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Talent Acquisition Systems: Industry Trends and What

They Mean to You

Talent Acquisition Systems: Industry Trends and What They

Mean to You

Host: Madeline Tarquinio Research Director

ERE

Presenter: Elaine OrlerPractice Manager

The Newman Group

AgendaTalent Acquisition Systems Definition and Trends

How do they compare to Talent ManagementKey trends in Talent Acquisition for 2007

ERE TAS Buyers Guide Overview and TrendsProcess to identify and evaluate the vendorsResearch Results

Market LandscapeCustomer Satisfaction ResultsVendor Criteria EvaluationProduct Highlights and things to watch..

Evolution of Human Resources to Talent Management

Talent AcquisitionRecruiting/SourcingStaffingEmployment OfficeHiring Authority

Talent RetentionEmployee RelationsPersonnelPayrollHiring Authority

Talent Management vs. Talent AcquisitionIntegrated Talent Management Integrated Talent Acquisition

WorkforcePlanning

Retention & Engagement

SuccessionPlanning

Learning &Development

Management

Acquisition

IntegratedTalent

Management

High VolumeVMS

ProgramMgmt

(i.e. ERP)

Assessments

JobDistribution

CareerPortals

ContactMgmt

IntegratedTalent

Acquisition

What is a Talent Acquisition System?Applicant Tracking Systems

Foundation and focus on the ApplicantLegacy term to define the control process for managing applications/resumes through the hiring process

And so much more…Candidate Career Portals – Unique to the experienceJob Distribution to third party career sitesConceptual or Advanced searching for candidatesContact Management (CRM)Program Management (ERP, College)

Talent Acquisition System Trends for 2007

ConsolidationCommoditization IntegrationInnovation

ConsolidationTalent Management Suite of Solutions

The ability to move talent in, around and through an organization with seamless accountability

Talent AcquisitionTalent Retention

Performance, Succession, LearningTalent Off-boarding

Global Talent AcquisitionFoundation solution to enable Talent Acquisition across the globeFoundation solution to bridge all Talent Acquisition types

Salary, Hourly, Contract, Temporary

Recruiting Technology Acquisition List:2002

iJobs by LawsonResumix by HotJobs

2003Personic by UnicruPureCarbon by Workstream Icarian by Workstream

2003RecruitingSolutions by CeridianHotJobs/Resumix by Yahoo!

2004Humetrics by DeployKnowledgePoint by Vurv

2005Hire.com by Authoria

2006BrassRing by KenexaWebhire by KenexaUnicru by KronosVirtualEdge by ADP

2007People Business Network by VurvJobFlash by TaleoCeridian by THL Partners

CommoditizationPerceived

All the vendors are alike – no differentiation between solution offerings and value to the business The Tier 1 vendors are the most alike

ActualNew Modules/Features rapidly included in multiple vendor suites on the heals of each otherPricing concessions to win the dealTier 1 vendors have the greatest differentiation based on the complexity of their solutionsTier 2/3 vendors are at risk for commoditization

RealityUneducated buyers drive the perception of commoditization in this market

Lack of roadmap for technology and leadershipLack of detailed requirements to evaluate the market

IntegrationCustomer defined unique integrations

Bi-directional solutions to multiple vendors/applicationsReal time to daily informationChallenge: Firewalls and Data Privacy

Vendor integrated tool setPredefined set of tools to standardize integrations across multiple customersTool kits defined by partnership strategy and mutual customersChallenge: No two customers are completely alike

InnovationPast Technology Drivers for innovation:

The internet = Career PortalsAdvanced search tools = Conceptual SearchPDA Tools = Remote Approval routing and Candidate review

We’re waiting….Technology Market Drivers:

Database Model: Relational Database vs. Object OrientatedWeb Tools: API’s, RSS feedsCommunication: SMS, Instant Messaging

Recruiting Drivers:Globalization: Expanded capabilities around localized recruiting needs in a single platformAnalytics: Advanced reporting capabilities and dashboards for measuring recruiting successCandidate Relationship Management: Contact Management tools and tracking

ERE Talent Acquisition Buyers

GuideOverview and Trends

Research MethodologyRound 1:

Annual Industry AnalysisQualification QuestionnaireCustomer Satisfaction Survey

Round 2:Demos conducted by TNG (vendor agnostic)Vendor QuestionnaireFollow-up Interviews

Key PlayersAuthoriaKenexaOracleSAPLawsonMr. TedStepstoneJobpartnersTaleoWorkstreamiCIMSSilkRoadSonicRecruit

SmartSearchVurvDeployCeridianHRSmartADP- Virtual EdgePeopleFilterTrovixKronos/UnicruPeopleClickHodes iQFirst AdvantagePCRecruiter

Polling QuestionHow Satisfied are you with your current Talent Acquisition System?

