Source: www.workforce.com --- Wednesday, August 31, 2016
To put it mildly, HR technology is red hot these days. And of all the human resources specialties, recruiting technology is most mature and truly on fire. From Microsoft’s acquisition of LinkedIn to the continuing build-out of functionality included in applicant tracking systems, the recruiting technology scene has never held more promise. Look at any mature recruiting technology platform and you’ll see things that would have scared recruiters 15 years ago. Ability to run deep searches for candidates across the internet and load them into your ATS? Check. Ability to track candidate activity via CRM functionality and create talent pools to develop relationships and speak directly to specialties that present the most difficulty recruiting? We have that, too! The list goes on related to what recruiting technology can provide. But there’s one pretty important thing the technology can’t do. Force your recruiters to use the technology. It’s true; for the technology to work, HR and talent acquisition leaders have to force their teams to use it. Which sucks, because it sets up incredibly talented HR/TA leaders for an uncomfortable confrontation that doesn’t feel like leadership. I’ve been lucky enough to work with some great HR and talent acquisition leaders in the role of a consultant. One of the things I’ve learned is that our industry has some incredibly talented people at all levels on recruiting teams like the one at your company. R ...
from Microsoft http://ift.tt/2bFLKqA
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