Keeping Track

HRM.The use of applicant tracking systems has gained prevalence in recent years. What do you think is behind this growing attraction?

RW. Actually, what we are seeing is a large increase in the interest and adoption of talent management technologies. The term ‘applicant tracking system ’ is a bit old school in the marketplace. Corporations and organizations are starting to look at talent management in a more holistic way. They need systems that track talent not just from the candidate stage, but all the way through – from sourcing, to screening, to the offer process, to onboarding, to career management and retention, and finally to outplacement or retirement.
 
Today, we see web 2.0 companies delivering innovative solutions to this talent management spectrum. A decade ago recruiting advertisements moved to the Internet and that efficiency had good and bad effects. It was good because it greatly reduced the cost of recruiting and sourcing. It was good because it greatly reduced the time it took to identify interested candidates. However the negative side saw it overwhelm ing corporations with massive amounts of applications from candidates that were not qualified. This created the need for new systems to handle the information.
 
Applicant tracking installations did not keep pace with the needs of marketplace. Like in online advertising, the recruiter audience demanded measurability and customizations. As is usually the case, Darwinism caused more nimble players to surface and steal market share from the original players.
 
The same thing is happening with the established large job board s – they are being forced to evolve or become irrelevant. Niche players and innovative online recruiting solutions are changing the game. This rapid evolution is not just happening in the United States where the industry started, it is happening around the world as companies are being also forced to evolve because of globalization trends. This is exactly why the theme of Onrec’s Online Recruiting Conference and Expo this year is ‘The Only Global Gathering of Recruiting Leaders and Game-Changing Technologies .’
 
There is a major drive towards automation in virtually all sectors of business. Is this a concept that can be applied to the work of corporate recruiters? What are the potential benefits and drawbacks?

RW. It is already being applied. There are online solutions now focused on every band in the talent management spectrum. This evolution is happ ening, and web 2.0 and mass collaboration are accelerating the change. Recruiters are using these tools as part of an advanced arsenal in what looks like will be a very drawn out war for talent . The potential benefits are obvious. Since there is a limited supply of talent, company’s bottom line will depend on their ability to attract, manage and retain that asset. Nimble organizations will employ the new online talent management tools to their advantage and this will have a bottom line impact. It will reduce the cost of recruiting, and it will help them secure precious talent before their competition does.
The drawbacks?  Well, you’ve got to invest the time learning about all the new techniques and tools. This can seem overwhelming. For exactly this reason, we built our annual show to cut right to the point of innovation.
 
HRM.How are employers using online tools to source and recruit new candidates? How do you see this field developing over the coming years?

RW. Just take a look at the 40 sessions we have being presented at our event. From using Salesforce.com for recruiting, to micro niche job boards that feel like publishing vehicles, to social media, to online cultural fit assessments, to Google disruptions, to recruitment process outsourcing, to virtual career fairs, to new web based networking tools, hybrid/web based external search organizations, to online screening practices – the innovation is truly ‘game changing. ’ We are watching the global online recruitment market undergo seismic shifts. Never before, since the inception of o nline r ecruitment, has the industry come together in such a comprehensive, global way – then again, there hasn't been such tremendous change since the industry started.
 
HRM.Do you believe that the current difficult business environment will have an impact on the war for talent?

RW. It has an impact on skills that are in less demand, and obviously there is slower hiring in verticals that are being affected by the macro economic trends. However, I’d challenge you to show me a company with an eye towards growth in the future that is not concerned with attracting and keeping top talent as part of that growth.
 
HRM.Is it possible that the uncertain financial outlook could deter employers from implementing innovative recruitment technologies and methods? Does such a short-term attitude pose risks for business?

RW. Generally the emerging talent management technologies are reducing the cost per hire – so in a time of belt tightening, it could even put a smile on the CFO’s face. In fact, r ecruitment technolog y providers are being very supportive of our upcoming Expo despite , and maybe even because of , the macro economic challenges . A face-to-face event between buyer and seller is a great opportunity to showcase all the percolating innovations coming to market from both established companies and newly funded ventures. The simple goal in recruiting is to secure the right talent for the opportunity so an organization can grow. If recruiting technologies add speed and lower the cost, they end up being very smart decision in a lean economy.

For more information please visit www.Onrec.com/Expo2008.