The dust is finally settling following this year’s OHUG annual conference in Dallas. As it turns out, that timeworn maxim about everything being bigger in Texas is true - attendance was up, vendor participation increased, and there were no shortage of waistline busting barbecues.
Even in the sweltering heat of summer in the Lone Star State, it wasn't difficult for attendees to see where Oracle sees the future of their human capital systems and services. As the keynote presentations by Chris Leone, SVP & GM Oracle/Taleo HCM & TM or Gretchen Alarcon showed, Oracle HCM is moving to keep up with emerging trends and best practices in the industry. And, when it comes to the business of talent management, that future is inexorably intertwined with mobile recruiting, social recruiting and big data.
These core topics were by no means groundbreaking, or even surprising. By this point, the impact of mobile, social and big data on recruiting and human capital management has become entrenched in the human capital conversation, with the industry using these terms with more or less the same level of ubiquity as red meat in the Texas heat.
As these trends have moved from the margins to the mainstream, the question - for Oracle HCM users at least - is exactly how well Oracle will leverage these concepts to deliver more compelling solutions to their customers. And while OHUG offered a glimpse into the future of their product roadmap - or "flight plan," given their move to the cloud - we'll have to wait and see on their true impact to Oracle HCM customers and end users alike.
As an Oracle Platinum Partner, Talemetry provides solutions that enhance Oracle HCM customers’ ability to find, attract, and engage top talent, giving recruiters all the tools they need to compete for the top talent of today - and tomorrow. With solutions for mobile recruiting, social recruiting and big data analytics & reporting designed specifically with Oracle HCM users in mind, the Talemetry talent generation suite sits positioned at the intersection of emerging technologies and established enterprise systems.
So what, exactly, do mobile, social and big data look like for the future of recruiting?
Mobile: According to a recent report by job board aggregator Indeed, at any time, roughly one third of job seeker traffic to their platform, the most heavily trafficked in North America, comes from mobile devices. Similarly, a recently published survey from SimplyHired, another major job board aggregator, found 70% of all candidates, including 65% of candidates already employed, reported using their mobile devices when searching for job opportunities, citing convenience and availability as their most common drivers for leveraging mobile technologies in their job hunt. The ubiquity of mobile devices and growing utilization by active and passive candidates alike suggests that allowing job seekers to find and apply for jobs directly from their mobile devices must be the central focus of mobile recruiting.
Looking at the data, there's no doubt that candidates are increasingly turning to mobile to look for jobs. The question for employers, then, is simple: will they find and apply to yours? Unfortunately, the answer, for most Oracle HCM customers at least, is probably not. As yet, Oracle's talent acquisition and recruiting solutions offer limited support to job seekers - or employers - leveraging mobile devices.
Social: There's perhaps no topic more prevalent in the talent acquisition conversation than the impact of social media on recruiting - an issue that's been at the forefront for several years now, and rightfully so. If you have any doubts about the power of social media, or its implications for employers, check out this short video, The Social Media Revolution:
There are numerous ways organizations can use social media to find, attract and engage candidates, including; sourcing candidates from social networks, learning more about candidates from their online social content, promoting jobs and career content, and allowing candidates to apply using their social profiles. And that's just a start - the list, like the possibilities for recruiting, are nearly infinite. For recruiters, the business case for social has already been more or less made. The question is no longer should you, but rather, how well are you taking advantage of social recruiting? If you're not making the most out of this competitive differentiator, chances are, your competitors are, putting your organization at a significant disadvantage when it comes to attracting and retaining the best talent.
Big Data: The power to access, analyze and make more informed, and better, talent decisions from disparate sources of structured and unstructured information - what's commonly called big data - is still in its infancy when it comes to recruiting. But you don't have to crunch the numbers to realize that its momentum - and power - have the potential to fundamentally change the way organizations make talent decisions, allocate spend and define human capital management strategy. Big data helps employers make metrics meaningful by giving recruiting organizations the power to precisely know the source of your top hires, where your greatest return on recruitment marketing spend was achieved, and detailed metrics on applications (resume type, volume, date/time, location, etc.), not just from their own systems, but across the industry and vendor ecosystem.
Given their focus on these three key areas, Oracle's HCM leadership appears to be headed down the right path, focusing on the same broad themes and emerging best practices as the larger recruiting industry while aligning to candidate expectations and technological consumerization.
But as anyone in the HR technology industry knows, talking about these key areas is easier than delivering a system or solution with the capabilities and flexibility necessary to maximize their impact on talent acquisition and management. With a jammed road map and the speed of business accelerated to real time, it will be interesting to see how it all evolves for Oracle HCM users in time for next year's OHUG conference. One thing you can count on: we'll be there. This year's OHUG Global event was a huge success for the Talemetry team, and more proof that our software has hit the suite spot for our clients and customers, many of whom are Oracle, Peoplesoft or Taleo users.
I think it's fair to say that most attendees left the Lone Star State with a few more professional contacts, a little more human capital knowledge, a renewed appreciation for smoked meat slathered in sauce, and, for a lucky few, a souvenir Talemetry ten cowboy hat. Talk about Happy Trails. Until we meet again, that is, at next year's OHUG.