8 Comments

  1. I have personally used several of the larger, mainstream HRIS and ATS systems and I can attest that, for the most part, both — especially the latter — are big ol’ piles of dog *(-%$. Too strong? Okay, how about a pig wearing lipstick? My biggest beef with recruiters and other HR professionals who use HR technology is that they are either too ignorant of IT or too reticent for whatever reason to push back with their own IT departments who themselves are painfully ignorant of what their HR customers want and need, and far too likely to side with HR IT vendors when disputes or questions arise. In short, HT technology is an IT- and vendor-centric mess. Blame the user? Spoken like someone who obviously is NOT a user of HR technology. Blame the Technology? Well, that would be equally absurd, as Technology is just a thing and has no inherent power to do anything for which it might be blamed. Blame the Technology Developers, Adopters (corporate IT departments), and Vendors? Damned right, but blaming the users is a deplorable and laughable conclusion for anyone to reach.

  2. I have personally used several of the larger, mainstream HRIS and ATS systems and I can attest that, for the most part, both — especially the latter — are big ol’ piles of dog *(-%$. Too strong? Okay, how about a pig wearing lipstick? My biggest beef with recruiters and other HR professionals who use HR technology is that they are either too ignorant of IT or too reticent for whatever reason to push back with their own IT departments who themselves are painfully ignorant of what their HR customers want and need, and far too likely to side with HR IT vendors when disputes or questions arise. In short, HT technology is an IT- and vendor-centric mess. Blame the user? Spoken like someone who obviously is NOT a user of HR technology. Blame the Technology? Well, that would be equally absurd, as Technology is just a thing and has no inherent power to do anything for which it might be blamed. Blame the Technology Developers, Adopters (corporate IT departments), and Vendors? Damned right, but blaming the users is a deplorable and laughable conclusion for anyone to reach.

  3. And one more thing. 95% of recruiting software — which, by the way, has a much different purpose and application for RPO’s than it does for corporate recruiters — is worse than using worksheets, which is why you find some people clinging to worksheets still and shunning the Applicant Tracking System. Before you start in, I am, by anyone’s estimation, a super-user of ATS and have personally been involved in several installations. I will grant that, being from an RPO environment, you probably cannot comprehend or related to the use of an ATS within a non-RPO environment, and perhaps the same is true for me as a corporate person trying to relate fully to the RPO environment; however, I venture to guess that most recruiters in RPO environments are probably not as stupid and recalcitrant as you want to portray them, and they know a broken system when they see one, their Technology expertise or lack thereof notwithstanding.

  4. And one more thing. 95% of recruiting software — which, by the way, has a much different purpose and application for RPO’s than it does for corporate recruiters — is worse than using worksheets, which is why you find some people clinging to worksheets still and shunning the Applicant Tracking System. Before you start in, I am, by anyone’s estimation, a super-user of ATS and have personally been involved in several installations. I will grant that, being from an RPO environment, you probably cannot comprehend or related to the use of an ATS within a non-RPO environment, and perhaps the same is true for me as a corporate person trying to relate fully to the RPO environment; however, I venture to guess that most recruiters in RPO environments are probably not as stupid and recalcitrant as you want to portray them, and they know a broken system when they see one, their Technology expertise or lack thereof notwithstanding.

  5. Oh, sorry for the other two posts, just went to the Kinetix web site and saw the Aerosmith paean. Perhaps that explains everything you said in your article. 🙂

  6. Oh, sorry for the other two posts, just went to the Kinetix web site and saw the Aerosmith paean. Perhaps that explains everything you said in your article. 🙂

  7. Hi Luke –

    Thanks for your comment. I have a lot of experience with HR tech in a corporate environment as well in an RPO environment. You brought up a lot of good related issues in your comments. The Tech is never perfect, there’s always opportunities for improved workflow, but my column covers the biggest issue I see – you have to get people using it to unlock it’s potential.

    Also, I don’t think recruiters are stupid or the problem as noted by this quote from what I wrote – “One of the things I’ve learned is that our industry has some incredibly talented people at all levels on recruiting teams like the one at your company.” The investments we make are minimized by adoption – that’s my point and there’s a lot of ways to make it better. Thanks for the comments and hope you week has been a good one. –KD

  8. Hi Luke –

    Thanks for your comment. I have a lot of experience with HR tech in a corporate environment as well in an RPO environment. You brought up a lot of good related issues in your comments. The Tech is never perfect, there’s always opportunities for improved workflow, but my column covers the biggest issue I see – you have to get people using it to unlock it’s potential.

    Also, I don’t think recruiters are stupid or the problem as noted by this quote from what I wrote – “One of the things I’ve learned is that our industry has some incredibly talented people at all levels on recruiting teams like the one at your company.” The investments we make are minimized by adoption – that’s my point and there’s a lot of ways to make it better. Thanks for the comments and hope you week has been a good one. –KD


Add a Comment

Your email address will not be published. Required fields are marked *

Comment *
Name *
Email *
Website