When we look at a typical ‘day in the life’ of a recruiter the tasks may vary, the activities may vary, and of course the results may vary. But what doesn’t change is the fundamental challenge of finding, attracting, and engaging candidates and getting them to express interest and apply for jobs.
According to Bersin by Deloitte's Talent Acquisition Factbook, organizations spend over $125 billion a year on recruiting services and technology. We estimate that over $85 billion of that is spent on recruiting services ranging from recruiting agencies, job board posting, candidates assessments, background checks, drug testing, tax credit verification, and more to help find better candidates faster.
Given the spending across multiple categories, multiple vendors, and multiple integrations, having a thriving vendor network is a key part of an effective talent generation strategy. Sometimes we describe talent generation as an ecosystem -- a group of different networks that work together to produce the job candidates you’re looking for. Your vendor network is an important part of that ecosystem, and making sure it works efficiently for you will help bring you success in your recruiting efforts.
This post is by Jeff Waldman, founder of Stratify, a social HR solutions company, and SocialHRCamp, an experiential learning HR unconference that has run events in Canada, the United States, Singapore and Philippines.
You are looking for work and have come across one of those typical text-heavy and somewhat boring job postings. You dust off the cover letter and resume in preparation to take the plunge. You make the changes to your resume to better reflect where you are today in your career, and to maximize your relevancy to the vacancy in which you’re applying to.
You go online and venture to the career site. You find the position that you want to apply for and click the apply button. You are prompted to register with their database—you go back to your email and eagerly await the registration acceptance email. Ding ding, it arrives. Great, you click back to the application process and move forward. You then spend an hour filling out a comprehensive profile, including your name, career interests, education, key skills, job history, extracurricular activities, contact information and everything else under the sun. You then copy and paste your cover letter and resume into text boxes, which you then have to re-format so the words aren't scrambled. You are then prompted to respond to specific screening questions, provide a short essay on why you would like to apply, and answer a plethora of employment eligibility questions. Finally, you’re finished. You hit the apply button. Phew!
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.
If you’re like most recruiters, you’ve probably got about another twenty tabs already open on your browser in addition to this one. 15 of those, at least, will be hooked up to candidate databases like job boards, an ATS, or LinkedIn. Keeping all these windows open only makes sense (even if it makes browsing a bit slower).
After all, remembering all those passwords and usernames, much less using them to log in every time, is both a huge pain and a huge time suck. Tabs make it at least a little big easier to look at candidates side by side from different sources, even if their results (not to mention candidate relevance and ranking) display completely differently.
The interesting thing about technologies (cloud computing is a good example) is that while they profoundly change the way we live our lives and operate day-to-day, no one, outside a few technophiles, understand not only why these emerging tools are important, but also why the average consumer should care.
And with good reason; the ultimate test of any technology is its transparency; a positive user experience is predicated, after all, primarily on instinct and intuition. Consumer technology, as a rule, is designed to operate in the background, enabling efficiencies and empowering users in significant, yet silent, ways.
It seems counterintuitive to take a step back and challenge the basics of innovation, but after a whirlwind of conferences these past couple of weeks, it seems apropos to pause and ask: when did HR and recruiting innovation become so, well, stale? The word ‘innovation’ gets bandied about so much in the HR and recruiting space it has become, ironically, a tired cliché. But just like the word ‘influence,’ this is one subjective term that, objectively, really can’t be defined (at least by consensus), much less measured.
My favorite part of my job is hearing from customers who have done great things with our technology. And with over 200 implementations of the Talemetry talent generation suite already working to help some of the world's biggest brands tackle some of the world's most complex recruiting challenges, it's something I'm lucky enough to get to hear every day as our customers see real results and real impact on their ability to find, attract and engage top talent.
We have been working with Oracle to provide Talent Generation solutions to their HCM customers for over 10 years, and our momentum continues to grow. We’ve recently been awarded Oracle Partner Platinum status!
We are very excited and proud of this recognition from Oracle. We know it is a direct result of our continued success in providing solutions that help Oracle HCM customers more efficiently and effectively find, attract, and engage top talent.
To learn more about these solutions for Oracle HCM, check out our newly updated Talemetry profile page on the Oracle PartnerNetwork.