This document discusses reimagining technology to enable talent acquisition. It outlines moving from significant complexity and tribal knowledge to flexibility and speed by supporting core business processes through a single talent acquisition system. The document recommends following four steps: 1) Know the problem you're solving 2) Identify the customer 3) Think outside the box 4) Experiment once you have a foundation. It also lists emerging technologies and trends in talent acquisition to watch.

1. 6/28/2017
1
Nick Mailey
June 28, 2017
Reimagine Technology
That Enables Talent
Acquisition
2
Born in
the cloud
The experience you want is within your grasp!
MARKET IMPLICATIONS CONSUMER EXPECTATIONS
Data–driven
innovations
Cloud
Data Predict, delight & accelerate!Predict, delight & accelerate!Predict, delight & accelerate!
Optimized offerings through the cloudOptimized offerings through the cloudOptimized offerings through the cloud

2. 6/28/2017
2
3
Sorry, there is
no magic bullet
solution.
But these 4
steps will help,
I promise.

3. 6/28/2017
3
5
FROM TO
Significant complexity & tribal knowledge Flexibility & Speed
TA systems don’t support core TA business
processes
TA systems support and accelerate TA business
processes
Many Quickbases with sensitive data are
needed to fill gaps in ATS
No need for Quickbases with sensitive data
Impossible to get accurate data an insights
because so much data is stored outside the
ATS (in other vendor systems or Quickbase)
Since source of truth for TA data that provides
business leaders and TA leaders with the insights to
make good decisions
ATS doesn’t support our business processes, leading to:
• Too many vendors, too many unstable integrations
• Inability to provide accurate data and reporting
• Wasted time and money on manual workarounds
ATS supports our business processes, allowing for:
• Data is in one place so we can provide accurate reporting
• Less integrations to support/maintain
1) Know the problem you’re solving
Movement
6
2) Identify the customer
Show-Stoppers
Compliance
Performance
Security
Scale Cost of
Ownership
Usability Extensibility
&
Flexibility

4. 6/28/2017
4
7
3) Think outside the box
Candidate Experience:
Applicant Apply
Application Onboarding Application
Hiring Manager Experience:
Requisition
Application Interview
Team Application
Candidate Experience
Data WarehouseData Warehouse
Apply ProcessApply Process AssessmentAssessment
Req.
Creation
Req.
Creation
OnboardingOnboarding
CUSTOMER LAYER
Hiring Manager
ATS/CRM
PLATFORM
Partners/ Back office Operations:
ATS, CRM, Marketing
Automation, BI, etc..
What is the level of investment your
partner makes in their Platform?
8
4) Experiment once you have a foundation
Candidate Experience
Data WarehouseData Warehouse
Apply ProcessApply Process AssessmentAssessment
Req.
Creation
Req.
Creation
OnboardingOnboarding
CUSTOMER LAYER
Hiring Manager
Emerging technology
Predictive Assessments
Artificial Intelligence

5. 6/28/2017
5
What business need are you solving?
Will the investment accelerate your business?
Will your team adopt?
William Tincup
Tech & Trends To
Watch

6. 6/28/2017
6
11
Candidate Assessment

7. 6/28/2017
7
13
Artic Shores
• arcticshores.com
• @arctic_shores
14
PredictiveHire
• predictivehire.com
• @predictive_hire

8. 6/28/2017
8
Candidate
Communication
16
BetterCompany
• bettercompany.com
• @bettercompany

9. 6/28/2017
9
17
TextRecruit
• textrecruit.com
• @textrecruit
Candidate Matching

10. 6/28/2017
10
Blendoor
• blendoor.com
• @blendoor
20
WorkShape
• workshape.io
• @workshape_io

11. 6/28/2017
11
Employee Referrals
22
Simppler
• simppler.com
• @simppler

12. 6/28/2017
12
23
Teamable
• teamable.com
• @teamableme
Recruitment Marketing

13. 6/28/2017
13
25
Symphony Talent
• symphonytalent.com
• @symphonytalent_
26
VideoMyJob
• videomyjob.com
• @videomyjob

14. 6/28/2017
14
Screening
Screening
28
TechScreen
• techscreen.com
• @techscreen1

15. 6/28/2017
15
29
eTeki
• eteki.com
• @eteki_Inc
Sourcing

16. 6/28/2017
16
31
AmazingHiring
• amazinghiring.com
• @amazinghiring
32
Ideal
• ideal.com
• @ideal

17. 6/28/2017
17
Trends
34
Speed
• How fast do you get the technology?
• No more implementations.
Predictive
• Does the technology provide recommendation
engines?
• No more dumb databases.
Reflective
• Does the technology tell you what just
happened?
• Again, no more dumb databases.
Connectivity
• Can data easily flow to and from the
application?
• Insight from “big data” doesn’t exist without
application connectivity.
Training
• Is training built into the application?
• Is training personalized to the user?
Responsive
• Is the technology easy to access from, well,
everywhere?
• As a user, the tech should fit me.
Adaptable
• Does the technology make recommendations
to improve my process?
• Process eats software for breakfast.
Modeling
• Does the technology have a sandbox where I
can play?
• Current state versus future state.
Ratings
• Can I easily understand user sentiment?
• Technology value derives from usage, usage
derives from love. No love, no value.
Cleansing
• Does the technology make recommendations
on how to cleanse my data?
• No one likes dirty data.

18. 6/28/2017
18
Questions?
Thank you!
36
William is the President of RecruitingDaily. At the
intersection of HR and technology, he’s a writer,
speaker, advisor, consultant, investor, storyteller &
teacher. He’s written over 200 HR articles, spoken at
over 150 HR & recruiting conferences and he’s
conducted over 1000 HR podcasts. William prides
himself on being easy to find on The Internet, Google
him and connect with him via Twitter, Facebook,
Instagram and LinkedIn.
William serves on the Board of Advisors for Brazen,
hirepool, Talentegy, Wellocity, GlitchPath, Talent Ninja,
Universum Americas, Engagedly, Echovate,
VibeCatch, Continu, Hyphen, Bevy, Happie,
RolePoint, Causecast, Work4, Talent Tech Labs, and
SmartRecruiters. He was previously an advisor to
PeopleMatter (sold to Snagajob Q2 2016), Good.co
(sold to StepStone Q1 2016) Smarterer (sold to
Pluralsight Q4 2014) and a board member of Chequed
(merged to create OutMatch Q3 2015).
William is a graduate of the University of Alabama of
Birmingham with a BA in Art History. He also earned
an MA in American Indian Studies from the University
of Arizona and an MBA from Case Western Reserve
University.
William Tincup, SPHR, SHRM SCP
President
RecruitingDaily
Email = tincup@recruitingdaily.com
Mobile = 469-371-7050
Twitter = @williamtincup
Instagram = @williamtincup
LinkedIn = linkedin.com/in/tincup
Facebook = facebook.com/tincup
Skype = williamtincup