Why You Should Diversify Your HR Systems

You worked with your recruiters, outside contractors, and the marketing people and you are ready to go live. You kick off your program and week one you have over 750 people joining your talent community, your Facebook “likes’ have gone up 85% week over week, and all your open requisitions are getting attention across all your channels. You sit down for your first week recap and everyone is very excited about your results, and you should be.

Then you dig in…(insert dramatic “doom” music) Your talent network is saying that 40 people applied for your roles via that talent network so you go to your ATS to see who applied only to find 15 new candidates that week, 10 of which came from LinkedIn and 5 from your career portal.

So all that data coming from your efforts is now not converting, and what happened to the other “applying” candidates-how the heck does this happen? So a little systems history (if the techie stuff bores you, skip the next paragraph) Pre-1950′s the HR systems where mostly home-grown proprietary systems housed on mainframes within a company, Then we move in to the post DARPA, internet world and we say the emergence of more robust programming languages (i.e. COBAL, BASIC, PL/I, etc). That growth continued through the 70′s, then the 1980′s we saw consolidation, and then this cycle starts of expansion, consolidation, and mergers.

What this means for our systems today?

It means that our current systems, both cloud and software based, have been created using a variety of programming languages and logic. End result is that they don’t always talk or play well together. So how do you prevent or at least limit these issues? When you are going through the assessment your systems, start with your business process, the metrics you want to report on, and your end goal. Having these 3 things defined prior to getting into a systems assessment gives you the keys to your answer. If the system doesn’t meet those criteria, you say no, and move on. There are a lot of systems available, take your time to decide wisely…it will increase the likelihood of success of your strategy.

What if one system can’t do it all?

I am going to let you in on a secret, one system won’t be able to do it all, Or at least do it all well. I have been in this industry pushing 15 years and I have yet to come across one system that delivers to a high standard in all areas (HCM, ATS, Payroll, Training, etc…). Most companies start off great in one of those areas, then they succeed and think we rock at HCM, we can totally do awesome at ATS. However most companies don’t realize, or just plain ignore the fact that what makes a great HCM, will make a crappy ATS. Choosing the best system for the job will make for the best end result, and then invest a little time and money and integrate the systems that fit your business.

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Caleb Fullhart

Caleb has been in the people business over 15 years. His experience encompasses Talent Acquisition Systems and Big Data Systems engineering and integration. Caleb specializes in Human Resource Information Systems (HRIS) and has deep knowledge in selecting, configuring, and implementing HRIS systems for clients.


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