The Recruiting Dilemma Facing Enterprise Companies

By Susan Vitale, Chief Marketing Officer, iCIMS Inc.

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Recruiting is perhaps the most vital business function to any operational game plan, and it's emerged as a top priority for executives. But CHROs are often being excluded from the recruitment technology conversation being had within their IT organization. Given the business risks associated with getting staffing wrong -- from insufficient patient care to reduced repeat customers -- CHROs need to make their voices heard.

The Complexity of Recruitment

On average, businesses use up to 24 HR technologies, with the No. 1 challenge being poor integrations. No wonder CIOs push simplification of systems. While "all in one" solutions are compelling, it's often the candidate who suffers most. Today's consumer-minded candidates have come to expect easy access to jobs through Google search, social profiles and a fluid mobile experience. They want an accessible, engaging and personal experience, and with so many complex nuances surrounding recruiting, it's virtually impossible for disparate systems to deliver.

The question becomes: How can software providers solve this issue and help relieve the burden put on HR professionals to manage such complex talent demands and come out on top? Since recruitment advertising strategies constantly adapt, along with improvements to the candidate and recruiter experience, a nimble recruiting solution that plays nicely with existing systems is imperative to a well-rounded business strategy.

The value of an independent talent acquisition platform is perhaps best illustrated by the ever-changing nature of our industry. The introduction of Google and Microsoft into the labor landscape, with the launch of Google Hire and Microsoft's acquisition of LinkedIn, respectively, has opened the door to new possibilities. Increasing job exposure to more top candidates will be easier than ever before, but only with the right tools in place to take advantage of this market shift.

Access to Insightful Data

Companies making use of all the recruitment data at their disposal is perhaps the most impactful new aspect of recruiting. So, why let this data drive hiring decisions? In short: it increases recruiting success rates. The leading obstacle to achieving better use of data, metrics, and analysis by HR professionals was "inaccurate, inconsistent, or hard-to-access data requiring too much manual manipulation," according to a recent survey. When data about the recruitment process is disjointed, recruiters, hiring managers and executives are challenged to fully measure the success of their efforts. This means organizations should be reviewing data points for all parts of the hiring process, including recruitment marketing performance or screening efficiency, in conjunction with their other core talent acquisition functions, like assessments or backgrounds screenings.

It's predicted that, by 2021, hiring success will improve by more than 300 percent due to the use of data analytics in the hiring process. To maximize use and understanding of recruitment data, however, organizations need their recruiting technologies to be connected, with data from each technology accessible in one organized location, such as a dedicated platform of record. By achieving a holistic view of recruitment analytics, organizations will be better able to recognize trends and make smarter decisions to improve ROI.

You don't have to sacrifice your HCM/ERP system to reap the benefits of a focused recruiting solution; you simply need to choose a talent acquisition provider that integrates well with it. In today's volatile recruiting climate, companies must arm themselves with the most sophisticated technology to centralize all aspects of talent acquisition and HR. It's simply the only way to win your war for talent.

 

Oct 2, 2017
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