Centralizing all of these tools within
one workflow makes it much easier to use
and measure the impact of your hiring
solution investments. Further, recruiters
now have access to a higher degree of
efficiency and accuracy while migrating
and analyzing data between many systems.
The power of managing data in this way
is a game changer for growing enterprise
organizations, especially as we all begin to
harness the concept of big data.
Q:Going forward, what areas should HR leaders be focusing their HR
tech investments on to secure the best
bang for their buck?
A:Select a best-of-breed talent acquisition solution provider with
strong integration capabilities that can
scale alongside your organization. After
you’ve implemented new software, there
is nothing worse than realizing that it can’t
keep up with your needs. Time and time
again, we’ll see employers attempt to cut
corners by trying to use a system designed
for financials, supply chain management or
payroll for hiring. Then, after a year or two,
they realize that it’s completely insufficient
and they have to find a replacement.
Recruiting is simply too vital to an
organization’s success to be bucketed in as
When you invest in a best-of-breed
talent acquisition suite, you get so much
more than an applicant tracking system
(ATS). You’re building a comprehensive,
mature hiring program that attracts,
finds and onboards key talent into your
organization. Employee engagement and
productivity starts at the beginning. By
prioritizing the candidate experience and
investing in your recruitment strategy,
you’re showing prospective hires that
you’re invested in them, as well.
Q:In implementing new HR tech solutions, what are the specific best
practices HR leaders should be taking
to ensure those implementations go
smoothly and successfully?
A:Whether due to a complex internal infrastructure or rising corporate costs
and security concerns, many HR leaders find
themselves at the mercy of the CIO or IT
department for software buying decisions.
Stand your ground to get the right tools. No
one understands your hiring challenges and
opportunities better than you.
As a best practice, HR leaders must
take back control over their HR technology
buying and implementation processes,
or at least ensure the CIO considers and
addresses their specific needs. CIOs will
first consider what appears to be the
least expensive or least disruptive option.
So they may suggest settling for an ATS
module from an ERP or HRIS system
provider because it seems easiest for them.
Nonetheless, a smooth and successful
implementation relies on the capability
of the platform and its services to fit your
needs. A centralized talent acquisition
platform-of-record enables developers
to integrate third-party applications or
build new applications that work with
its recruiting software. It also creates
streamlined reporting and faster activations.
Those are the kinds of benefits CIOs want
to hear about.
HR leaders must learn to project a
strong voice throughout the buying and
implementation processes to champion the
software essential to their hiring success.
Q:What’s the one HR technology solution today that is most
A:The introduction of Platform-as-a- Service (PaaS) to talent acquisition
has completely changed how HR
technology solutions work together. We
know today that talent acquisition is an
incredibly complex process that requires
sophisticated strategies and often multiple
In fact, the average business uses 77
applications for HR and 97 percent of
them aren’t well-integrated, according
to Netskope’s 2017 Worldwide Cloud
Report. HR teams are regularly tasked with
managing multiple systems with multiple
workflows, and it can become a really
With the arrival of PaaS and more robust
integration capabilities, hiring technology
is answering the demand for better,
modernized HR processes. PaaS enables
employers to choose multiple best-of-breed
providers specialized to their needs versus
being forced into solutions that promise
to be the jack-of-all-trades but prove to be
master of none.
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Susan Vitale, Chief Marketing Officer, iCIMS Inc.
Q&A on HR Technology