©2014 iCIMS Inc. All Rights Reserved.

5 Steps

BREAKING UPWith Your Recruitment

Software Provider

to Help You Win Over Key

Stakeholders and Switch to a

Talent Acquisition Software Suite

a Research eBook by:

HIRING INSIGHTS

©2014 iCIMS Inc. All Rights Reserved.BREAKING 1UP With Your RecruitmentSoftware Provider

WHY SWITCH?B2C technology trends in social media, mobile, and video have caused disruption in the talent acquisition market. Simply stated, the channels candidates now use to find out about jobs and apply for them have changed. These technology trends have put HR professionals in a place where they need to make a critical choice: select innovative solutions that can be integrated or go down the path of an ERP-based HR module or full suite HRIS.

While consolidation can sometimes be a good thing, recruiting tasks can be extremely specific in nature; therefore, recruiting technology should be built to make a recruiter’s job easier so that they can find and hire the best candidates efficiently.

Considering the importance of talent acquisition efforts toward the company’s success, recruiters need dedicated technology tools to expand your organization’s employment brand reach and connect with best-fit talent quickly.

In this eBook, iCIMS’ Hire Expectations Institute maps out five steps you should take to build a business case to switch talent acquisition technology providers.

Would you value a software suitefocused solely on Talent Acquisition?

68%

16% 16%

Yes No I don’t know

Source: iCIMS Hire Expectations Institute Proprietary Research.Based on surveys of more than 600 recruiters, 375 hiring managers, and an analysis of 400,000 jobs.

2©2014 iCIMS Inc. All Rights Reserved.BREAKING UP With Your Recruitment

Software Provider

STEP 1:

The first step, before researching different technologies and speaking with vendors, is defining the problems and challenges that need to be solved. For example, do you struggle with:

Write the top 5 problems that need to be solved within your organization on the right.

▪ A long and drawn out hiring process because you have too many candidates to screen, or not enough?

▪ A recruitment process that’s manual, labor intensive, unstructured, or all three?

▪ Limited employment brand awareness?

▪ EEO/OFCCP compliance?

DEFINE THE REAL PROBLEM

Distinguish the Symptoms from the DiseaseAutomating a bad process will not solve the problem.

TOP 5 RECRUITMENT PROBLEMS

1

2

3

4

5# Talent Acquisition Tip

3©2014 iCIMS Inc. All Rights Reserved.BREAKING UP With Your Recruitment

Software Provider

STEP 2:

The next step is to identify your talent acquisition goalsfor the next 6-12 months.

Write your organization‘s talent acquisition goals for the next 6-12 months on the right.

▪ Do you want to decrease turnover?

▪ Do you need to hire X number of peoplewithin a specific timeframe?

▪ Are you looking to expand your businessinto new locations?

▪ Do you want to super-charge your company’s employee referrals?

▪ Are you trying to improve key metrics like time-to-fill, cost-per-hire, etc.?

DEFINE YOUR GOALS

80% of hiring managers and 84% of recruiters agreethat hiring the right people is the key to a company’s success.

GOALS FOR THE NEXT6–12 MONTHS

1

2

3

4

5# Talent Acquisition Tip

Source: iCIMS Hire Expectations Institute Proprietary Research.Based on surveys of more than 600 recruiters, 375 hiring managers, and an analysis of 400,000 jobs.

4©2014 iCIMS Inc. All Rights Reserved.BREAKING UP With Your Recruitment

Software Provider

STEP 3: RESEARCH THE MARKETPLACEIdentify What Solutions Are Necessary to Achieve Your GoalsOnce you've identified your goals, you can determine which technology solution(s) will best support the achievement ofthose goals. For example:

GOAL SOLUTION

Improve Quality of Hire

Close Hard-to-Fill Positions

Reduce Paper & Mailing Costs

Standardize the Recruitment Process

Improve the Candidate Experience/Increase Number of Applicants

Automated Screening- Screening Questions- Video Screening Tools

Recruitment Marketing Automation- Build Talent Pools- Candidate Relationship Management (CRM)

Electronic Forms

Configurable Candidate Management Workflows

- Simple Application Process with Social Media Profiles- Mobile-optimized Career Portals

- Recruitment Marketing

123

WHAT IS “RECRUITMENT MARKETING?”Recruitment Marketing is a strategic process that involves automating job board distribution, social recruiting, search engine optimization (SEO), & employment branding tactics that target and attract top talent.

5©2014 iCIMS Inc. All Rights Reserved.BREAKING UP With Your Recruitment

Software Provider

STEP 3: RESEARCH THE MARKETPLACE continued

What to Look for in a VendorNot all companies are alike, especially when it comes to the customer experience. Given that hiring the right people is a huge contributor towards a company’s success, your talent acquisition provider should be a true partner that offers the following benefits:

Pure SaaS. With Pure SaaS providers, all clients run the same version of the software, which is highly configurable and upgraded by the solution provider at routine intervals. There is no need for costly or time-consuming custom coding and implementations are usually swift and relatively painless.

Expertise. Talent acquisition is the most dynamic aspect of Human Capital Management (HCM), and the software should be designed by experts in your field, rather than a solution created as an “add-on” module.  

