HRO Today Global Winter 2016 - 23

iTalent
and @mentions then keep everyone involved and aware of
what is going on.
What is the market need that Hello Talent is addressing?
Companies are increasingly realizing that they can't
simply post a job and hope for the right people to apply.
If you do that, you will rarely get the best candidates.
The market needs a tool that makes it easy for people to
not only be proactive in trying to recruit people, but also
easily work together with different stakeholders involved.
That's what Hello Talent does. Hello Talent offers a tool that
makes it easy to be both proactive and collaborative in your
recruiting efforts.
Why is Hello Talent innovative in addressing that need?
I would say it's [making it easy to be proactive and
collaborative] along with the simplicity of our approach in
that any time we add a feature there is debate about what
needs to go in there. We prefer 'less is more'.
The other thing you see with applicant tracking systems in
general is that they're very complex tools. There's a reason
for that, but it makes adoption of those tools within
organizations tricky, time-consuming, and expensive, and
if you want everyone working together quickly and you
want to make it easier to proactive, you can't be tricky,
time-consuming or expensive. So the simplicity also helps
facilitate our innovation.
Why would companies pick Hello Talent over the system
they may currently be using?
Hello Talent is a free tool. It doesn't cost anything to use. We
do charge for integration with the ATS system and we have
some premium features we're launching next year that will
be well-worth the money, but that basic component of Hello
Talent is anyone can use it. There's no entry cost whatsoever
to get started with the tool.
Also, with the simplifi ed user interface and the way we
go about working, you don't have to be an expert to be
able to quickly rate or qualify a candidate who's being
proposed by either your management or the hiring
managers.
Is there a specifi c type or size of company for which Hello
Talent is the best solution?
(Large) companies that use an applicant tracking system to
manage hundreds of vacancies and thousands of candidates
should still use that tool no matter what it might be. Applicant
tracking systems aren't made for the proactive recruitment
that I was discussing earlier, but Hello Talent offers the ability
to connect with those systems. You can do all your proactive
recruiting and collaboration with Hello Talent. Then, using our
integration, you can send profi les of candidates, once they're
ready, into your ATS system and go from there. So that's why
larger organizations choose to use Hello Talent.
Smaller organizations choose Hello Talent because they're
not going to need the feature set that a full-fl edged,
expensive ATS system offers. They're not going to be
tracking thousands of candidates. They're not going to be
posting a large volume of jobs and they, because they're
smaller, probably don't have the brand recognition that say,
a Google might have in the marketplace. So they really need
to be proactive, and that's where Hello Talent comes in.
Hello Talent is part of Talentsoft. How does the association with
Talentsoft impact Hello Talent? Do they share a customer base?
Our customer base is very broad. We certainly do have Talentsoft
customers who are using and enjoying Hello Talent, but we also
have customers using other systems along with Hello Talent.
The perk: People who are using Hello Talent don't have to
worry about being with a start-up that could any day just
disappear-or all the sudden drastically change a tool to
try to cash in too early. We have the support of our parent
company and therefore a little more fl exibility.
What does the iTalent win mean to you and everyone at
Hello Talent?
Winning iTalent was a huge honor because the HR
technology space in general is experiencing a real boom in
innovation and new tools. More companies are starting to
realize that the key competitive advantage that matters to
your organization is the quality of the people you have in
it. If you have great people working for you, you'll be able
to generate all of those other competitive advantages that
lead to sustainable profi tability for an organization.
WINTER 2016 | www.hroglobal.com
[23]
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HRO Today Global Winter 2016

Table of Contents for the Digital Edition of HRO Today Global Winter 2016

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