Issue link: https://www.e-digitaleditions.com/i/138053
Recruitment and to bring all that information together to deliver the best candidates only for them to interview." Automation of the administrative side of things is top of mind, as well as workflow improvement. For candidates, features like oneclick apply on career pages and e-sign capabilities minimize time spent filling out endless paperwork. Self-service portals also give them the ability to manage key documents, and view the status of their application. For recruiters, as well as HR and hiring managers, the automation Demand for tools that automate workflows and streamline efforts is largely reflected in the new recruiting technologies emerging beyond applicant tracking. of onboarding workflows can be a godsend. Checklists keep all parties on top of to-dos, and many solutions also offer vendor management capabilities for screening and background checks. The inherent value of these features is obvious, which is why they are increasingly standard in the more robust recruiting suites. Creating talent pools. While recruiting process automation is still a major time-saver, the most effective hiring organizations are looking beyond the ATS for a competitive edge in talent acquisition. In a recent blog post, Josh Bersin, CEO of Bersin by Deloitte, posed the question, "Are applicant tracking systems now a commodity?" Their forthcoming report High-impact Talent Acquisition shows while an ATS is still needed to effectively manage recruitment, "high-impact recruitment organizations are not differentiated by their applicant tracking systems." According to their research, pools in advance so they can engage with that talent prior to having an open requisition." This change in focus allows recruiters to serve as marketers, building leads and nurturing contacts. But for recruiters, this proactive approach to sourcing and recruiting, though effective, can be rather time-consuming. Demand for tools that automate workflows and streamline efforts is largely reflected in the new recruiting technologies emerging beyond applicant tracking. Process management. Managing the needs of candidates, hiring managers, and company leadership throughout the recruiting process is a growing challenge for recruiters today. "Candidates want the recruiter to be their advocate throughout their interview process with the company, and to get them the best offer possible," says Samford. "Likewise, managers expect a partner that understands the business, their group, their team dynamics the most successful recruiting organizations are relying on "employment branding, campaign management, candidate relationship management, assessment, referral marketing, and interview automation." In order to deliver, recruiters need tools that can keep them ahead of the game. As Vitale puts it, "Hiring organizations need software that allows them to more effectively build a pool of candidates, better match those candidates to good-fitting roles, and build strong bridges into onboarding and post-hire." Emerging Categories in Recruiting Tech Answering the call, a new breed of recruiting tools is emerging outside of the ATS. Hiring companies continue to approach talent acquisition more strategically, and they have come to rely on recruiting technology for far more than applicant tracking. Needs vary based on organization, but there are a few primary categories where new tools are emerging in recruiting technology. For example: JUNE 2013 | www.hrotoday.com [33]