From ATS to Total Talent Acquisition

Transcription

1 A PeopleFluent White Paper From ATS to Total Talent Acquisition Amplify Your Recruiting with Better Hires and Greater Retention The Applicant Tracking System Legacy Across industries, employers face the same challenge find quality candidates who have the right skills to help their organizations be successful. As these companies struggle to identify top talent, the path to improvement starts by looking at legacy talent acquisition processes to see how they can be improved. Most outdated recruitment processes, largely unchanged over the last 20 years, are supported by legacy systems deployed to enable those outdated processes. Most common are legacy applicant tracking system (ATS) companies rely on to sort through their candidates.

2 Time for the ATS Legacy to Evolve By embracing the perpetual open house approach with the power of video-enabled recruiting and collaborative communication tools, companies can provide a more positive experience that helps them attract, engage, hire and onboard the right talent. The challenge lies in doing away with the old model and implementing a modern, candidate-centric approach to recruiting. It s time for talent acquisition teams to gain access to new systems that help attract more candidates and create better collaboration between candidates, recruiters and hiring managers. Companies must adopt a new, personalized, and more effective strategy to compete for the best people. The process should be more like a perpetual open house one that s comfortable for all involved and provides the company with a clear view of available talent while offering them a warm and welcoming environment. Instead of sourcing candidates the outdated way, their experience should be a collaborative one based on video-enabled recruiting and two-way communication where their interest can be actively nurtured. For candidates who may not be the right fit for one opening, developing engagement based on collaboration provides you with deeper talent pool when new opportunities arise that may be a match for them, while also sharing such opportunities with their peers. By embracing the perpetual open house approach to recruiting with the power of video-enabled recruiting and collaborative communication tools, companies can provide a more positive experience that helps them attract, engage and hire the right talent and skill sets for the work at hand, regardless of role or classification. The challenge lies in doing away with the old model and implementing a modern, Total Talent Acquisition approach to recruiting. In fact, according to Brandon Hall Group s High-Performance Talent Acquisition Framework, Total Talent Acquisition is a culmination of the process of identifying, engaging, assessing, hiring and onboarding talent in order to successfully growing an organization s workforce. The Way Things Were (And Still Are) Applicant tracking systems were first introduced in the 1990s, enabling companies to make the leap from paper-based processes (by way of putting job ads in newspapers and receiving physical resumes) to online efficiencies. The rise of online job boards meant that the number of candidates applying for each open position rose dramatically, prompting companies to find new ways to sort through the multitude of applicants to find the most qualified. From ATS to Total Talent Acquisition 2

3 The ATS transformed this process, delivering automation that enabled recruiters to parse resumes and migrate data into a segmented database, whether candidates applied from the company s career site or a job board. Evolution of Recruiting Automation Mailed-in resumes and file cabinets Basic database programs/ spreadsheets Applicant Tracking Systems Total Talent Acquisition Solutions with video-enabled recruiting and collaboration tools (PeopleFluent) Today, 40 percent of companies are looking to replace their ATS in favor of more robust software. Others, including Bersin by Deloitte, estimate that number at closer to 50 percent. Source: PeopleFluent However, despite the benefits of automation, the use of the ATS over the past decade detracted from the company s ability to provide a positive candidate experience. The ATS did help increase the volume that recruiting teams could handle from an input standpoint, but too often ignored the interaction with applicants and relegated them into their respective buckets. Plus, most recruiting systems still only focus on the recruiting stage and not onboarding or internal mobility or other key factors necessary to create an effective employee experience, which is why they should seek to adopt a total talent acquisition solution and strategy. What the traditional ATS lacks is the personalization and engagement that connects candidates to prospective employers. There is no way for an ATS to keep candidates warm or to encourage those who weren t selected to stay engaged. This continues today and the limitations of the typical ATS are underscored by recent research showing that 40 percent of companies are looking to replace their ATS in favor of more robust software. 1 Others, including Bersin by Deloitte, estimate that number at closer to 50 percent. According to a PeopleFluent survey, talent acquisition and onboarding were two of the top three technologies to be used in 2015 to enable talent strategies, and nearly 40% of companies said talent acquisition strategies would be implemented in Plus, from the same survey, what keeps over 50% of CHRO s and Talent Acquisition Leaders up at night includes recruiting hard-to-find skills in both leaders and employees, building robust talent pipelines, retaining premier talent, sustaining employee engagement, all of which impact overall quality of hire. 1 Software Advice, Applicant Tracking System Software: Small Business BuyerView 2014, August 21, ( From ATS to Total Talent Acquisition 3

