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RolePoint Connect: A New Era for Talent Data

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RolePoint Connect is a true bi-directional ATS and CRM data integration platform for talent acquisition solutions

RolePoint Connect is a fully functioning integration platform as a service (iPaaS), forming a middleware layer between any ATS, CRM or job board.

Candidate Applications, Job Descriptions, Live Candidate Status, Application Attachments and any additional data can be shared bi-directionally between talent solutions.

Industry leading support and 99% SLAs mean our integration architecture is being used across the Fortune 500.

Our ATS and CRM integrations are based on full service partnerships, providing high levels of support with solutions ranging from basic syncs to full SaaS integrations.

View live integrations, add additional connectors, customize flows from a single management portal.

The RolePoint middleware layer covers 80%+ of the core ATS and CRM solutions being utilized across the Fortune 2000.

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RolePoint Connect: A New Era for Talent Data

  2. 2. 2RolePoint Inc. © 2016 Connect: A New Era for Talent Data C O N N E C T : A N E W E R A F O R T A L E N T D A T A INTRODUCTION Collaboration has been the watchword of work in the last few years, primarily enabled by technology. Where once the vogue was to attempt to build secure repositories for data, the effect was to create a walled garden. There was one way in and no way out. Whilst this was secure, the system architecture (the way things were built), gave no opportunity for the data that was housed there for any other purpose. When we consider recruiting, this was principally the ATS (applicant tracking system). The early legacy ATSs were built for data storage and all applicant transactions needed to occur within the same single technology. The candidate journey bounced about from one web destination to another, requiring the creation of new accounts with each new technology and the requirement to duplicate the manual input of information multiple times. What might have started by clicking on a link from an e-mail, might take the prospective candidate to a job ad on a job board, which required a registration, only to be diverted to a career site to apply, and then an applicant tracking system to complete the application. The candidate had to do all the work and the technology operated in isolation with no digital communication between one tool and another. Jumping forward to 2016, the modern recruiter will use multiple sourcing tools and channels to lead or entice applicants to apply. Technology operating in isolation creates work and an unpleasant experience for the modern job seeker. It is no wonder that up to 70% of applicants who commenced applying for a job on-line abandoned the process before completing because it was just too complicated and confusing. The other complication was that whilst some enterprise ATSs might dominate the market (Taleo being the largest player), there are hundreds of different ATSs being used in the market, and each individual technology, although similar in design and purpose, has it’s own way of working.
  3. 3. 3RolePoint Inc. © 2016 Connect: A New Era for Talent Data “The modern recruiter will use multiple sourcing tools and channels to lead applicants to apply. Technology operating in isolation creates work and an unpleasant experience for the modern job seeker.” In this discussion paper we, aim to examine this technology environment, draw on comparisons from best practices in e-commerce and digital retail, and make recommendations for considerations regarding hiring online. The aim is to make things simpler and better for all the stakeholders in the recruiting chain, not least the recruiters and job seekers who are mostly impacted by these technologies. Whilst this is by no means a singular solution, we hope you find it useful. Bill Boorman RolePoint Lead Advisor
  4. 4. 4RolePoint Inc. © 2016 Connect: A New Era for Talent Data C O N N E C T : A N E W E R A F O R T A L E N T D A T A THE ATS MARKET It is increasingly common for the organizations to employ some level of ATS to process job applications. The ATS runs end to end and is where the applicant applies and their data resides. When we consider integrating recruiting technology, the ATS is almost always considered the final destination for data and the place where people apply. Our research revealed that the average recruiter used up 22 different tools and technologies when sourcing talent. Respected software research house Datanyze researched the ATS market by user companies in 2015. The methodology they applied to conduct this research was to interrogate the data behind the top career sites limited to those in the Alexa rankings for 1 million visitors, searching for instances of any ATS being attached. Datanyze found over 100 individual ATSs in play, with the market dominated by Taleo (owned by Oracle), with just over 32% of the market, iCIMS with 8.3%, Jobvite with 4.8% and SilkRoad with 4.5%. The full top 20 were: 1. Taleo 2. iCIMS 3. Jobvite 4. SilkRoad 5. Greenhouse 6. Jazz 7. UltiPro 8. Kenexa 9. Workable 10. Lever 11. Lumesse 12. SuccessFactors (SAP) 13. SmartRecruiters 14. Cornerstone On Demand 15. Applicant Pro 16. ADP 17. Recruiterbox 18. Workday Recruit 19. myStaffingPro 20. BambooHR Source: Datanyze: Recruitment Market Share in the Alexa Top 1M With such a fragmented market, the challenge faced when figuring out the digital job seeker workflow was how to connect other technologies with the ATS when there was no one-size-fits-all solution and when the ATS will be the final destination for the candidate data.
