talent acquisition systems 2010: an update on trends and best practices

ACHIEVE TALENT MANAGEMENT SUCCESS

Talent Acquisition Technology Industry Trends

Ed Newman Leader, Futurestep U.S.

President, The Newman Group

Copyright © 2010. Korn/Ferry International and Korn/Ferry International Futurestep, Inc. All Rights Reserved.

2

Agenda

 Talent Management Technology Market Evolution & Trends

 Review of some of the new categories

 Where is it all going?


3

What’s Driving The Need For Integrated Talent Management

Agriculture Age

Industrial Age

Knowledge Age

Talent Age


4

Talent Management Technology Market Evolution

ATS

HRMS/ERP

LMS PM/ SP

Comp WFP

CRM

TM Suite

Social Media

SEO/ Micro

Video Intvw

Ref Check

On- Board

SMS Text

Proliferation

Consolidation


5

Key Differentiators When Selecting a Talent Acquisition Systems Vendor

  Line item functionality is less and less of differentiator   Usability should be a key driver when making a decision

about a vendor   Integration between modules is becoming more critical

5


6

Evolution of the solutions market

6

  Applicant Tracking Focus –  ADP/Virtual Edge (Cornerstone Partner) –  Peopleclick (Authoria) –  iCIMS –  Mr. Ted (Workday partner)

  Talent Management Focus –  Cornerstone (ADP Partner) –  Halogen –  Plateau –  SuccessFactors –  SumTotal

  Talent Management Suite –  Authoria (Peopleclick) –  HRSmart –  Kenexa –  SuccessFactors (InfoHRM) –  Taleo –  iCIMS –  Softscape –  PageUp

  CRM –  AIRS Sourcepoint –  Salesforce.com –  Avature

  Workforce Planning/Analytics –  Aruspex –  Vemo –  InfoHRM (SuccessFactors)

  Reference Checking –  Checkster –  SkillSurvey

  Search Engine Optimization/Microsite –  Jobs2Web –  SEO4Jobs –  Climber.com

  Video Interviewing –  Green Job Interview –  HireVue –  Interview Stream


7

Some Definite Trends

  More seamless integrations and open API’s

  Mobile device applications

  It’s no longer about building your own database

  Branding content

  New categories continue to emerge

  Social Media – Literally “out of control”


8

e-Reference Checking - Pre-Hire 360

  Incredibly fast with no investment of time

  Feedback more objective   Pre-interview intelligence to

focus interview guide   Sourcing channel development   Post-hire quality of hire surveys   Pays for itself


9

Video Interviewing

  Reduce candidate travel costs   Cover wide geographical spread   Recorded or Live   Reduce the Halo effect   Use for performance feedback

and/or customer testimonials   Pays for itself


10

Jobs2Web

 A new space is emerging that will bring all of the pieces together in a single architecture

– Career Site

– Job boards

– Search engines

– Social networks

– Micro site/Talent community

– Mobile device/SMS Text


11

Climber.com


12

Where is it all going?


13

Whale Watching

  More aggressive recruiting tactics are being used in the corporate environment

  Sometimes referred to as predatory recruiting

  Poaching   There is no value exchange,

only taking   This is not a sustainable form of

networking


14

The Quality Challenge

  The tools and technologies offer the promise of higher quality

  The speed of the competitive talent market is shortening the time we have to get to know a candidate

  Assessments help, but we still do not know the true quality until after we see the person in action

  Quality of hire measures can only take place post hire

–  Engagement survey

–  Manager survey, performance review

–  Peer review

  Definition of High Quality Candidate:

–  Someone about whom we have more intimate knowledge


15

Stepping up to the challenge

  Rather than attempting to improve the filtering process to increase the quality of the output

  We should focus on putting higher quality candidates into the funnel

  How?


16

Get to “Know” more candidates through networking

  Managers should be engaged in maintaining a network of talent

  True networking is not aggressive

  It is about establishing and leveraging relationships

  There is value exchange in a relationship

  A value based network becomes a sustainable source


17

New Role for Talent Acquisition

  Become a Talent Coach

  Assist the Hiring Manager in developing and maintaining a network of ~ 20 – 35.

–  Identify prospects to be introduced to the Manager

–  Provide the tools (e.g. LinkedIn, CRM, Twitter, Ning, etc.)

–  Attend industry events and organize social events

–  Assist the manager maintain periodic, systematic communication with network members

  Create a Talent minded culture

TC

Talent Coach


18

Network Analysis

Closed Network Open Network

Group 1

Group 2

Group 3

Group 4


19

Filling structural holes

Group 1

Group 2

Group 3

Group 4


20

Position in Network

Source: The McKinsey Quarterly: Harnessing the power of informal employee networks, 2007


21

Visualizing the Network


22

Twitalyzer


23

Custom Private Community Portal


24

Q & A

Thank You

www.futurestep.com

[email protected]

www.tng.futurestep.com

[email protected]

talent acquisition systems 2010: an update on trends and best practices

Documents