HR news
We know you have an opinion. Post yours on hot HR topics selected by our Marketing department.
The Future of HR Applications, Part 2
In last week's part 1 on The Future of HR Applications in this series of blog posts based on TechRadar's Forrester research report I closed off by noting that HRM Applications finally have reached a stage of maturity in technical applications. Today, in part 2, I will discuus some interesting applications from the perspective of the recruitment and talent management world.
Social Recruiting still in its infancy
People increasingly come together online to network with each other. That the Netherlands has been running ahead in Socal Media adoption is no longer headline news. Networks and communities form opinions in people's thinking and contribute to decisions people take. Social Networking has re-formed the way we share and communicate. And that will have a strong influence on recruitment.Within the recruitment and talent management market Social Communities are the talent pools of 2010 form a continuous flow of new information and new candidates. Despite these developments, companies are still experimenting with the possibilities. Even though some companies have embraced a Social Media strategy they are still testing its potential. What works and what does not? And how would it operate?
Important for the recruitment profession is that social networks provide the link to active and passive candidates. And additionally we should not forget that social networks can dramatically reduce recruitment costs.
Onboarding innovative and interesting
As a direct extension of the recruitment cycle Onboarding aims to get new employees up and running as soon as possible and to get acclimatized immediately. The usual and standard paperwork for new hires is processed and completed. Company Policies are explained, teams presented and departments introduced. Ultimately, onboarding contributes to a higher level of success and greater satisfaction with the new hire and his employer. Human Resources will be successful with improved retention for the company.Onboarding has passed through the growth cycle and will develop into a mature product over time. Although I must admit that in the Dutch and European market there is still much growth to realize when it comes to implementing this process in companies. Few companies make real use of onboarding applications since the knowledge of them is still missing. Bottom line onboarding ensures faster acclimatized workers that are more productive.
Social Media, again, has an interesting role in this product or process. Personal and department profiles on Linkedin, Twitter and Facebook pages can now contribute significantly to getting to know future colleagues. Imagine what will happen when your SlideShare presentations and perhaps the personal photos of yourself or a colleague can be viewed at Linkedin and Facebook before the new hires first day at work. Meeting them IRL (in real life) would give you a head start and the feeling that you already know them and likewise in reverse.
Performance & Goal Management largest value added
The success of the company is directly linked to the success of the employees. Employees who know where they are going based on strategic goals set at company-level and broken down by department, team and personal goals will be better able to contribute to the success of the company. Goal Management and Performance Management makes this transparent and allows you to measure and report.In Europe especially the larger corporates and now also the smaller companies implement performance products and are working on it now. Some start with goals, others with performance appraisals that later deploy into career development and 360-degree feedback tools. Ultimately better knowing the competencies of the people and how they fit the goals results in better-prepared employees and lower labor costs. It is obvious that a proper implementation of such a product will contribute much to the value-add for the company.
Through good applications in the area of Performance and Goal Management companies are enabled to start measuring what they can do better year after year, and what they have achieved success with. After finding visible success stories can be copied to other locations or regions. HR will be able to claim a board member position and report directly on business value-add'.
Recruitment Systems to adulthood
The Applicant Tracking Systems (ATS) have now reached a mature status and more companies are turning to such products to guide their influx of personnel and provide overview of CVs and candidates received in the database. The talent pool products help in times of a scarce market and Social Media overlap ensures talent pools are enriched with content on experience. Recruitment products ensure that top candidates can quickly be found in existing talent pools and / or communities where interested candidates have connected.In the area of Career Websites improvements have been made and grounds have been gained, even though optimization and candidate experience still require improvement. Meanwhile many organizations are working with recruitment technology. Nevertheless in the European market many projects are starting to get companies working with an ATS and Search Optimization for the first time. Those companies that already make use of ATS systems mainly look for advice on additional new functionality and how it is facilitated with the supplier.
The business purpose for an ATS is still:
- Lower cost per entry
- Shorter turnaround time of recruitment and selection
- Prevent loss of top candidates during the process
- Improve the overall quality of the process.
The increase of companies that start working with recruitment systems ensures this market continues to develop and the traditional recruitment process will change dramatically. Thanks to the rapid growth of social recruitment tools to tap into this. Applicant Tracking Systems will have three more years to grow before the 'decline' phase of the life cycle will be met. It is my expectation that social recruitment will also enable product innovation in this segment for those suppliers that can quickly integrate and adopt new web technology. This will extent the life cycle by several years after the 'decline' phase will commence.
Adoption HRM Applications
Despite the maturity of above onboarding, performance and recruitment applications it is remarkable that there is still many companies who have not made a choice how the technology should be applied or where they want to deploy it within the organization. Forrester's research of over 900 interviewed decision makers in North America and Europe confirm this picture.
Job boards fail to Web 2.0
Finally, the last notable HR product related to the recruitment and talent management market. Hence as the first product that has reached the, what Forrester calls, 'relapse' or decline stage of the product lifecycle. Although this phase will last probably 10 years, these applications must become more interactive and must integrate with and evolve to Social Media platforms.Given the simple and straight forward product offering and the high penetration within the recruitment process, these companies still have some standing time. Belangrijke verschuiving hier zal de ontwikkeling zijn naar meer expertise en niche gebieden om te specialiseren. Highly important in this segment will be the shift and development towards greater expertise and niche areas to specialize the product offering.
Conclusions
My conclusion for this second blog edition is that social recruitment will provide new innovations at all levels of the various HR applications mentioned here. That said, Social Recruitment will shoot straight through to its growth phase in the life cycle and settle permanently in Human Resource Management. This process will proceed faster (yes yes, even faster) than what we have been accustomed to for technological developments within HRM because everyone in the HR process will personally be involved and can recognize the direct impact due to the 'social' nature of social media. More so than ever before.The next and final Part 3 of this blog post series I will discuss what this will mean for the market.
Eelco Scheltinga
Comments
Ideeen top 5:
-
(42 votes) Candidate search improvement:
-
(30 votes) Distinction between externally and internally published vacancies
-
(29 votes) Manager Notification: Add link to MGR Portal
-
(35 votes) Bullet points
-
(15 votes) Optimize filters
Released ideas
2010-07:
-
Merge of duplicate entries in one step
-
Print candidates
-
Back to search results
-
Notification when manager gives feedback into the form (for other contacts)
-
View vacacy example from managersportal
Categories
Recent Entries
No recent entries.Recent Comments
The Future of the Social Web
booking said: Awesome info! I was honestly just thinking about something similar to this da other day so, it was a...
[More]
The Future of the Social Web
hotel boeken said: Your posts are extremely helpful and informative. What brought you to put up your site ?
my homie ca...
[More]
The Future of the Social Web
insurance quote said: Hi Homie
I would like to put a link to your site on my site roll if you want to do da same for mine....
[More]
The Future of the Social Web
cities said: Wow! thank you quite much! i always wanted to write in my site something like that. Can i take part ...
[More]
The Future of the Social Web
our vacations said: You would think that they world have OKd it at dha beginning instead of allowing it to go so long wi...
[More]
Search
Subscribe
Enter your email address to subscribe to this blog.
RSS
There are no comments for this entry.