  5. 5. 5RolePoint Inc. © 2016 Connect: A New Era for Talent Data ATS where the candidates need to apply, without the need for any new sign in or duplication of information. At present, individual job boards would be required to integrate with each of the many ATS vendors one by one to provide a better experience for their users and prevent the high drop off rates that were prevalent. Taleo, 32.6% iCIMS, 8.3% Jobvite, 4.8% SilkRoad,4.5% Greenhouse, 3.6% Jazz, 3.3% UltiPro,3.3% Kenexa,3.2% Workable, 2.7% Lever,2.3% Lumesse,2.2% SuccessFactors,2.1% SmartRecruiters,1.8% Cornerstone On Demand,1.5% Applicant Pro,1.4% ADP, 1.4% Other,18.4% THE API APPROACH As technologies have evolved in all sectors, utilizing APIs is not a new challenge. In the same way as retail organizations needed to seamlessly link the check-out with the digital store, so too hiring companies needed to create a similar data flow from the job board or career site that hosts job listings to the Source: Datanyze: Recruitment Market Share in the Alexa Top 1M
  6. 6. 6RolePoint Inc. © 2016 Connect: A New Era for Talent Data S E C T I O N H E A D E R 6RolePoint Inc. © 2016 Connect: A New Era for Talent Data C O N N E C T : A N E W E R A F O R T A L E N T D A T A Integration, initially, was a cumbersome process because no two vendors are the same. Each has a different set of rules, requiring data to be presented in a different format. Despite campaigning by the HR Open Standards Consortium, there has been little change in this regard, with many ATS technologies requiring an entirely different set up. The solution to this from ATS vendors was to introduce APIs (application programming interface). An API is a set of routines, protocols, and tools for building software and applications. A good API makes it easier to develop a program by providing all the building blocks, which are then put together by the programmer, and is the most common way technology companies integrate with each other. APIs are one of the most common ways technology companies integrate with each other. Those that provide and use APIs are considered as being members of a business ecosystem. The APIs allow one platform, such as a job board, to deliver data to another (the ATS), without the need of a log in, whilst converting data formats to be compatible. This enables a job seeker to apply in one place and connect seamlessly from one destination to another, without needing to switch screens or start again. EMULATION VS INTEGRATION The short term fix for many technology companies was to build on the principle of emulation. Emulation is the practice of copying what is needed in one technology, and “pasting” the data file into another technology. This process is much the same as if the source of the data, such as a resume, was manually being inputted into the destination technology by a human. This has the benefit of enabling the job seeker to only input the data once in one place, for example, completing the application on a job board and uploading the resume or CV. The drop off rate reduces in this instance because the user is not required to change destination and the data provided is roughly translated to a format that can be received by the other technology..
  7. 7. 7RolePoint Inc. © 2016 Connect: A New Era for Talent Data7RolePoint Inc. © 2016 Connect: A New Era for Talent Data The downside of the commonly used emulation approach is that the technology is cumbersome to setup and maintain, and the resulting data flow is only one way (into the ATS). Whilst it is easier for the job seeker to move their data to the final destination in a seamless way, there is no flow of data out. OUT AS WELL AS IN By contrast, the integrated API approach makes the return flow of data out as simple as it is to get the data in, and this is the real appeal to job boards and other technology companies, because it becomes possible to fully attribute response and outcomes, because each applicant can be uniquely identified. With emulation, the job board follows the rules of the destination technology. With API integration, the job board or career site sets the rules as to data flow, creating a simple flow of data in and out. A good example of this would be a job seeker uploading their resume on a job board in response to a job listing and an apply button. The resume goes through a process of intelligent parsing to create the record within the ATS and because the engineers have done the hard part in creating the rules, enabling one technology to speak to other, users such as job boards can set the rules as to what happens. In this way, the job board can be notified of every change of candidate status, such as interviewed, rejected or hired. With the engineers doing the hard yards developing on the API of each individual ATS, integrations are enabled across a wide range of technologies following the same rules for data flow. These rules are known as protocols. For example, setting the protocol that if an applicant in the ATS originating from the job board gets hired, then the job board receives a notification of such.
