Why Enterprise HCM and HRIS Can’t Effectively Support Talent Acquisition

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HR professionals know that one of the most important aspects of their job is finding the right candidate for an open position. With the vast pool of potential candidates, it can be difficult to identify the most qualified individuals. However, by utilizing an HRIS overlay, HR professionals can more easily identify potential candidates. So why can’t enterprise HCM and HRIS effectively support Talent Acquisition?

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Why HCM Doesn’t Work for Recruitment

Most HCM systems weren’t designed with recruiting in mind. They’re built to track employee data and usually lack many of the essential features for an effective recruiting process. Most come with an included recruitment module, but it’s often an afterthought with is clunky, hard to use, and does a poor job for talant acquistion purposes.

An ATS can also help you to automate repetitive tasks like emailing candidates and scheduling interviews, freeing up your time to focus on more strategic tasks. In short, an ATS can help you to streamline your recruiting process and improve your candidate experience. If you’re looking for a way to take your recruiting to the next level, an ATS is a great solution.

Companies choose to go with HCMs for recruitment in order to have all HR technology on the same system, as well as complete and accurate data across the organization. However, Talent Acquisition platforms that focus exclusively on recruiting and Talent Acquisition software may be a better choice. This is because Talent Acquisition platforms are solely dedicated to recruiting, making them more efficient and effective in Talent Acquisition than HCMs.

In addition, Talent Acquisition platforms often have more features and integrations specifically tailored to talent recruitment, giving companies an edge in attracting top talent. Overall, companies should carefully consider their needs before choosing an HCM or Talent Acquisition platform for recruitment.

Human resources is a broad field that encompasses many different aspects of talent management, from benefits administration to payroll processing. While all these functions are critical to any HR department’s success, we believe Talent Acquisition deserves special attention. After all, without talented employees, everything else falls by the wayside. That’s why we’ve focused our efforts on perfecting our recruiting software. We believe that if you’re going to do something, you should do it with precision and focus.

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Why Choose Purpose-Built AI-Powered Recruitment Software that Works with your HCM or HRIS?

An HRIS overlay is a data management tool that allows HR professionals to view candidate information in one centralized location. This makes it easier to compare candidates and identify the best fit for an open position. By utilizing an HRIS overlay, HR professionals can save time and ensure that they are making the best possible hiring decisions. One of the most important things to consider when choosing an applicant tracking system is whether it offers the needed features.

Here are 7 ways to determine if the recruitment module of your HCM or HRIS will work for Talent Acquisition:

  1. Import/export capabilities: Can you easily upload and download data? This is important if you want to avoid having to enter data manually.
  2. Universal search: Being able to search for candidates by any piece of information (such as name, skills, experience, etc.) can save you a lot of time.
  3. Tags: The ability to tag candidates with your own custom labels can be extremely helpful in organizing your data.
  4. Integrations: We all have many systems in our tech stack, and it can be very useful to have an applicant tracking system that integrates with those.
  5. Collaboration: Collaborating with others on recruitment can be crucial, especially if you’re working with a team.
  6. Customization: Customizing the applicant tracking system to your specific needs can significantly improve efficiency and effectiveness.
  7. HRIS overlay: An HRIS overlay is a feature that allows you to view your applicant tracking system data in conjunction with your HRIS data.

Dedicated Talent Acquisition Software: Why?

Organizations often wonder why they should use dedicated recruiting software when their human capital management (HCM) system includes an applicant tracking system (ATS). We’ll explore the key differences between HCMs and dedicated talent platforms, the benefits of choosing one over another, and why they may be more simpatico than you think.

Organizations often wonder why they should use dedicated recruiting software when their human capital management (HCM) system includes an applicant tracking system (ATS). We've got answers. Click To Tweet

An applicant tracking system (ATS) is a software program that helps handle a company’s recruitment needs. It can be used to post job openings on various job boards, screen resumes, track applicants through the hiring process, and even store employee records. However, an ATS is just one part of an HCM system.

