My existing Applicant Tracking System is not sufficient anymore: this is something I hear more often in my client interactions, as organizations realize that talent acquisition is not just about filling vacant positions.
The Talent Acquisition value equation has become more complex and includes two equal components – quality of hire (right hire) and candidate experience – on top of time/cost per hire with an extensive fact base proving the business benefits (see also Market Insight: Get Ready for the Talent Acquisition Value Equation — Beyond Time to Hire, to Right Hire and Candidate Experience, Gartner client access required).
As HR and IT leaders embark on their search for their next Talent Acquisition technology, they find this market to be vibrant but too confusing. There are simply too many category names on top of the good old ATS, and the goalposts for each of them keep moving. What is the difference between an ATS and a Talent Acquisition suite? What about Candidate Relationship Management (aka CRM) and Recruitment Marketing? And what normally gets included in the Talent Management or HCM suite they might already owning? This confusion often leads into sub-optimal vendor shortlists, simply because buyers get framed by one category and do not look across all options.
It is definitely important to get familiar with the taxonomy of Talent Acquisition technology – and we have research underway for this. However, what is even more important is to focus on the value equation and the vital few outcomes your organization wants to get right: increase quality of hire landing a solid employee value proposition? maximize attraction by personalizing candidate experience? enhance workforce diversity through elimination of hiring bias?
No business leader will care too much whether these outcomes are realized through a CRM or RM or ATS solution. They will thank you instead when this solution helps them reap the benefits of the talent acquisition equation – every day.
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