Innovation. Truly effective pre-hire solutions need to leverage the latest social and mobile functionality to compete in what is an extremely vast, fast-paced,and uncontrollable external candidate landscape. The technologies used in the external candidate world evolve at a rate that only a dedicated, Pure SaaS provider can keep up with.

Customer Service. Big-time HCM and ERP suite vendors have a lot on their plates. The bigger the company gets, the less likely it is that end users receive quality support, regular product updates, responsive invoicing, and other services that need to be agile in order to improve your

day-to-day operations.

Real Integration. While companies often think they can overcome their integration challenges

by investing in just one provider, a “full suite” might actually be built upon four or five different platforms.

Truly integrated products that work well together are designed to do that from the get-go.

Did you know? 45% of our clients

made the switch to iCIMS because

of customer service.

# Talent Acquisition Tip

SOFTWARE COMPARISON SITES

Software Advice

G2 Crowd

Find Your Cloud

Capterra

6©2014 iCIMS Inc. All Rights Reserved.BREAKING UP With Your Recruitment

Software Provider

STEP 4:

▪ Your Boss

▪ Senior Executives

▪ Potential Users

BUILD AN INTERNAL BUSINESS CASE

▪ IT Department

▪ Hiring Managers

▪ Procurement

KEY STAKEHOLDERS & INFLUENCERSStakeholder:

Points of Interest:

Objections to Change:

Stakeholder:

Points of Interest:

Objections to Change:

Stakeholder:

Points of Interest:

Objections to Change:

Stakeholder:

Points of Interest:

Objections to Change:

Stakeholder:

Points of Interest:

Objections to Change:

Whose Buy-In Do You Need? How Do You Secure It? Identify who you will need to have on your side. These are the key stakeholders who will either help your project succeed or hinder its progress. This list could include:

▪ Who has the most clout?

▪ Does the proposed solution make their job easier? Harder? No change?

▪ What information would this personfind most important?

▪ What is the best way to communicate to this person?

▪ Who will likely promote the project?Who will likely derail it?

Then, discover how the proposed solution will impact each stakeholder and vice versa. For example, begin to analyze:

7©2014 iCIMS Inc. All Rights Reserved.BREAKING UP With Your Recruitment

Software Provider

STEP 5: PRESENT YOUR BUSINESS CASEWhat to Include in Your Presentation When it’s time to present, ensure that your business case answers key topics like:

Background▪ Highlight problems with the current process and how

those problems hinder the company. Refer to the goals you identified in Step 2.

Top Vendor Contender(s) ▪ Features▪ Benefits▪ ROI (qualitative and quantitative)

Risk Assessment & Mitigation▪ Use your analysis from Step 4 to address and eliminate

any concerns that key stakeholdersmay have.

Conclusion and Setting Expectations▪ Technical documentation▪ Price▪ Implementation timeline

Need help preparing your business case?Download our easy-to-use template.

8©2014 iCIMS Inc. All Rights Reserved.BREAKING UP With Your Recruitment

Software Provider

YOU ARE NOT ALONECompanies have identified that their current processes will not be enough to carry them through the 21st century. We live in a fast-paced global economy where technological innovation has made nearly constant change inevitable. When we talk about talent acquisition today, we use phrases and concepts that weren’t part of our industry’s lexicon just a few years ago: mobile, SEO, video interviewing, social media, and talent networks. Savvy, innovative organizations realize that they must keep up with evolving trends if they want to come out ahead in the war for top talent. Only a dedicated Talent Acquisition Suite is able to keep your company's recruitment efforts ahead of the curve.

Did you know? Of all current iCIMS customersthat switched from a previous system, 78%came from ERP or HCM/HRIS suite providers.

# Talent Acquisition Tip

Recruitment Solution Usage by TypeiCIMS is the second largest applicanttracking system provider in the industry.

Source: Based on an analysis of 88,000 USA-Based company career sites.

Oracle/TaleoiCIMSADPSilkRoadKenexaHealthcareSourceJobviteSuccessFactorsPeopleClick

23.9%9.6%9.6%6.5%5.9%5.2%3.8%2.9%1.9%

44%

34%

22%

Homegrown ATS

No ATS

ATS Vendor

BREAKING UP With Your RecruitmentSoftware Provider

FINAL THOUGHTSAlthough it may seem obvious that a change is needed, anyproject that requires buy-in across an organization can encounter roadblocks. That's why we created a step-by-step guide on howto prepare and win over key stakeholders to prepare you to meet these potential challenges head on.

iCIMS is the leading provider of talent acquisition solutions that help businesses win the war for top talent. iCIMS empowers companies to manage their entire hiring process within the industry’s most robust Platform-as-a-Service (PaaS). Built on the foundation of a best-to-market talent acquisition software suite, iCIMS’ PaaS framework, UNIFi, allows employers to expand the capabilities of their core talent acquisition technology by integrating with the largest partner ecosystem in talent acquisition to help them attract, find, screen, and manage candidates. Offering scalable, easy-to-use solutions that are backed by award-winning customer service, iCIMS supports more than 3,200 contracted customers and is one of the largest and fastest-growing talent acquisition solution providers.

To learn more about theiCIMS Talent Platform,call 1-800-889-4422 or

take a look at our demo:

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For best practice insight andproprietary research, please visit the

iCIMS Hire Expectations Institute™ website:

9©2014 iCIMS Inc. All Rights Reserved.

HIRING INSIGHTS