An HCM system is a much broader tool designed to help manage all aspects of an organization’s human capital, from pre-hire to post-retirement. In addition to an ATS, an HCM system includes tools for payroll, benefits administration, performance management, and more. As such, it’s generally much more comprehensive (and expensive) than a dedicated recruiting platform.

So why would an organization choose to use dedicated recruiting software instead of using the ATS within their HCM system? There are several reasons:

Many organizations choose dedicated recruiting software over a human capital management (HCM) system with a built-in applicant tracking system (ATS). While both types of systems can help with recruitment needs, dedicated recruiting software may offer more benefits. For example, dedicated recruiting software may be more user-friendly and offer more features than an HCM with an ATS.

Additionally, dedicated recruiting software may be better equipped to handle the specific needs of recruitment, such as sourcing and tracking candidates. Ultimately, deciding which type of system to use depends on the organization’s specific needs. However, dedicated recruiting software may be the best choice for organizations that want to streamline their recruitment process and improve their candidate experience.

MojoHire is the solution for anyone who needs a more effective recruiting platform to complement their HCM. It works with your HCM to provide a complete picture of your workforce and talent needs. With its focus on attracting, engaging, hiring, and advancing talent, MojoHire has everything you need to build and manage your workforce. From the ATS to video interviewing software and offer management, the Talent Cloud is your one-stop solution for recruiting and talent management.

An HCM is like a well-oiled machine. It works with your company’s existing HR structure to provide a more efficient way of handling HR-related tasks. Imagine your HCM as an automobile. Each of the parts are areas of HR, including payroll, time management, benefits, etc. One of those parts is the engine, which is the recruiting function. A lot goes into making the engine run well, including sourcing job seekers, vetting candidates, and promoting internally. Those are your gasoline and oil. The goal of an HCM is to make it easier for you to manage all of this by providing a centralized platform for these different HR functions.
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Don’t Replace Your Effective HCM, Add To It

MojoHire works with your HCM or HRIS to provide a self-contained recruiting ecosystem. All your recruiting software is housed in one place, making it easy to keep track of your progress and manage your workflow. MojoHire also plugs directly into your HCM or HRIS, allowing it to operate as part of a larger unit. This makes it easy to integrate MojoHire into your existing system and keep your recruitment process running smoothly.

A talent platform works with your HCM to give you an award-winning candidate experience and user experience you won’t get with a traditional HCM. Our talent platform is specifically designed to make it easy for candidates to apply for jobs and for HR professionals to find and manage candidates. We’ve won awards for our user-friendly interface and powerful features, and we’re constantly innovating to ensure our users have the best experience possible. If you’re looking for a better way to manage your talent, talk to us about how we can help.

We purpose-built our recruiting software to make recruiting simpler, more efficient, and more effective. We wanted to create a platform that would be easy for anyone to use, whether you’re a candidate, recruiter, system admin, or hiring manager. And because we know that everyone has different needs and preferences, we made the UX highly configurable. You can organize your workflows and dashboards in whatever way works best for you. This way, you can spend less time struggling with the technology and more time focused on what’s really important: finding the best candidates and filling open positions.

The best technologies are purpose-built and make life simpler, not more complicated. We’re proud that MojoHire is used by teams worldwide for the least complicated reason in the world: it’s easy to use, and it simply works. The Talent Cloud is purpose-built for recruitment, focusing on delivering a quality, flexible user experience. It’s engineered to be highly configurable to meet the unique needs of any organization yet is still easy to use. And because it’s built on an open platform, it integrates seamlessly with other systems. As a result, MojoHire provides recruiters with a unified view of all their candidates, making it easy to find the best talent.

Asking a vendor if their Human Capital Management platform includes an Applicant Tracking System is like asking a kid if Santa Claus is coming to visit on Christmas Eve. Most of them will respond with an emphatic, “Yes!” That answer brings most people a sense of relief. Unfortunately, the data demonstrate that sense of relief won’t last long. HCMs simply can’t meet all the requirements for recruiting software. They weren’t designed for it, and they don’t have the functionality. Even the most expensive and feature-rich HCMs fall short regarding recruiting. That’s why it’s important to consider other options when you’re looking for recruiting software. There are many great options out there that were specifically designed to meet the needs of recruiting teams. With so many great options available, there’s no need to settle for an HCM that falls short.

