For integrated talent acquisition solutions to work, it was clear that technology is a key factor. Ever since Y2K closed out the 20th century and the IT industry propelled us into the 21st, technology has been a force enabling new staffing products like managed service providers (MSP) and recruitment process outsourcing (RPO) through the vendor management (VMS), requisition management (RMS) and applicant tracking systems (ATS) that manage these sprawling programs.
Now even more sophisticated and searchable, data-based systems are allowing the staffing industry to continue to mine candidate data offering “integrated cross border database searches” and search programs that “assess earlier candidates, qualified but not selected.” None of this would be possible without the technology innovations of the early 2000s.
Capitalizing on mobile device advances, rapid global communications and networking are shaping today’s society ... whatever you’re doing, there’s an “app for that” and it is likely global! We no longer speak of just finding candidates; we also focus on building talent communities and pools … pipelines for future needs. Today’s staffing expectation is that you must leverage a global talent pool to be successful and the best talent often works primarily from their phone.
Companies are taking a closer look at how recruitment technology can be more fully leveraged … and are asking some creative questions:
“If I can post contingent jobs to my branded career site, will I attract more qualified talent to fill contingent roles and even find great candidates for permanent roles too? “
“Can I tap features within my RMS to improve my VMS hires and start process, specifically to facilitate conversion to permanent status, access assessments that work well for screening similar permanent hires, or simply to use consistent on boarding features?”
“Can I consolidate my data for searching/reporting/analyzing across ALL systems?”
All good questions – all also apply to integrated solution needs – all are getting IT development attention. But we found only one commercial product developed to provide multiple integration features. Peoplefluent began developing TalentUnity in 2012 based on the U.K. market’s repeated urging to address talent acquisition integration issues. Released in late 2013, it provides users a single sign-on and the ability to open/work a requisition in either their RMS and VMS or both simultaneously, as well as the features discussed above. We think this, and other emerging technology systems, may prove to effectively support both smarter recruiting and the integrated approach.
We would love to hear from users of TalentUnity and any other systems that meet these needs. Let us know what is working or wanting. What do you think?