Going Beyond ATS to a Complete Talent Acquisition Solution
Applicant tracking systems are a mature component of the talent management software ecosystem. As such, they are likely targets for disruptive technology. The question is what will replace the ATS as a complete talent acquisition solution. In this blog, I would like to define what a complete talent acquisition solution would look like.
I have written previously on the obvious gaping hole in current ATS systems.
ATS providers provide limited interview support. They typically support scheduling and tracking interviews but do not actually provide support in carrying out an effective interview process. What is missing in a complete talent acquisition solution is an interview management system that provides “soup to nuts” support. The elements of such a system would include:
Video interviewing
Video interviews offer real cost savings and efficiencies as a screening strategy. They are a needed component for a complete talent acquisition solution even though there are draw backs and cautions which need to be recognized which are associated with overuse of video interviews. I have commented on the overuse of video interviews in an earlier blog.
Traditional Behavioral Interviews
Traditional face to face or telephone interviews will also need to be supported. Embedded competency models, pre-existing interview systems, electronic distribution and tracking, as well as best practice data integration practices are all needed.
Interviewer Training
Different options for building the skills of interviewers should be present. These options should include an online self-study option with skill practices and multi-media learning tools.
However, interview management support is only one of the key gaps that need to be addressed in a complete talent acquisition solution. Other key components include:
Talent Communities
I have written before about the huge sourcing efficiencies well managed talent communities afford organizations. This is a key capability as organizations continue to struggle with finding an adequate supply of qualified candidates.
Integrated Selection System Configuration
In addition to interviewing and screening capabilities, a complete system would include a battery of proven assessment tools. Depending on the nature of the job, the user should be able to configure unique selection designs using the complete toolbox of selection techniques.
Selection System Performance Metrics
Reporting and metrics would be a key feature for both compliance and system improvement. A key report would focus on the actual performance of the selection system and the quality of the outputs it delivered.
Interviewer Performance Metrics
Interviewer training does not guarantee good interviewer performance across the board. The system should flag interviewers that are need of additional remedial training.
These features and capabilities combined in an integrated technology enable solution would move us well beyond the traditional ATS and deliver on the promise of truly complete talent acquisition system.
