Overall, this year was one of the best years in a while for the vendor and show floor. \u00a0In my opinion, there were some significant areas where technology has finally started catching up with vision, and it was happening on a pretty broad level. \u00a0The smaller startup vendors from the last year have pushed the bigger players, creating a lot of positive movement. \u00a0More on that in another post.<\/p>\n
Let\u2019s start off with recruiting because\u2026. well everything starts off with recruiting.<\/p>\n
User Experiences: \u00a0<\/b> Old vs. New ATS<\/b> Just to name a few, we have Jobvite with good ATS adoption, but it\u2019s obviously not Taleo in functionality, we have Smashfly who started in the referrals business and is trying to broaden functionality quickly, Hirevue started in interviewing and is also trying to grow into other areas. \u00a0All of the systems have gaps, and at some point the gaps are small enough that system viability is unquestionable over the old ATS. \u00a0Right now, this feels a bit like 2007 when the talent systems started buying each other ,but there were always clear strengths based on where the vendor\u2019s original functionality was. \u00a0it took 5 years before end to end talent was truly viable.<\/p>\n Recruiting CRM:<\/b> I\u2019m pretty excited about recruiting systems this year. \u00a0I do think we\u2019re in a transition phase where the old stuff looks a lot older this year, and the new stuff starts looking pretty good. \u00a0Next year should hopefully see more maturity and hopefully the start of the changing of the guards.<\/p>\n","protected":false},"excerpt":{"rendered":" Overall, this year was one of the best years in a while for the vendor and show floor. \u00a0In my opinion, there were some significant areas where technology has finally started catching up with vision, and it was happening on…<\/p>\n","protected":false},"author":1,"featured_media":2595,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[394,2,15,3],"tags":[424,425,72,349],"class_list":["post-2594","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-strategy-technology","category-hr-technology","category-talent-acquisition","category-vendors","tag-ats","tag-crm","tag-recruiting","tag-ux"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/2594","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=2594"}],"version-history":[{"count":1,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/2594\/revisions"}],"predecessor-version":[{"id":2596,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/2594\/revisions\/2596"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/media\/2595"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=2594"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=2594"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=2594"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\nThe idea that you can take any of the older recruiting experiences like Taleo, Brassring, PeopleSoft, etc and wrap a UX around it is fantastic. \u00a0Half of the candidate problem is process and interview experience, but it all start with being able to submit an application in the first place. \u00a0We all know when we\u2019re in the never ending PeopleSoft application submission process because most of us have never actually gotten to the end of it. \u00a0Manager experiences are equally bad, and half of our organizations can\u2019t get managers to use recruiting functionality because it\u2019s so bad. \u00a0We have HRBP\u2019s supporting them instead.<\/p>\n\n
\nOne of the things I\u2019m desperately trying to figure out is when the new vendors will be ready to fully take over the mantle from the older recruiting vendors. \u00a0We still have the old school, behemoth vendors with such robust and rich feature\/functionality that deployment and maintenance of the applications just are not agile. \u00a0Then we have the new school of recruiting applications that are very agile, but don\u2019t have nearly the depth in functionality. \u00a0Somewhere in the middle is a happy medium that allows 95% of our organizations to get what we need and manage staffing practices with the speed at which the employment market changes.<\/p>\n
\nI\u2019m still seeing a pretty big gap in really capable recruiting CRM systems. \u00a0Integration to the truly powerful content marketing engines and really deep CRM that comes close to matching traditional CRM is just not there yet. \u00a0That said, there are recruiting CRM systems that do a great job, but there are not that many of them.<\/p>\n