At a recent industry event, we ran into the team at Talent Function where they were sharing their latest version of their Talent Acquisition Technology Capability Matrix. (download below) Their TA Tech matrix is the evolution of 10 consecutive years of sharing our constantly changing recruiting technology landscape at HR Technology conferences.
In the early years, simple bubbles and triangles were able to organize the market. As we've evolved and the technology has outpaced our process enhancements and changes, it's been discovered that the average recruiting organization uses at least 5 different solutions to make a single hire. In a majority of the situations, that's 5 or more different products, log-ins, and data entry efforts. To capture the evolution of the market, Elaine Orler, CEO and founder of Talent Function, took an entirely new approach this year to focus only on the engagement relationship type and discontinued trying to identify solutions for the user types such as candidate, recruiter, and manager. Through this engagement model, she believes it's easier to consider the level of touchpoints, interactions, and information sharing by type so as to then align the necessary and best possible solutions for that engagement type.
Looking at the matrix, the top row represents engagement types; contact, lead, prospect, job seeker, applicant, finalist, new hire, employee. It's important to remember that a specific candidate could actually have multiple engagement types based on how many jobs they may have applied to, if they were sourced previously, contained a unique set of skills, etc. But intentionally within the model, Orler lays out the tools below the engagement type to best represent what the market has to offer to deliver to each type, and in most cases, where they overlap by type.
"My goal for anyone that is interested in this chart is to use it as a framework to inventory what solutions you have," Orler shares. "Fill in the boxes with each vendor name you have, consider the full depth of criteria in the category and then give your current vendor a % score on how feature rich/poor they are in that category as well as your satisfaction score. It should then tell you a story as to where you have gaps, and/or where you have redundancy, so when making your 2018 planning decisions, you’re focused on what is needed to ensure recruiting success, solving for gaps, consolidating where possible and gaining deeper, richer capabilities."
We're excited to share with everyone both the matrix and how Elaine sees this being used to help leaders make more informed decisions as 2018 buying decisions rapidly approach. In that same vein, CareerXroads members are reminded that after logging in, they have full access to over 1,300 reviews and ratings of over 400 industry vendors within the CXR Tools area of the website.
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