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Small Business Digest


Integrated Technologies Improving Recruiting, Other Areas

The rapid expansion of technological tools to ease the burden of staffing and managing an organization has left HR professionals with a plethora of options.

Some of these applications cover sourcing, candidate relationships, applicant-tracking programs and succession planning.

Brin McCagg, president, co-founder and chief operating officer of OneWire, believes that for companies, the intended benefits of HR technologies include making better hires, retaining talent and reducing recruiting time and expense, while gaining visibility into performance metrics. 

While all these tools are designed to make an HR professional’s job easier, many of them are independent of one another, resulting in a fragmented and inefficient process.  To truly benefit from these new technologies,  HR professionals must choose tools with strong integration capabilities, McCagg says. 

He points out that in the first stage of this technological revolution for HR professionals, tools were developed to include one or more of the following technologies:

  • Sourcing technologies allow HR professionals to find and source new talent. Traditional job boards are rapidly being replaced with niche sites, networking and social-media outlets (e.g., Facebook and LinkedIn), and job aggregators, such as Indeed and SimplyHired. 
    In addition, corporate branding solutions and a number of applications that help companies better identify and source internal talent for redeployment and referrals (e.g., Success Factors, Cornerstone) are gaining traction in the marketplace.
  • Customer/Candidate Relationship Management (CRM) technologies are used to manage clients, candidates and internal employees.  The objective of these systems, as used in the recruitment process, is to maintain an up-to-date record of candidates.  Examples of CRM technologies include Encore, Salesforce and SugarCRM.
  • Applicant Tracking Systems (ATS) are designed to allow HR professionals to manage candidates through the recruiting process.  Recruiters can organize and record information on candidates from the beginning hiring stages to the end.  Examples of ATS systems include Taleo and Kenexa.
  • Human-Resource Management Systems integrate the HR function of a company with the IT function.  They generally assist with posthire HR responsibilities, such as processing, payroll and employee management. An example of this is PeopleSoft.

However, McCagg argues the best technologies to implement are those that offer multiple tools on a single platform and can integrate seamlessly with other systems.

For employees and candidates, HR technologies are designed to give them greater access to relevant career opportunities.  However, an overwhelming number of solutions frequently generate imprecise career matches.

When considering any application or solution, the bottom line is getting better candidates in less time and with less expense. 

McCagg urges recruiters to look for HR solutions that allow them to manage the entire recruiting process on a single platform – from sourcing and sorting to CRM, applicant tracking and beyond. 

It is also important for HR professionals to find tools that offer an up-to-date, engaged and searchable candidate community, as they provide the most relevant candidates. 

Additionally, he suggests that HR professionals look for companies that constantly update, adapt and improve their technology. 

Because of the fast-changing nature inherent to HR and talent management, HR technology needs to be agile and stay relevant; cloud-based technologies ensure that enhancements are made in real-time and are universal to all users. Whether this includes incorporating social media or improving ease-of-use, companies need to ensure their systems reflect the latest HR challenges and needs of their organization.

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