ecruitment technology suppliers see 2006 as the year of the better
mousetrap.
"What you’ll see this year is, for the most part, evolutionary," says Kevin
Marasco, vice president of marketing with Recruitmax. Applicant tracking systems
will be enhanced to make recruiters more efficient, extend sourcing into the
global market, improve record keeping to comply with new federal regulations and
provide better analytical tools to help senior managers track the impact that
good hiring has on the company’s bottom line.
The two most important developments in recruiting technology this year,
Marasco predicts, will be compliance with the record-keeping requirements and
integration with enterprise human capital systems.
"There will be more and more innovations in integration," Marasco says. "Our
goal as a tech vendor is to provide a technical platform that can work with all
the other systems out there to deliver the performance analytics that companies
need to manage the business."
His predictions are echoed by Kathy Barton, senior vice president of
marketing and product management at Peopleclick. She has declared integration to
be the "single greatest trend this year."
A major factor driving that is a new rule issued February 6 by the Office of
Federal Contract Compliance Programs. The rule defines an Internet applicant for
the purpose of compliance with equal employment opportunity rules, and while the
regulations apply only to federal contractors, many HR professionals expect them
to be extended to all employers before the end of the year.
"We think this is going to drive a specialization among recruiters," Barton
says. She believes it will create a corps of candidate-sourcing experts who are
highly trained in both the federal regulations and in building candidate pools.
"This is going to mean better candidate management and better integration with
performance management tools," she says.
"For every job you hire, there are always two or three people almost as
good," Barton says. "You’ll want them."
Top people help improve corporate performance, and how a company sources and
hires makes a difference. That’s why Taleo is hearing the call for more
analytical data to improve the quality of hires and to prepare for workforce
changes.
"Performance evaluation is a matter of bringing in data from throughout the
enterprise," says David Michaud, vice president of product marketing. For now,
Taleo is enhancing its ability to link into other corporate systems, but in
time, performance evaluation is "a business we are going to want to get into,"
Michaud says.
iCIMS, meanwhile, is automating the onboarding process and electronically
managing what used to be called paperwork, says Adam Feingenbaum, director of
marketing and sales. He says all the recruitment technology companies are
striving to make clients more efficient "so they can spend more time working on
what’s going to be the harder and harder job of finding and keeping talent."
Workforce Management, February 27, 2006, p. 32
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