HRO Today Baker's Best 2016 - 36

TOP TALENT MANAGEMENT SOFTWARE PROVIDERS
With talent being
such a hot commodity,
companies cannot
afford to wait for
someone to knock on
the employment office
door and endure a
sub-par application
process.
internal hiring, learning and development, succession
planning, and much more, " says Kate Heath, global head
of RPO, partners and alliances, at Lumesse, a UK-based
provider of talent acquisition and management solutions.
Building a single platform for HCM ranks as the top
talent recruitment, onboarding, and management
trend in 2016, according to these solutions providers
and others. With talent being such a hot commodity,
companies cannot afford to wait for someone to knock
on the employment office door and endure a subpar
application process. Rather, organizations must
proactively reach out to identify and engage future
talent, nurture these relationships, and make applying
for a job as easy as fielding an email.
Expanding the Scope of ATS
Traditional applicant tracking systems lean more towards
administrative and compliance needs such as managing
information related to background screening and
onboarding activities, while ensuring compliance with
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BAKER'S BEST 2016 - www.hrotoday.com
Equal Employment Opportunity Commission regulations
governing hiring fairness.
Certainly, these functions are extremely important,
but they have very little to do with bringing in the best
talent.
" There is a huge difference between the processes
needed to support bringing talent into the organization
and the processes needed to bring in new prospects and
promote the employment brand, " says Jack Coapman,
chief strategy officer at GR8.
Rather than just being used to track applicants, systems
are being expanded in several ways and can now
assemble a rich profile of job candidates. " Early ATS
products were predominantly focused on managing the
process of tracking inbound candidates, but today this is
largely a solved problem, " says Rob Stefanovic, director,
HCM Product Strategy, at Oracle. " This has freed up both
vendors and customers to shift their focus to proactively
connecting and engaging with a much larger pool of
prospective candidates. "
The goal is to identify a candidate's alignment with both
the job at hand and the hiring organization's culture.
Assuming the candidate is an excellent fit, recruiters can
leverage social media to nurture the relationship until an
employment opportunity surfaces. " Companies want to
stay top of mind with potential job seekers, " Stefanovic
explains.
With a robust suite of integrated sourcing tools,
businesses can build pipelines of pre-qualified talent
ahead of actual demand, in much of the same way
marketers reach out to prospective buyers. More
enlightened organizations are using predictive data
analytics to compare incoming candidate data with the
company's culture and internal workforce dynamics to
ensure better fit.
" Algorithmic screening is the latest iteration of
technology being used to improve the candidate
selection process, " Stefanovic says.
Such advances would not be possible without an endto-end,
continuous recruiting platform. " The key tenet
of the platform concept is workflow optimization-a
programmatic approach to defining recruitment activities
and having all these engagements in a single location, "
Coapman says.
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HRO Today Baker's Best 2016

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