Changes in recruiting technology are coming so fast that companies without a dedicated tech manager or tech team may be doing themselves a disservice. "Technology is becoming such a big part of what we do that having a technical account manager on an account is vital," says Terry Terhark, CEO of the Right Thing. Zachary Misko, vice president for KellyOCG, recommends that HR departments retain an in-house expert because "often, HR generalists and even recruitment professionals simply don't have the time to stay abreast of all of the tools, to learn technologies and the use of different systems and tools." Rajesh Ranjan, research director at Everest Group, agrees: "You need to have people who know the technology solution and understand what the RPO is recommending and why and how that technology solution is going to integrate with some of the HR systems that you have in place." Seven Step Recruiting has a team of experts who spend most of their time analyzing sourcing and tracking technologies and doing demonstrations and trials. Jeff Weidner heads up a team at Kenexa that checks out the new technology. "All that we do is identify tools and technology and evaluate them," he says. "If we feel we can scale it up globally, then we'll recommend it." Tino Langner, technology director at WorldConcert, personally tries all the new technology tools that cross his desk. "I just put 10 or 20 minutes aside for a new tool, test it, make a decision, and refer it to the recruiters," he says. "It's hard to keep up but every once in a while, there's one that you just fall in love with." As for clients, he says, "We strongly recommend that any midsize to large company have an HR technology person. The problem is, the person also has to understand HR. Now there are companies that have social media technologists. These are jobs that didn't exist three years ago." But, warns Misko, "Beware that if your in-house expert leaves your company, this knowledge leaves with him or her." Workforce Management Online, August 2011 -- Register Now!