  8. 8. 8RolePoint Inc. © 2016 Connect: A New Era for Talent Data C O N N E C T : A N E W E R A F O R T A L E N T D A T A MEANINGFUL METRICS Linking the ATS with the job board enables us to rethink the metrics that are important for attributing performance. This has deeper implications when considering the potential for progressing the job board pricing model to one of pay per performance from pay for post, which is an evolution from pay per application, “ which is increasingly being explored and adopted by job boards. What has been restricting the effectiveness of this has been accurate attribution. The research organization CareerXroads, who are seen as an authority for their annual source of hire report, have recently announced that they will stop issuing this research because of the lack of quality of raw data, which is impacted by largely relying on the memory of candidates or inconsistent methods of collection. Automating this process from apply (on the job board), to changes in the candidate status within the ATS will resolve this problem, providing consistent, accurate and real time data each time something happens, with each applicant tracked with a unique identifier that follows the candidate for their full lifetime within the ATS. By cleaning up tracking data, setting meaningful metrics around performance and adjusting rewards accordingly offers significant potential to job boards and career sites moving forward. “By joining up technologies through the use of intelligent APIs, we can begin to think of all the tech we use as one.”
  9. 9. 9RolePoint Inc. © 2016 Connect: A New Era for Talent Data THE CASE FOR COLLABORATION Moving on from the social and the mobile age (and ages last a short period of time these days), we can now consider ourselves to be entering the age of collaboration. Collaboration, in terms of the way we structure our workplace and collaborative in the technology we use. By joining up technologies through the use of intelligent APIs, we can begin to think of all the tech we use as one. For the job seeker we can provide a seamless experience, navigating easily from one digital destination to another, without the need of multiple sign-ins or requests for duplicate information. There will be less drop offs and a better candidate experience that makes sense. For hiring companies, they can properly understand where candidates come from and can attribute success accordingly. In this day and age, the full technology stack needs to communicate both ways, moving data in and data out in a simple way, avoiding duplicate processes. For job boards, this is a gateway to a whole new way of working where the users set the rules or protocols. API integration represents a new era of collaboration. CONCLUSION When examining the argument of whether to adopt open API integrations, it is easy to see the real benefit of being able to setup two way data flows. I hope you have found this discussion paper useful, and can see the benefits to everyone of an integrated ecosystem. Welcome to the collaborative age, where technology need not be strangers. Bill
  10. 10. 10RolePoint Inc. © 2016 Connect: A New Era for Talent Data C O N N E C T : A N E W E R A F O R T A L E N T D A T A N E X T S T E P . . . R O L E P O I N T . I O I N Q U I R I E S @ R O L E P O I N T . C O M a range of job boards, SaaS applications and Fortune 500 companies. Understanding that at the core of any successful applicant experience is simplicity, RolePoint Connect focuses on providing an engaging and frictionless technology for candidates and recruiters alike. For recruitment teams, RolePoint offers a comprehensive set of tools, enabling tracking, automation and recruitment intelligence for greater control and insight into sourcing within your organization. B I L L B O O R M A N The author, Bill Boorman, has over 30 years’ experience in and around recruiting. He has spent the last 3 years working with social recruiting technology start-ups on product and with corporate clients including Hard Rock Café, Oracle and the BBC to integrate social into their recruiting practices. Bill has also hosted recruiting events in over 30 countries worldwide. R O L E P O I N T RolePoint delivers connectivity solutions to CONTACT US TO FIND OUT MORE ABOUT ROLEPOINT AND ARRANGE A DEMONSTRATION
  12. 12. R O L E P O I N T . I O I N Q U I R I E S @ R O L E P O I N T . C O M