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Tracking the Essential Talent Acquisition Technologies & Trends - William Tincup
The document provides an overview of the talent acquisition technologies and trends within the human capital management software market. It discusses various categories of HR technology, buying and usage trends, and emphasizes the need for intuitive, responsive, and adaptable technology that enhances user experience. Additionally, it includes a Q&A section and contact information for the author, William Tincup.
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Tracking the Essential Talent Acquisition Technologies & Trends - William Tincup
- 1. RecruitDC “Tracking the EssentialTalent Acquisition Technologies and Trends” William Tincup
- 2. Agenda • Map ofthe HCM Software Market • Examples of TA Tech • Buying & Usage Trends • Q&A
- 3. Map of theHCM Software Market
- 4. Map of theHCM Software Market Benefits Management Case Management Employee Communications HR & Employee Analytics HR Information Systems Payroll Technology Employee Scheduling Time & Attendance Timeclocks Workforce Management 401K / Pension Management Leadership Assessment Compensation Management Competency Management Employment Branding Succession Management Workforce Planning Employee Advocacy Career Development Organizational Charting Performance Management Candidate Assessment & Testing Applicant Tracking Candidate Relationship Management Employment Website Sourcing Technology Video Interviewing Recruiting Operations Employee Referrals Candidate Screening Contingency Workforce Management Employee Feedback Career Mobility Collaboration Technology Engagement Tools Learning Management Onboarding Technology Total Rewards (Recognition) Wellness Management Outplacement & Alumni Technology Coaching & Mentoring Technology Payroll & Records Talent Strategy & Planning Sourcing & Recruiting Talent Management & Development
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- 7. Artic Shores • arcticshores.com •@arctic_shores
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- 19. Symphony Talent • symphonytalent.com •@symphonytalent_
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- 27. Buying & UsageTrends
- 28. Speed • How fastdo you get the technology? • Are you thinking in hours, minutes, seconds? • No more implementations. • Think: iTunes (download app, use it or delete it)
- 29. Predictive • Is thetechnology intuitive? • Does the technology provide recommendation engines? • No more dumb databases. • Think: Do I know what’s around the corner?
- 30. Reflective • Does thetechnology tell you what just happened? • Does the technology tell you why that change matters (or doesn’t)? • Again, no more dumb databases. • Think: Insight + Action (not simple dashboards)
- 31. Connectivity • Can thetechnology easily connect to an API dashboard? • Can data easily flow to and from the application? • Insight from “big data” doesn’t exist without application connectivity. Period. • Think: Open System & Ecosystem
- 32. Training • Is trainingbuilt into the application? • Is training personalized to the user? • When users need training, they can easily get training. • Think: Micro-training instead of classroom training.
- 33. Responsive • Is thetechnology easy to access from any device? • Do users have to change the way they work? • Can users move easily between mobile and desktop? • Think: Tech should fit me, not vice versa.
- 34. Adaptable • Can Ichange my process easily? • Does the technology make recommendations to improve my process? • Process eats software for breakfast. • Think: Average flexible is better than above average rigid.
- 35. Modeling • Does thetechnology have a sandbox where I can play? • Can I easily model transactions both large (acquisitions) and small (pay increase)? • Current state versus future state. • Think: Better scenario planning.
- 36. Ratings • Can Ieasily understand user sentiment? • Do my users LOVE the software they use? • Technology value derives from usage, usage derives from love. No love, no value. • Think: What if every experience was rated?
- 37. Cleansing • Does thetechnology make recommendations on how to cleanse my data? • Does it automatically cleanse my data? • No one likes dirty data. • Think: Actions via insights are derived from data.
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- 39. Thank You William Tincup,SPHR, SHRM SCP Email = tincup@recruitingdaily.com Mobile = 469-371-7050 Twitter = @williamtincup Instagram = @williamtincup LinkedIn = linkedin.com/in/tincup Facebook = facebook.com/tincup YouTube = youtube.com/user/jwilliamtincup Skype = williamtincup
Editor's Notes
- #6 14 technologies, in a sea of 22K products
- #8 Play games, get hired…
- #9 Uses AI to predict performance of candidates
- #11 Anonymously chat w/employees
- #12 Most candidates prefer it, recruiters need to if they want that talent
- #14 Fosters diversity & inclusion by making data anonymous
- #15 How do you want to spend your time, how languages do you want to learn
- #17 Connect networks, see fit, ask employee for referral
- #18 I like the way it personalizes messages
- #20 Three models, self serve, they do it for you, creative services
- #21 Create video job ads via this app – easy and makes ad come to life
- #23 Recruiters understand the breadth and depth of technical knowledge of a candidate
- #24 Great technical interview guides
- #26 Technical sourcing on steroids…
- #27 Uses AI heavily to source and screen