4 But instead of the usual one-way process, where candidates apply and are simply dropped into the various buckets to be screened and sourced by unhappy recruiters and hiring managers, employers must create a better experience overall that truly engages everyone. Introducing Total Talent Acquisition As organizations become frustrated with the limitations of their aging ATS, a new breed of tools are emerging that focus on managing the entire recruitment process. 2 These advanced, Total Talent Acquisition solutions launch innovative recruitment marketing campaigns and enable integrated, flexible sourcing strategies across multiple channels. They offer engaging workspaces that combine integrated video-enabled recruiting, peer-to-peer and three-way collaboration, personalization, responsive mobile design and analytics to dramatically improve the recruiting experience from the perspective of the candidates, recruiters and hiring managers. Bersin by Deloitte captures the spirit of this change in their list of top 10 disruptions in HR technology 3, including the evolution of talent acquisition systems so easy to use that they re actually fun. With a fun total talent acquisition system in place, companies can deliver the meaningful experience that is so important to today s candidates. Such a solution will enable companies to embrace new ways to engage candidates earlier in the process, communicate their compelling employer brand story and enhance the candidate experience. And a big part of this fun-factor is video-enabled recruiting. When video is embedded in talent acquisition workflows and integrated into talent acquisition systems, it greatly improves sourcing and productivity, letting recruiters and hiring managers consider candidates that they would otherwise would have passed on due to location, and now much earlier in the screening process. Eight Signs That You Need to Replace Your ATS 1. Poor user experience for all involved 2. Lack of data integration and unification 3. Insufficient diversity and compliance solution set 4. Inadequate technical and application support services 5. Poor customer service 6. Inability to localize the solution globally 7. Limited to no product innovation 8. Missing video-enabled and collaborative recruiting and onboarding capabilites Recorded video interviews are combined with questionnaires, assessments and even scenario-based exercises for a more comprehensive review of core skills, communication skills and cultural fit. This process gives recruiters the ability to create talent pools to draw upon as talent demands emerge, especially effective in high volume settings with repetitive hiring needs (e.g., Retail, Healthcare). According to recent Bersin by Deloitte research bulletin titled The Next Generation of Video Technology in Talent Acquisition, which underscores all of the above with specific examples of cost and time savings, video is becoming more commonplace in talent acquisition including video job descriptions, video cover letters and video onboarding. 2 Bersin, Josh. The 9 Hottest Trends in Corporate Recruiting, Forbes, July 4, ( 3 at-your-peril/ From ATS to Total Talent Acquisition 4

5 That s why progressive organizations today look for every possible unfair advantage to attract, retain and continuously engage the best candidates with video playing a definitive role in today s talent acquisition disruption. Most analyst research firms agree that video-enabled recruiting will continue to be adopted in enterprise talent acquisition. According to the latest research from the 2014 Candidate Experience Awards, a majority of candidates approach their job search with some form of prior relationship and impression about potential employers. This highlights the importance of leveraging a total talent acquisition system to manage the relationship from start to finish and ensure a positive impression of the company, even for those individuals who aren t selected. When equipped with the right technology that enables an improved recruiting strategy, companies can deliver a more rewarding, engaging and positive experience for all involved and acquire the talent they desperately need. Organizations that continue to rely on a standalone, aging ATS will struggle to attract the best new candidates, engage and retain their talent, and find good sources of talent inside the company. Still, given the crowded vendor landscape, companies must find and work with the right solution partner that can help deliver the all the essential recruiting experiences needed to succeed while bringing new efficiencies to recruiters and hiring managers. The PeopleFluent Recruiting Mirror : Amplifying the Essential Talent Acquisition Experiences As companies continue to demand more from their talent acquisition providers, and ATS vendors fail to keep up with the evolving engagement needs, PeopleFluent stands apart, delivering a complete total talent solution that amplifies every part of the recruiting process and beyond. The PeopleFluent Recruiting Mirror enables companies to provide the perpetual, open house experience to candidates, ensuring they are fully engaged before they apply, during the process and long after. At the same time, recruiters and hiring managers benefit from streamlined processes and easy-to-use (and fun) collaborative tools that enable them to interact with candidates, and each other, on a highly personal level, rather than just sifting through resumes in an ATS. The Recruiting Mirror was built around the unique needs of candidates, recruiters and hiring managers, not the rigid hiring processes of old, and was designed to provide a compelling set of experiences that deliver the personal connection companies need to source and hire the best talent. The solution includes an integrated video platform that enables your talent acquisition team to offer video questionnaires to candidates earlier in the talent acquisition screening process so they can demonstrate how they ll be a great part of your company. A new breed of Total Talent Acquisition solutions are emerging that offer integrated video-enabled recruiting, peer-topeer collaboration, personalization, responsive mobile design and analytics to dramatically improve the recruiting experience for candidates, recruiters and hiring managers Video-Enabled Recruiting Includes: Video interviewing Video questionnaires Video assessments Video job postings Video cover letters Video learning for hiring managers Video onboarding From ATS to Total Talent Acquisition 5

