TAILIEUCHUNG - Applicant Tracking, or…Candidate Management?
The recruitment technology marketplace has undergone a significant revolution during the past 24-36 months. The first phase of this revolution was the automation of manually-intensive, paper based processes through the use of document scanning and back-office, applicant tracking databases. | Applicant Tracking Management The Market has Changed The recruitment technology marketplace has undergone a significant revolution during the past 24-36 months. The first phase of this revolution was the automation of manually-intensive paper based processes through the use of document scanning and back-office applicant tracking databases. These systems SkillSet Restrac Resumix were the primary players were generally enterprise-wide in nature residing on the Corporate computing infrastructure. Efficiency gains were great but almost exclusively internally focused eliminating high transaction volumes and providing for faster decision making. The second phase of the revolution provided for the integration of these applicant tracking databases with the web. During this period we witnessed the explosion of the web as the dominant channel source tool what have you for finding a job or finding candidates. Over 40 000 sites emerged as players in the recruitment market space with offerings ranging from pure job posting and resume collection to pay-for-referral sites online headhunters and more. The ability to apply online to job postings became the norm and a large number of start up firms entered the market to help companies integrate their Corporate websites with their existing applicant tracking systems. The traditional applicant tracking companies began changing their business models to focus on the web as the medium for delivering what now has become a service . Some companies even began offering applicant tracking as a free element in an overall approach to managing sourcing and candidate flow with a shift to offering tools and services that allow the recruiter to source candidates effectively via the web. The web crosses all sources campus to headhunters entry-level to executive. The three companies mentioned above were all slow to respond to this dramatic shift all being saddled with managing service and support of legacy enterprise systems while .
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