Connecting the Talent Acquisition Ecosystem

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It all started with a click. Think about all the things you can do with just one click. This is also true in the HR space. One-click apply tools have become increasingly common on recruiting platforms, as employers seek to provide candidates with a simple, consumer-like approach to submitting their resume. They’re taking their cue from Amazon, which in 1999 patented an online checkout system that allowed users to enter payment and address information just once, then make all of their future purchases by clicking a single button.

In the last several years, HR technology companies have pursued the idea that their products should be as simple as anything workers use on their own time. Some firms have shifted their entire product vision into the realm of “experience,” recommending next steps the way Netflix recommends movies and removing as many clicks as they can from every process users encounter.

For all of its sophistication, the talent acquisition ecosystem’s technology remains siloed. @JobSync1 faces that challenge head-on. #HR #HRTech Click To Tweet

Behind-the-Scenes Complexity

While the vast majority of the talent acquisition ecosystem’s tools do very well at solving the problems they’re intended to address, they also create challenges. For one thing, employers now manage HR Tech stacks that can involve multiple disconnected tools. This creates a number of inefficiencies for the candidate, and leads to the employer wasting time and resources, as well.

These inefficiencies affect a company’s success at talent acquisition. For instance, recruiters know they lose candidates when completing a job application becomes clunky. According to iCIMS, website issues cause 59% of candidates to abandon online applications. While the average application takes about 11 minutes to fill out, the company said, many candidates stick with the process for just four.  According to Appcast, the number is even worse. It sees only a 5% application completion rate.

Implementing one-click tools on job boards may be a logical solution to all this, but it also puts a burden on recruiters behind the scenes. When candidates submit their application using one-click apply, someone has to retrieve their information and enter it into the employer’s applicant tracking system. As more candidates consider a role, the time necessary to process all of those applications increases.

For example, many times Indeed Apply applications go to a recruiter’s inbox while Facebook applications go to instant messenger. Retrieving applications from multiple channels isn’t scalable and strains HR resources. At the same time, not using one-click apply can discourage candidates from applying in the first place.  

Now think about all the other places applicant data needs to travel–to assessment tools, communication tools, the CRM, to name just a few.  Who’s moving all of this data from one tool to another? How much time is it taking? Who’s paying attention to data integrity? Who’s paying attention to data security?

Listen to our conversation with JobSync CEO Alex Murphy.

Connecting Silos  

For all of its sophistication, the talent acquisition ecosystem’s technology remains siloed. Products are built as standalone applications, often designed to tackle narrow slices of TA’s workload.

JobSync faces that challenge head-on. The company’s focused on providing an easy, complete, and secure hiring experience for both candidates and employers. From expanding one-click apply solutions to create a native apply solution that captures all applicant data on the job site and pushes it into the employer’s talent suite–ATS, CRM, communication tools, assessment tools, for example–JobSync continuously syncs data between all of HR’s technology, creating a connected talent acquisition ecosystem.

JobSync ultimately helps employers customize their application process so they can more effectively screen candidates near the top of the funnel, and identify a slate of quality candidates more quickly. By connecting their TA ecosystem with JobSync, employers can provide candidates with a faster, streamlined experience even as  they free up recruiters to focus on developing deeper candidate relationships.

Not only does this make recruiters more efficient, it builds engagement. The application process remains simple, yet candidates can demonstrate their knowledge in specialized areas. Recruiters can make more intelligent decisions about each application, and communicate more effectively with all candidates.

Streamlining the process also helps recruiters work cost-effectively. By automatically feeding information into the ATS, said Nucleus Research, JobSync can save employers some six minutes of work time for every application. That equals about 10 hours for each recruiter, every week. As a result, companies are able to scale their talent acquisition efforts without adding headcount. 

Such efficiencies will become particularly important as the economy recovers from the Covid-19 recession. As the volume of applications increases, Nucleus points out, friction in the process will become more apparent, discouraging candidates and hindering an organization’s ability to develop relationships with the most promising members of the workforce.

All in all, this kind of approach amplifies the promise of HR technology tools by connecting and syncing them. That creates a fully realized talent acquisition ecosystem that saves time for candidates, makes recruiters more productive, builds engagement on both sides and creates ROIs of well over 150%. For a demo of JobSync click here.

This post was commissioned by JobSync.io.

Image: iStock