The deployment of cloud-based Human Capital Management suites is on the rise, as more and more enterprises recognize the benefits of moving HR and talent management to the cloud. However, according to Gartner’s 2019 Hype Cycle for HCM Technology, by 2020, 30% of global enterprises will have invested in a cloud-deployed HCM suite but will still need to source 20-30% of their requirements via point solutions.

According to Gartner’s 2019 Hype Cycle for HCM Technology, by 2020, 30% of global enterprises will have invested in a cloud-deployed HCM suite but will still need to source 20-30% of their requirements via point solutions. Click To Tweet

The main reason for this is that not all HR functions can be easily moved to the cloud, and some may require using on-premises software or even manual processes. However, as the benefits of cloud-based HCM suites continue to be proven, it is likely that more and more enterprises will make the switch in the coming years.

The applicant tracking system is one area where the all-in-one HCM solution just doesn’t work as fast as recruiters NEED it to.

Issues with the built-in ATS in HCM platforms

Many organizations make the mistake of using a generic, built-in applicant tracking system (ATS) to manage their recruitment. This can be a costly mistake for several reasons. First, HCMs are not designed for recruiting or talent acquisition; you will likely waste time trying to get the inflexible ATS to work for you. Second, HCM vendors are generalists; without support from staffing industry experts, you could be opening yourself up to the ever-changing legalities around hiring. Finally, an HCM’s out-of-the-box ATS has limited functionality; the HCM struggles to evolve at the rate your recruiting needs do. In order to avoid these mistakes, it is important to partner with a staffing agency that specializes in recruiting and can provide the expert support you need.

There are a few popular HR management systems built specifically for enterprise, and many organizations assume that using the built-in ATS will be the simplest way to manage their hiring. However, this could lead to costly problems down the road.

By 2025, 60% of enterprises will invest in an HCM for HR and talent management, but 20-30% of their HCM requirements will still need to be sourced from other solutions due to functionality gaps. This is because the large enterprise ATS modules don’t have all the features that organizations need to hire effectively.

For example, it may lack Boolean search capabilities, which are essential for sourcing candidates. As a result, organizations that rely solely on the ATS module within Workday for example, could find themselves at a disadvantage when trying to hire top talent. It’s important to consider all your options before investing in an ATS and to ensure that the system you choose will meet your organization’s needs.
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Integrating Agility into Your Talent Function

Most enterprises aren’t, especially regarding keeping up with hiring at scale. Agile integration is a key element of a successful ATS strategy. Rather than using the limited ATS options available in an HCM, an agile integration enables you to use complementary systems. The agile approach is different than the costly custom integrations you may have used before. Those integrations require in-house developer hours and are built from scratch. With agile, you have a flexible system built on easily configured interfaces. An agile integration provides many benefits, including the ability to add new features and functionality, lower costs quickly, and improved user adoption. When it comes to your ATS strategy, an agile integration is the way to go.

The agile integration method provides the benefits of flexibility, scalability, and accuracy. Pre-built applicant tracking software integrations allow organizations to flex to changing needs by using validated tools that meet predefined standards.

When a framework is in place, you can put applications to work sooner and trust that ATS integrations are scalable and closely monitored. An automated data feed built with advanced APIs reduces the effort to enter employee data or switch between disparate applications manually. It also reduces the risks of human error that come with manual data transfers. Rather than being an afterthought, a capability-rich ATS is built with integration in mind.

MojoHire technology is based on years of data and experience in the recruitment industry. This allows us to provide a superior product tailored to our clients’ specific needs. In addition, our focus on recruitment and hiring allows us to provide a higher level of customer service. We are able to provide our clients with a dedicated team of experts who can help them with all aspects of their hiring process. As a result, our clients can achieve their desired results in a shorter period.