UnsatisfiedNeutralSatisfiedN/A – do not have a TAS at this time

Most Companies are Satisfied

30%

42%

14%

9%

4%

Very Satisfied

Satisfied

Neutral

Unsatisfied

Very Unsatisfied

Polling QuestionHow satisfied are you with the integration of your TAS with your HRMS?

SatisfiedNeutralUnsatisfiedDon’t KnowHave not yet integrated

Where is the Integration?

9%

18%14%

8%5% 6%

40%

7%

17%11%

7% 5% 7%

47%

Very Satfisfied Satisfied Neutral Unsatisfied VeryUnsatisfied

Don't Know Have notIntegrated

Integration with Third Party Recruiting Services Integration with HRMS

Polling QuestionWhat additional components of your TAS are you leveraging?

CRM – Candidate Relationship Management ToolsAdvanced Searching – Conceptual SearchContract/Temporary Labor – Vendor ManagementHourly – High Volume Staffing

What Else Can My TAS Do?56% of companies surveyed indicated that they use their TAS to track candidates supplied by third party staffing agencies54% of companies use their TAS provider for contact management.

Vendor Criteria Comparison

Core Feature Item #

Function Function Description Response Configurations completed by

A1 Create and store Customer specific requisitions

Unlimited number of requisitions created, stored and retrieved with ability for customers to add their own specific fields Yes Client

A2

Multiple requisition forms allowed (Example: hourly, internal transfer, business unit specific, reoccurring,

sourcing, college)

More than 1 requisition form/template can be configured in a client's database to accommodate variance in business units or

type of recruiting. (Example: A user from the Manufacturing group can enter a requisition and only see and populate fields

that ar

Yes

UserClient

VendorN/A

A3 Requisition form designCustomer can organize the fields on the requisition to include moving the location of standard fields and grouping them with

customer defined fields. Yes

UserClient

VendorN/A

A4 Requisition Status and Date indicators with history

System stores status date history so that the period a requisition is on hold can be deducted from time to fill totals for reporting. Yes

A. REQUISITION MANAGEMENT

Trends that will continue…

3%9%88%GLOBAL CONFIGURATION AND COMPLIANCE

1%55%43%STAFFING AGENCY PORTALS

1%48%51%HIGH VOLUME RECRUITING (REOCCURRING)

3%18%78%REPORTING AND METRICS

4%3%93%PERSONALIZED CORRESPONDENCE

1%3%96%OFFER LETTER GENERATION

9%15%76%OFFER ROUTING AND APPROVALS

10%20%70%INTERVIEW MANAGEMENT: COLLABORATIVE TOOLS

2%18%79%CONFIGURABLE RECRUITING WORKFLOW

19%19%62%CONCEPTUAL SEARCH

5%20%75%CANDIDATE/RESUME SEARCH (STRUCT/UNSTRUCT)

9%29%62%EMPLOYEE REFERRAL FUNCTIONALITY

4%12%84%CANDIDATE CAREER PORTALS

4%11%84%REQUISITION POSTING (EXT/INT CAREER SITES)

16%10%74%ASSESSMENTS

4%16%79%PRESCREENING QUESTIONS - JOB/POSITION SPECIFIC

8%10%83%REQUISITION APPROVAL ROUTING

4%10%86%REQUISITION MANAGEMENT

% Planned% No% YesCORE FEATURES

Question and Answers

Thank you!Additional Questions or Comments can be

emailed to:

Madeline Tarquinio at Madeline@ere.netorElaine Orler at elaine.orler@tngconsulting.com

To order the 2007 Talent Acquisition System report: Visit www.ere.net/research