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The ATS or the Talent Cloud: That is the Question

Is It Time for the New Future of Hiring?

Perhaps one of the most famous lines William Shakespeare ever wrote was, “To be, or not to be: that is the question: Whether ’tis nobler in the mind to suffer the slings and arrows of outrageous fortune, or to take arms against a sea of troubles, and by opposing end them?” While I admit, the question deals with much more weighty ideas than recruiting and hiring talent, there is a lighthearted comparison.

The comparison to the recruiting world is this: Is it okay to keep suffering the daily “slings and arrows” of the same old ATS technology — broken processes and lack of quality insights —or is there a better way to take arms against the “sea of (recruiting) troubles, and by opposing end them?”

“Suffering the Slings & Arrows” of Your Old ATS

The first Applicant Tracking Systems were introduced 20 years ago in the late nineties.  On this 20th anniversary, we ask ourselves, are we better off now? The answer is yes and no. When ATS’ first came out, they provided tremendous value in automating and measuring the recruiting funnel. Since the early days, however, there have been diminishing returns over time.   

Today, we are at a turning point. It’s not really that ATS’ have gotten worse, it’s simply that the world has changed a lot in the past 20 years. New generations coming into the workforce have very different expectations about their relationships with employers. New cloud technologies have been developed. And, there is a multitude of technology solutions for recruiting, which no one can keep track of anymore. Research by Deloitte shows that companies have on average 11 HR or recruiting platforms of record and can have up to 22 different systems in their HR stack.

The bottom line is, looking at the recruiting funnel and technologies in the same old ways just isn’t working anymore and it is causing the “slings and arrows” of siloed data, broken processes, manual workarounds, lack of collaboration, a poor brand experience, and frustrations along the way with how these systems integrate. Meanwhile, large and growing businesses still need to find talented people and executive teams are looking for a more forward-looking way to predict talent needs for the future..   

“Taking Arms” with the Talent Cloud

So how can you take up arms against these slings and arrows and by opposing them, end them?  By thinking differently about the whole recruiting process and reinventing it with new processes and technologies.

Companies can no longer afford to take a narrow view of their recruiting process. They still need to optimize the typical recruiting funnel as much as possible with standard connectors to other systems and services like job boards, assessments and background checks, but really that is just table stakes now.

What will make the difference is the ability to extend recruiting further into pre-hire processes like sourcing and nurturing passive candidates, using proven marketing techniques like drip campaigns and extending processes further into the post-hire process through better integration with HRIS systems.

The key to the talent cloud is seamless, pre-built integrations and configurable business processes that will:

  1. Break down process and data silos between different applications
  2. Create a unified talent profile and database that enables you to more effectively source and nurture people that have previously contacted your company or applied for jobs.
  3. Combine talent and HR data to begin to measure quality of hire and talent pipeline predictability.  

Introducing Talent Cloud Connect for Workday

Lever is a pioneer in the brave new world of the talent cloud with Talent Cloud Connect, as well as Lever Nurture, Lever Hire and Lever Analytics. Talent Cloud Connect takes a giant leap forward in connecting processes, profiles, and data like never before to transform how we source and nurture talent and make the talent pipeline more predictable for business planning. Employers can go a step further, tracking every stage of the funnel from pre- and post-hire and beyond elevating key metrics that talent and HR teams need to make the best decisions for their company. Talent Cloud Connect for Workday provides:

  1. Pre-Built Integration with Workday. Simply upload our pre-built integration code into Workday and configure it to your unique processes and data mapping.
  2. Unified Workflows. Talent Cloud Connect for Workday provides seamless bi-directional integration so you can create new job requisitions in Workday, synch them with Lever, to fill your open positions, then seamlessly transfer key profile data from the candidate record in Lever to the new hire profile in Workday.
  3. Unified Profile. Not only does the integration automatically create a new employee profile in Workday, that profile is also retained in Lever for future internal recruiting for new positions.
  4. Unified Data. The new integration also enables recruiting and HR data like employee tenure and performance to combined to gain new strategic insights into quality of hire, talent pipeline and forecasting and talent engagement.  

Learn all about Talent Cloud Connect here.