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Know Your Generations of Recruiting Software, Part 3

Know Your Generations of Recruiting Software, Part 3
If you hung out in the recruiting industry long enough, you know that colleagues were caught off guard when the economy recovered from the most recent major economic downturn.
Rebounding, many organizations moved back to a growth strategy — and quickly. With this came the need to prime the pump for new talent, expanding job types and prepping for global growth. During the recession, when recruiting was primarily replacement-based hires, the need for mining, marketing, social, engagement and assessment capabilities were nice-to-haves. In a recovery mode, they become must-haves almost immediately. With the products embracing HRIS or talent management solutions came the need for additional applications to fully enable recruiting. This caused the new point solution race and led to the first maturity of the millennial solutions.
Millennial solutions focus on specific problems, doing a few things well and not a lot of things average. These solutions created new categories for recruiting technology, faster than any other generation. This includes point solutions for dozens of categories: data mining, candidate relationship management, talent communities/networks, social distribution/marketing, assessments, video interviewing, scheduling, event management, recruitment marketing, predictive analytics, onboarding, mobile platform, and the list goes on.
These solutions are transforming the recruiting technology landscape at warp speed. Many are true software-as-a-service solutions, which offer free or highly discounted trials, solve for an issue in a way that improves the experience for everyone involved, and typically have a more open mind to integrations, partnerships and sharing customer models. Millennial solutions compete in category but remain true to their calling and discipline with a young and agile infrastructure and footprint.
For organizations interested only in vendors that have a Dun & Bradstreet five-star rating, and a financial footprint that can be traced back five years, these providers will never pass the initial assessment. Millennial solutions are, in many cases, building code on the fly and running with it, fixing things along the way. This is the technology model of the 21st century. Consider smartphones, which have apps for pretty much everything you want to do. Don’t like the flashlight that came with your phone? Download 2,000 other options with the click of a button. Don’t like the way your career site looks? Change it in five minutes with drag and drop images, text and modules. Both decisions and design options often rest in the hands of the user.
But what happened to the core recruiting applications? Those forever known as applicant tracking systems? Well, for those not using an HRIS recruiting application, a talent management recruiting application or a recruitment process outsourcing solution, then the other option was iCIMS, which was, for a brief time, one of the only standalone ATS solutions. That time was brief. As the number of point solutions increased, the need for new core recruiting solutions remained important; however, these solutions were in desperate need of leveraging the newly coded options. It’s also worth noting that recruiting apps were not the only products making a big swing on new code. This is when Workday Inc. entered the market as an alternative to Oracle/PeopleSoft and SAP, making people pay attention to what was possible again. With this shift from relational data structure to an object-oriented structured model, the possibilities became exponential.
Recruiting technology was no different. The bulky, restrictive, dictatorship-type solutions were no longer able to meet increased business needs, and where control and compliance were forefront, agility became the new norm. Taking note, the millennial solutions were adopted by companies in a strong position to hear these new needs and respond quickly. Companies like Avature, Jobvite, iCIMS and SilkRoad were a few that embraced the call and expanded their solutions to include ATS as well as full customer relationship management solutions. The flexibility of these products, readiness for responsive design, plus implementation models averaging one-quarter of the time as other products, not to mention competitive pricing, started to see organizations pulling away from the HRIS solution, and in some cases, the talent management solution in favor of the core recruiting applications.
This trend continues today. And while in the middle of a workforce and technology landscape with five active generations, this millennial generation remains the strongest. However, there is one generation left to describe that is maturing through adolescence right now with another poised to come up after it. Let’s get ready to meet Generation Z.
Tags: candidate, cms, employee, experience, interview, recruiter, recruiting, saas, softwareThe post Know Your Generations of Recruiting Software, Part 3 appeared first on TALENT MANAGEMENT.
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Source: Succession Planning

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