Talent Acquisition Trifecta: Looking Beyond the ATS

The Talent Acquisition Technology Landscape has become crowded, complicated, and overwhelming. With thousands of providers in the market and new categories that seem to emerge every month, it is difficult for companies to understand what they need to be successful. Not long ago, companies relied solely on their ATS providers or their job boards to manage recruitment. Today, technology choices seem endless. As a result, many companies are making uneducated decisions that can prove costly and damaging to the overall talent acquisition function. In fact, 2 out of 5 companies are either dissatisfied or indifferent to their current technology.

On November 18 at 2 pm EST, I will be presenting some of our latest research on talent acquisition technology focused on the trifecta (CRM, ATS, and Onboarding). This webinar, sponsored by Oracle, is based on new research conducted in 2020 will look at the talent acquisition trifecta and how companies are seeing positive results and measuring ROI by thinking more broadly about their recruitment technology investment.

What is the Talent Acquisition Trifecta:

Talent acquisition deserves its suite of solutions and its technology stack. Strategic talent acquisition is achieved when companies invest in three major technology areas, including a recruitment marketing platform, traditional ATS, and an onboarding system. As the pressure to identify talent intensifies, companies need these systems to handle every stage of the candidate’s journey from a lead (recruitment marketing) to the applicant (ATS) to new hire (onboarding).

Leading companies are beginning to take a step back, reexamining their recruitment processes, and providing more emphasis on the idea of an integrated talent acquisition tech stack. They are finding that the Applicant Tracking System (ATS) as a stand-alone product is not enough. To be efficient and provide a positive candidate experience, organizations need capabilities that engage talent both before applying for a job and after they accept an offer. Consistency in this experience throughout every stage of the candidate’s journey has become essential in talent acquisition.

Why Does It Matter?

Talent acquisition is more complicated than performance, learning, succession, and compensation combined. The buyer is different. The user is different. The experience is different. When organizations invest in solutions that are committed to talent acquisition, the overall talent acquisition strategy improves dramatically. Not only does the task of identifying, attracting, hiring, and onboarding talent becomes less complicated, but organizations are more likely to identify quality talent and improve the candidate experience.

I am excited to share the latest research on the talent acquisition trifecta this month, and I hope you can join the discussion.