Everything you need to know from HR Tech 2018

10.02.2018 / Eric Holwell

Everything you need to know from HR Tech 2018
 
 

Every year we go to HR Tech in Las Vegas.
 

Why?

 

We build talent attraction programs (super smart talent attraction programs) for large growing companies all around the world. In doing so, we engage with numerous technology suppliers to help solve our clients’ biggest talent acquisition challenges.
 

We are also technology agnostic. What does that mean? It means we know what we are good at, which is media (advertising) and creative (employer branding). We specialize and absolutely thrive in these things by hiring the best people in recruitment advertising, but we can’t do these things without good tech. Technology companies are extremely good at their jobs, whether it be a CRM, open web sourcing tool, or chatbot, and we like to partner with the best of the best because it’s what they specialize in. In a crowded marketplace, our clients win when they have a choice in the technology that best fits their needs and budgets.
 

What technologies make up the recruitment advertising ecosystem? I’ll tell you.
 
 

Media:

 

Technology powers job distribution, programmatic media buying, tracking and data capture to name a few. These are some of the essential tools needed for modern recruitment advertising campaigns.
 

Appcast, Joveo, PandoLogic and JobAdX are a few programmatic software technologies that enable media buyers to run data-driven media campaigns with real-time performance optimization.
 

There are more tracking technologies to name. But more importantly, just about every career site, job board, CRM and ATS offer tracking from basic to advanced levels. We couple their tracking capabilities with our media tags to get a full line of sight into the recruitment marketing funnel.
 
 

Employer Brand:

 

Perceptions of your company are not created with just pretty images and motivational taglines. The candidate user experience (UX) can significantly impact your brand, which comes down to the technology stack that guides a candidate from a job ad to the application to an interview and finally the offer. Career site, CRM and ATS suppliers like Avature, Phenom People, Smashfly, gr8People, and iCIMS are constantly unveiling new features to ensure your candidates can easily search for a job, join a talent community or apply for a job.
 

Some career site platforms will serve highly relevant jobs to returning visitors with job search data from their last session. Just about every CRM and ATS provider has an API that helps companies integrate with other technologies for a seamless UX.
 

Other technologies can help with daily routines, like writing a job description. Textio, for example, can tell you if there is a better (or less biased) way to describe a sales manager job with their augmented writing platform. Mya can help you automatically screen and schedule candidate interviews at scale.
 
 

Sourcing and Referrals:

 

Some of the most interesting technology developments are those that help source candidates across the entire web. Companies like Hiring Solved, Entelo and Arya have large Data Scientist teams that build tools that can automatically match your jobs with highly qualified people not using job boards. And we can’t forget about LinkedIn and the 500 million people that companies can tap into through a variety of their talent solutions. CareerBuilder also built a unique tool called Talent Discovery where you can run sourcing workflows through one platform.
 

RolePoint and companies like them turn your Employee Referral Programs into a technology oasis of referring friends through automation and ATS integrations to help track and organize your referral program with ease.
 
 

Chat Engines:

 

Chat engines are the new shiny object for talent attraction. Why? Well for one, they demo extremely well and probably have the most tangible form of AI that you can visibly see while sipping a coffee. Olivia, AllyO, Mya and Wade & Wendy will help your candidates get answers to questions as they search or apply for a job, which can improve your visit to apply conversion rates.
 
 

Diversity:

 

Even diversity initiatives can be accomplished with advanced technology. In fact, the winner of HR Tech’s first annual startup Pitchfest was Blendoor, a new company that uses augmented intelligence and people analytics to help employers hire a more diverse workforce.
 
 

This is a short list of the full ecosystem that makes up recruitment marketing, and it’s only growing. New innovations in machine learning and artificial intelligence (AI) are only making these tools smarter and particularly efficient. Our experience in working with these suppliers make us and our clients better at talent attraction.
 

Are you considering new technology? Contact us if you want to have a discussion around the right tech stack for your own program, or to pick our brains on what has worked well and what still needs to be proven.