Vendor Selection & Technology
Selecting a Strategic Business Partner for Recruitment Technology
by Taleo Research
Many of the questions asked of Applicant Tracking or Hiring Management System (HMS) vendors in an RFP focus on one issue: can the software do the required job within acceptable levels of performance? Asking about such technical matters invites technical answers. Assessing and comparing technical information can seem easy and straightforward, with the appearance of objectivity imparted by the statistics and acronyms that inevitably accompany technical details on software solutions. However, it is wise to avoid evaluating the technical issues only, when equally important issues for selecting a recruitment solution lie elsewhere.
Two Levels: Tactical & StrategicThere are two levels on which to evaluate a potential staffing management solution vendor: the tactical and the strategic. Discussion of features and functionality occurs at the tactical level of the end-user. End-users cannot be ignored, however they should not drive the overall decision. There are equally if not more important considerations at the strategic level. The strategic level is the one on which to look at vendors as a potential partner in a long-term relationship.
Strategic HRKnowing the true impact of recruiting technology starts with recognizing the strategic importance of HR. A sound HR strategy is crucial to meeting overall business objectives. Business plans depend for their success on having the right talent, optimally deployed. Strategic HR is able to connect improvements in productivity or customer service with increases in company revenues, profits and overall shareholder value.
Setting the Recruitment StrategyRecruiting is part of the strategic HR mix that includes initiatives such as workforce planning, training and development, performance evaluation, succession planning, and conducting a corporate-wide inventory of skills. An overall objective of a corporate recruiting strategy might be to:
- Bring qualified candidates into the corporation faster
- Optimize the workforce through redeployment
An HR executive must be able to articulate how a recruiting strategy relates and positively contributes to the overall corporate business plan, in order to make a sound business case for an expected return on investment (ROI) of the strategy.
Finding a Strategic Business PartnerViewing recruiting as a strategic contributor to the overall success of a corporate business plan puts the search for a recruitment technology solution in a new light. The fundamental issue upon which to evaluate a potential vendor is the extent to which the vendor is able to help your company meet its overall business objectives. Once you are able to articulate the strategic role recruitment technology must play, the tactical considerations of features and functionality follow naturally, as means to the strategic end.
Qualities of a Strategic PartnerA strategic business partner is one whose overall vision aligns with your strategic plans. In the search for a vendor of recruitment automation technology, look for evidence that the solution will be instrumental in fulfilling your company’s recruitment strategy, as it relates to the overall HR strategy, and as that in turn is connected to the corporation’s overall business goals. The vendor’s solution must solve immediate business problems, and demonstrate the potential to address longer-term goals. Look to a vendor’s past record at developing and improving the solution for an indication of its ability to deliver on a long-term vision. End-user requirements and expectations must be met, which implies a track record of a high level of customer service and customer satisfaction. A strategic business partner is committed to ongoing improvements to its solution, and is focused on customer feedback and research. Finally, a strategic business partner is committed to helping end-users get the most benefit out of the solution, through ongoing education and training to ensure that the solution is being used to the fullest extent.
Tactical Means to Strategic EndsHR no longer has a back-room support function, but instead has an influential and strategic role within the corporation’s business plan. Start your search for a vendor of recruitment technology with the strategic perspective, and the tactical considerations will fall in line, with their proper weightings in the overall decision. Tactical considerations of features and functionality are means to the overall strategic end, and are not ends in themselves.