6 The PeopleFluent Recruiting Mirror was built around the unique needs of candidates, recruiters and hiring managers, not the rigid hiring processes of old, and was designed to provide a compelling set of experiences that deliver the personal connection companies need to source and hire the best talent. The same video platform gives your team the ability to create company overview videos, day-in-the-life employee videos, video introductions from hiring managers and other job-related videos that can be easily posted to the career site. The result is a personalized, engaging total talent platform with pervasive video and all the talent acquisition functionality you need while fostering consistent employer branding, continuous collaboration and critical reporting and analytics to constantly measure and improve your processes. Key capabilities of PeopleFluent s Recruiting Mirror include: A single unified user experience that enables direct access to all recruiting and talent systems required to effectively perform the recruiting process. Highly configurable social collaboration workspaces that enable fast sharing of knowledge and information regarding candidates, increasing productivity and speed of the candidate review process. An integrated video platform that enables your talent acquisition teams to offer video questionnaires for screening, create company overview videos, day-in-the-life employee videos, hiring manager videos, and other job-related videos and easily post them to your career sites. Recruiting metrics and analytics that are delivered to enable managers to manage more effectively, and make the best possible recruiting decisions. From ATS to Total Talent Acquisition 6

7 Consistent messaging and branding capabilities ensure personalized and relevant communications for your recruiters, hiring managers, and candidates. Responsive mobile access to the Recruiting Mirror allows your hiring managers to continue to move the recruiting process forward whenever and wherever they like. Plus, the PeopleFluent Recruiting Mirror gives you access to: A complete data integration and unification platform for all your talent systems that s ready for your team to easily deploy, saving you engineering time and costly resources. PeopleFluent Professional Services and Account Management teams understand how complex recruiting is today and can offer their advice on how to best implement PeopleFluent PeopleFluent Research Institute (PRI) that helps ensure regulatory compliance (OFCCP/EEOC) while maximizing diversity and inclusion impact Simply placing applicants in a database will do little to keep them engaged and project a positive employer brand. When equipped with the right solution and collaborative, video-enabled recruiting, however, companies can deliver the best experiences from start to finish making all candidates feel welcomed whether selected or not, so they ll want to come back and invite their peers. With these kind of experiences in place, your company can be sure it will always have access to best candidates inside and out. Become an engaging talent-centric employer of choice today with the PeopleFluent Recruiting Mirror and Total Talent Acquisition. PeopleFluent will amplify all your total talent acquisition experiences and deliver faster recruiting, better hires, and greater retention. For more information on PeopleFluent Recruiting Solutions visit us at or call us directly at From ATS to Total Talent Acquisition 7

8 About PeopleFluent PeopleFluent, the leading total workforce HCM technology company, redefines Talent Management with an innovative Talent Engagement Cloud that is built around people and not HR processes. By deeply integrating pervasive video, strategic analytics and collaborative social technologies into its complete suite of Talent Management applications, PeopleFluent redefines employee engagement to address productivity loss and diminished financial results due to an increasingly disengaged workforce. With PeopleFluent, companies can change at the speed of business without costly IT interventions through intuitive, highly configurable software that is built upon the right data. Spanning across an organization s entire global workforce with one talent cloud, PeopleFluent equips leaders with the meaningful talent data and strategic analytics necessary to make better business decisions. PeopleFluent has worked with over 5,100 organizations in 214 countries and territories to engage employees to drive better business results. Today, 80% of the Fortune 100 relies on PeopleFluent as part of their talent management delivery strategy, helping them successfully achieve their talent aspirations. Waltham, Massachusetts 300 Fifth Avenue Waltham, MA USA Tel: Raleigh, North Carolina 434 Fayetteville Street, 9th Floor Raleigh, NC USA Toll-Free: (877) Tel: London, United Kingdom 15 Fetter Lane London EC4A 1BW United Kingdom Tel: +44 (0) Copyright 2015, PeopleFluent. All rights reserved. PeopleFluent is a registered trademark, and Recruiting Mirror, Colossus and the PeopleFluent logo are trademarks, of PeopleFluent. All other brand and product names are trademarks or registered trademarks of their respective holders.