Talent Acquisition Systems Effect on the Candidate Pipeline

October 6, 2015

Written by: Reggie Wilson

When the term “pipeline” is referenced in business practices today, most assumptions will center on activities in the sales and business development realm. The sales pipeline is widely regarded as the lifeblood of any growing enterprise and, as a result, the emergence of Customer Relationship Management (CRM) software has exploded. The days of tracking sales opportunities on legal pads and spreadsheets have given way to the concept of funnel management, a byproduct of CRM software.

The practice of pipeline management has no longer become exclusive to the sales club, as human resources have firmly grasped the concept in support of recruiting efforts. Talent Acquisition Systems have evolved to assist HR Recruitment in creating a strong candidate pipeline to refer to as hiring needs escalate. Pipeline management allows for just in time recruiting for those practitioners in high growth industries where competition is fierce for highly skilled positions.

Beyond the time saving element, which is far reaching and no doubt the most prevailing benefit of a Talent Acquisition System, ever evolving technology has delivered a slate of other impressive features. Access to social media outlets, company branding, workforce planning, advanced metrics, easier integrations and more. Naturally with these products being SaaS centric, the activation and cost of ownership leads to a strong value proposition.

A negative perception that I have encountered in the mid-market with Talent Acquisitions solutions is the cost of ownership. I can state with confidence that there are several solutions available to mid-market that can support their business needs without “breaking the bank.” As major growth catalyst, the mid-market is certainly one segment of the global economy that should consider migrating from a manual recruiting process to an automated platform.

HRchitect has been assisting organization of all sizes in end to end strategic evaluations of Human Capital Management systems for nearly two decades. If you are looking for a new Talent Acquisition System, whether to replace a current system or a manual process, please talk to HRchitect first. There are literally hundreds of systems out there and selecting and implementing the wrong system can be a terrible waste of time and money. HRchitect’s Secure Evaluation and Selection process will help ensure you get the right product for your organization the first time.

Reggie Wilson

About Reggie Wilson:

Reggie has nearly 20 years of technology sales experience that ranges from Telecom to Human Capital Management systems. He joined HRchitect in 2013 as a Regional Sales Manager, and leads the sales efforts in the 15 state central region of the US as well as central Canada. Reggie has worked with clients from mid-market to enterprise scale, who have deployed solutions ranging from Workforce Management to Core HR systems.