This is my favorite time of the year – not just because it’s my birthday in early October, but also because there are only 12 more Monday mornings until Christmas Day.
You know, Monday mornings, the heavy gravity of workdays post weekends. That goes for all of us. But in this context it’s especially for those human resource and talent acquisition professionals who have to find, recruit and hire those qualified people they need to grow their businesses in a highly competitive, complex and politically-charged climate. Those talent pros who grapple with multiple old and new recruiting technologies, to bend them to their process-improvement wills.
You know, Monday mornings, the heavy gravity of workdays post weekend. Especially for those human resource and talent acquisition professionals who have to find, recruit and hire those qualified people they need to grow their businesses in a highly competitive, complex and politically-charged climate. Those talent pros who grapple with multiple old and new recruiting technologies, to bend them to their process-improvement wills.
‘Tis also the season for technology shopping for 2017 and beyond, whether it’s for investing in new recruiting systems or replacing those that epitomize the Monday morning black holes.
So what’s at the top of that shopping list?
This is: Predictive Analytics Systems (for metrics and reporting), for nearly 38 percent of over 200 North American small, midsized and enterprise companies (see Figure 1 below). This from the yet to be released 2016 North America Talent Board Candidate Experience Awards Research Report (from well over 200 companies and 180,000 candidate survey responses). That’s a lot of title words for a lot of valuable research data in HR, recruiting and business today.
The “predictive analytics systems” of course is a big-bucket selection for HR and recruiting technologies that embrace big data and the ability to anticipate who should be hired (and retained), with what skills and experience, where they should be sourced from, why they should, and when they should.
Like, for example, IBM’s Intelligent Recruitment Insights Solution with Watson that includes recruiting, marketing, and sourcing predictive functionalities, which is coming later in 2017 according to ERE Media.
Nearly two decades earlier, when I first entered the HR and recruiting technology space in 1999, I worked for a company called Tapestry.net. Our pitch was this:
Tapestry.net sources Interested, Qualified Applicants for software developer, IT, and Asian-language bilingual positions. You pay only for those candidates who you decide meet your specifications and who have agreed to an interview. You’re in control. Sophisticated artificial intelligence quickly predicts the likelihood of a match between interested applicants and a particular position.
It was cool. It was ahead of its time. It was disruptive. And unfortunately it became a dot.com demise before it really took off. I’ve seen hundreds companies over the past 17 years claim their technology will help companies identify and screen the right applicant for the right position quickly and effectively, if not automatically.
And there’s truth to that; there are many quality products and services today that accelerate sourcing, recruiting and hiring. The difference being the sheer computing power available today along with much more sophisticated machine learning algorithms and a marketplace that’s finally matured.
Which is why there’s another reason it’s my favorite time of the year – because we’ve got two conferences this Fall where all the workplace technology shopping happens. The first being the HR Technology & Exposition now it’s 19th year October 4-7 in Chicago, IL, and the newly minted Talent Acquisition Tech Conference and rebooted Recruiting Trends Conference (by the same company LRP Publications) November 14-16 in Austin, TX, where the 2016 North America Candidate Experience Awards Gala (in its 6th year now) will also be held on the evening of November 15.
What else is in the top five of the recruiting technologies 2016/2017 shopping list?
Well, it includes Event Scheduling, Video Interviewing, Candidate Relationship Management (CRM) and Onboarding Systems (see Figure 2 below). It’s even more important to look at the landscape by industry as well. It also makes me all aglow because what underscores many of these investments today is the focus on improving candidate experience, which has the potential of impacting business revenue and referral networks positively. (And I’m speaking about this very thing at the HR Technology Conference & Exposition with Christina McClung, Chief People Officer at Capital One Canada.)
Now, we all know that not every technological disruption will be adopted nor will it transform business for the better, but the fact remains that empowering a better workplace and workforce is continuously improving. Today and tomorrow more than ever.
The Mondays are real. The magic is real. And it’s the most wonderful time of the HR and recruiting technology year. Happy shopping.
For some great HR and recruiting technology podcasts, check out these CandEs Shop Talk Shows:
- #26 – Chris Brablc – SmashFly
- #25 – Ray Tenenbaum – Great Hires
- #23 – Ivan Casanova – Jibe
- #22 – Elizabeth Wurm – IntraWorlds
- #20 – Scot Sessions – HireVue
- #18 – Matt Singer – Jobvite
- #17 – Joseph Murphy – SHAKER VJT
- #16 – Susan Vitale – iCIMS
- #14 – Maury Hanigan – Sparc
- #12 – Kim Pope – WilsonHCG
- #10 – Tom Boyle – Montage