The Risks of Outdated Recruiting Technology

If it’s not broken, don’t fix it, right? Wrong! How often do you feel that you miss out on great candidates because you couldn’t move fast enough or always feel a step behind? Do usability, workarounds, or lack of vendor support with your outdated recruiting software cause frustration to you, your team, and candidates? Is your team experiencing low productivity due to unreliable software performance? If you answered yes to any of these questions, you are showing signs of suffering from “old system fatigue”!

Let’s face it, the pace of recruiting change is accelerating. Competition for the right talent is furious. And ‘talent’ no longer means what it did ten years ago; many of the positions, skills and type of work, require different tools and workflows for attracting, engaging and hiring the best.

Today’s reality
Within the market today numerous companies are using older, outdated recruiting platforms. Often, we hear from end users who are frustrated and feel defeated. They’re faced with having to accept outdated technology as their company is too complicated, too big, too busy, or waiting on the “next version” hoping for better features or equivalent technology—and we know that this may never materialize.

Deficiencies associated with a lackluster or dated ATS will always impede the effectiveness of the other solutions within a talent platform, such as a Talent CRM or career website builder because of its foundational role in the hiring process. Conversely, the stronger one’s core, the more quickly the organization can adapt to shifting talent demands while ensuring seamless experiences for all users.

Breaking up, as they say, is hard to do
Maybe you and your vendor started off strong, but you’re beginning to feel that the honeymoon/marriage phase is over. It would be hard to envision a normal, rational TA executive replacing their existing “outdated” recruiting technology without an examination of alternatives. Talent acquisition teams need unified tools that bring agility and enhance recruiting performance to stay proactive, competitive, and engaged with their valuable talent pools.

So let’s sit back, take stock, and consider just what you may need to make the right choice for a next generation recruiting platform.

The Core of a Modern Talent Platform

1. The software is intuitive, functioning like a “behind-the-scenes” assistant through intelligent automation and AI.
2. Technology takes over the most time-consuming, low-value tasks.
3. The platform architecture anticipates future needs.
4. AI-driven recruiting solutions are built natively within the existing architecture.

Thoughts for leaders

The time is now.
This isn’t about a “kick the can” initiative – recruiting change is already happening and accelerating – make your move now.

‘No regrets’ moves.
Your next recruiting platform isn’t a fixed destination. It must provide for a future-proof future, rather that static, future. Make ‘no regrets’ moves.

Make a bigger leap.
Don’t be constrained by your current starting point. Find the team and platform who will help support your vision today and tomorrow.

Own the automation and workflow agenda.
Workflow Automation and Artificial Intelligence (AI) will affect every level of the TA business. It’s the way forward with thoughtful execution – always remember we are in the people business. So, always people first.

With the right tools, recruiting teams can make great hires that drive business growth.

For more information, check out our eBook: How Strong is your Core