Human resources and recruiting departments, and most job candidates, are well aware that we are firmly in a seller’s market when it comes to finding and hiring high-quality talent. Primary reasons for this include record low unemployment, the need to fill a variety of digital-age jobs across all industries that did not exist a few years ago and organizations competing fiercely to make their value proposition to candidates more attractive. This emphasis on effectively engaging candidates to maximize recruiting has motivated employers to devise new ways of elevating candidate interactions and personalizing the engagement experience. Some of these new methods are proving effective, while others may yield better results only when other variables are present.
The talent management software market has and continues to consolidate dramatically through acquisitions. The trend is to bring together processes and applications for hiring, onboarding, performance assessment, compensation, succession planning and analytics. As the race continues to attract customers and users by presenting the most integrated suite of applications, a new market segment has evolved in the shadows and is now taking the stage in talent management. Talent Technology, a vendor in this space, calls it talent generation; its function is to help companies identify the talent they require across all sources, broadcast job openings and promote the organization as an attractive workplace for the best talent. It relies on social media and Internet sites where jobs are posted. Doing this manually for one open position is easy, but Talent Technology’s just announced Talemetry Suite offers a unified and consistent method for recruiters and hiring managers to seek talent for any opening.
Topics: Human Capital Management, Learning, Performance, Recruiting, Operational Performance, Business Performance, Cloud Computing, Workforce Performance, Compensation, Hiring, Talent Generation, Talent Management, Workforce Analytics