Ask the Experts: The Latest in Cloud Technology for Recruiting

December 18, 2015 Nicole Klemp

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Cloud technology, mobile apps, and social media are changing the way individuals search for jobs and, in turn, changing the way in which companies must engage with job candidates and attract top talent. Companies like Workday are leading the charge with technologies that not only improve the onboarding process, but now the recruiting process as well. We picked the brains of 2 of Appirio’s recruiting and Worker Experience experts to provide some insight into how companies are using cloud technology to recruit today, and what we can expect in the future.

Meet our experts:

Neil Jensen — As Vice President of Advisory Services for Appirio, Neil leads one of the industry’s top teams in Worker Experience consulting. His team partners with customers to develop Worker Experience strategies, prepare for successful deployments of cloud technologies, and advise on a wide range of HR issues and challenges. Neil has extensive experience as both a consultant and an HR practitioner, having served in past leadership roles at Knowledge Infusion, Charles Schwab, Accenture, and BMO Harris.

Kellie Hiatt — As Recruiter and Employer Branding Lead for Appirio, Kellie partners with senior leaders and managers to anticipate and meet the company’s evolving talent needs, while cultivating relationships with top talent and introducing them to career opportunities with Appirio.

What platforms and digital tools does Appirio use in the recruiting process?

NJ: At Appirio, we run our business 100% in the cloud. Our Human Capital Management solutions are no exception. We leverage cloud-based solutions including some home-grown sourcing capabilities to support numerous components of our recruiting process including job posting, candidate and hiring manager communication, candidate evaluation, offer approval, etc.

KH: We also utilize social channels like EmployeeReferrals.com and LinkedIn for sourcing, easy social sharing of our jobs, and to manage employee referrals.

How has recruiting evolved with mobile?

NJ: Mobile has become a critical part of the recruiting process for both the candidate and the recruiter. By providing greater access to job postings, company and candidate information, and insights and data, mobile better equips candidates and makes recruiters more effective.

Key mobile tools like LinkedIn, Glassdoor, and Apploi put company and job information right at the fingertips of job seekers. Job seekers can simply swipe and click their way to search for opportunities, research companies, and apply online to jobs that match their skills and interests.

Recruiters can harness the power of mobile through apps like Workday in key recruiting functions like sourcing, candidate and manager communication, candidate screening, and requisition management. The anytime, anywhere nature of mobile allows for real-time recruiting activity and reduced time-to-hire metrics.

KH: Mobile has changed everything in business, including recruiting. Social media has also enabled many candidates to apply to a job with one simple click of a button. For recruiters, this has changed how we view a candidate’s application. As a candidate, if you apply with a social profile, it’s imperative to have that updated with responsibilities, projects, and key skills. As an employer, you must have a mobile-friendly career site, updated job listings page, and current profiles on sites like LinkedIn and Glassdoor. If candidates, recruiters, and employers don’t adapt to the mobile world, they’ll be left behind!

How does the Workday Recruiting app change the game?

NJ: Workday’s recruiting capabilities have changed the game by combining all of the key standalone recruiting system functions and connecting them directly with the core HR system. This eliminates the need for 2 separate systems and a somewhat complicated integration. Gone are the days when rich candidate data lived in the ATS and only basic new hire data was brought over to the core HR systems as part of a new hire integration. With Workday Recruiting, all the rich candidate data is immediately part of the new hire record. This eliminates duplicate entries and greatly improves the Worker Experience.

Workday Recruiting also gives recruiters and hiring managers a complete view of the talent pool for open jobs. The full talent pool now includes current employees as well as external candidates and prospects. This eliminates what has historically been a bifurcated process that forced the hiring manager to look at either external or internal candidates, but never both at the same time. Combine these new capabilities with mobile-first design —- and again — it’s a game-changer.

We talk a lot about the Future of Work. Do you have any predictions for the future of recruiting?

NJ: Recruiting will only get smarter as we approach 2020 and beyond. Big data, mobile, and social will expand their reach and enable recruiters to better source the right candidate pool for a role. The concept of “post and pray” will fall by the wayside and companies will do far more outreach to candidates that possess the unique skills and attributes they are looking for. Next-generation tools that leverage big data and social networks will make this possible, but it will still require skilled recruiting professionals to unlock the power of the technology.

KH: The future of recruiting is all about employer branding and candidate experience. As I’ve heard (and often say), “The war for talent is over and talent won.” Top candidates shop for employers the same way they shop for a car — simply because they can. In other words, candidates already have the ideal employer picked out before they are even ready to start the interview process. People use their mobile devices to research companies via sites like Glassdoor, on social media, and through their personal networks. So by the time they are ready to consider applying or interviewing, they have likely already identified the industry, culture, and company they want to work for next.

So once employers achieve effective employer branding by having the right type of candidates for their culture interested in their mission and opportunities, they must roll out the red carpet and provide a compelling, personalized interview experience. Providing a great candidate experience means treating all candidates like your best customer.

The future of recruiting is simple — become a top choice employer for your target talent pool by creating a culture and Worker Experience that candidates will want to be a part of.

Learn how an exceptional Worker Experience can attract top talent in our ebook, Building the Worker Experience.

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