There's been a lot of buzz lately around Talent Generation and as Recruiters, what we can do to ensure we drive the best quality candidates into our Applicant Tracking Systems. This is another great post by my colleague Mike Vilimek (@mikevilimek) about exactly this topic. Take a read...
I recently read a great article titled, The Future of Applicant Tracking Systems: Executive Roundtable by Kyle Lagunas, HR Market Analyst from Software Advice. In the article, Kyle interviewed executives from 3 leading applicant tracking software vendors. While discussing what trends will have the largest impact on the ATS market in the future, the following was said:
Jason Barnett, CIO & co-founder of EON Applications - "HR and hiring professionals, as well as third party recruiters are all focusing more on finding passive candidates. To accomplish this, they’re using social media to tweet jobs and share information via Facebook and LinkedIn.”
Mark Dresser, President and CEO, Dresser & Associates - “These companies need a system that can automate the process – that helps them find ways to attract the best candidates.”
Susan Vitale, CSO, iCIMS - “We're seeing organizations becoming more progressive with their recruitment efforts by leveraging networks – social media sites, social networks, employee networks – to bring talent in.”
What is consistent among each of their views is the need for organizations to feed their ATS with better talent. Many ATS are capable of storing candidate information, managing the interview and hiring process and even onboarding and talent management. But if you’re not starting with the best talent in the first place, the rest of the process is not nearly as valuable.
What any organization with an ATS really needs is Talent Generation (What is Talent Generation?)
The Talent Generation market is made up of solutions that help organizations find the best talent available, faster and cheaper, and help capture them into the hiring process. This includes solutions to help you proactively source great candidates, marketyour open positions while strengthening your employer brand, and better engage with candidates by easily capturing more of their information and keeping that information up-to-date. Learn more about Talent Generation here.
It’s similar to the relationship between marketing automation (MA) software and customer relationship management (CRM) software. MA software is designed to feed the best leads into CRM software, while CRM software is designed to manage those leads and help convert them into customers. Talent Generation software is designed to feed the best candidates into an ATS, while the ATS is designed to manage these candidates and convert them to employees.
Are you feeding the best candidates into your ATS?