅ Adoption support including self-service guides, and other guided processes like WalkMe.

We’re here to help make the new Applicant Management Tool work for your hiring needs — not the other way around.

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🌟 Make the Most of What’s New

The redesigned Applicant Management Tool is live. Early adopters are already seeing the benefits but the full value comes when it's configured to match your team, your process, and your hiring complexity.

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🎯 Enable it — but configure it right. Let’s review your setup and set you up for success.

📅 Book your review, contact Brett Watson at brett.watson@hrcrowd.com

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‍Brett Watson is a Senior Consultant based in Auckland who combines 7 years of HR Systems experience with over 10 years of generalist HR and recruitment expertise. This blend of technical and operational insight ensures his recommendations are strategically sound and grounded in the real-world needs and experiences of end users, HR teams, and business stakeholders alike.