Making the Business Case for a Dedicated, Integrated ATS

As the saying goes, HR is people business. So when it comes to HR technology, the tools you adopt should make it easier for you to manage your most important asset: your employees. An ATS is one tool that can profoundly impact how efficiently and effectively your HR team works. But with so many options on the market, how can you be sure you’re choosing the right one? Enter the business case. A well-crafted business case will help you evaluate options, make a strong case to senior leadership, and ultimately adopt the ATS that best meets your organization’s needs. When developing your business case, consider the following four stages:

  1. Define your needs: What specific problems are you trying to solve with an ATS? Do you need to improve compliance? Increase efficiency? Or both? Start by taking a close look at your current process and identifying areas for improvement.
  2. Research your options: Once you know what you need, it’s time to evaluate your options. When comparing ATS vendors, consider features, price, customer support, and integration capabilities.
  3. Build your case: Once you clearly understand the problem or opportunity and have gathered relevant data, it’s time to evaluate different HRIS options. Consider factors such as functionality, price, vendor support, and integration with other systems.
  4. Make your case: This is where you’ll compile all of the information you’ve gathered and make a recommendation to senior leadership on which HRIS to implement. Be sure to clearly articulate the benefits of your chosen HRIS and how it will help your organization meet its goals.

Build Your Business Case for Mojo

In order to build a business case for a focused ATS, it is important to understand the value of agile integration. Agile integration allows for seamless connectivity between your HR team’s systems to succeed. This modern approach to applicant tracking software allows you to integrate specialized tools, services, and innovations without disrupting larger HR operations or IT priorities. As a result, agile integration provides the top-tier applicant tracking system you need and integrates it with your other specialized HR platforms. This approach enables you to manage your workforce expertly and efficiently.

When it comes to human capital management (HCM), there is no one-size-fits-all solution. Every company has unique hiring needs, and no single HCM system will excel in every area. However, you can have the best of all worlds with a versatile tech stack that includes applicant tracking software (ATS) that fits your company’s specific needs. We’re not yet another platform added to an ever-growing HR tech stack. We’re a system that sits on top of your existing technologies, allowing you to get the most from platforms you’ve already invested in. We make your systems work.

Mojo Makes Recruiting Efforts Agile

Hiring is a complex process, and knowing where to spend your time and budget best can be difficult. However, by understanding the most impactful metrics and industry averages, you can avoid common productivity bottlenecks and make informed decisions about where to allocate your resources. For instance, did you know that the average time to fill a position has increased by 17% over the last decade? This number is even higher for managerial and technical positions. By understanding these trends, you can adjust your recruiting strategy to ensure that you’re not spending too much time on each position.

Additionally, it’s important to stay agile in your recruiting efforts. The landscape is constantly changing, and what worked yesterday may not work tomorrow. By keeping up with the latest trends, you can ensure that you’re always ahead of the curve. Mojo works with all of your systems, making them work for YOU. While many HR systems are powerful tools for storing data, they are just not made for recruiting. They are clunky, hard to use, and slow down the hiring process.

Mojo Increases Candidate Engagement and Hire Faster

The candidate experience is the sum of all interactions a job seeker has with an organization from the time they learn about a vacant position until they either accept or decline a job offer. Creating an engaging, authentic candidate experience is essential for any organization that wants to attract and hire the best talent. MojoHire can help you improve the experience across your entire talent lifecycle, from initial outreach to onboarding and beyond. We can also help you become an employer brand of choice by showcasing your company and culture through powerful employee-generated video testimonials and career sites. And with our 360-degree visibility into your candidates, you’ll have all the information you need to make the best hiring decisions. Contact us today to learn more about how we can help you create an engaging, authentic candidate experience.

You’ll finally have access to all your data and an intelligence platform that matches the perfect candidate to the right job instantly. With our cutting-edge technology, you can now access the talent you need quickly and easily. We integrate with any existing HR system, which means that you won’t miss any good candidates who have previously gone unnoticed. In addition, our technology ensures that each profile is uniquely considered against key criteria, so you can be confident that you’re getting the best possible matches for your open roles.

Move the DEI Needle

At MojoHire, we understand that building a diverse, equitable, and inclusive workforce isn’t just the right thing to do- it’s also good for business. Our platform is designed to elevate your DEI strategies and help you recruit the most qualified applicants, regardless of their background. With MojoHire, you can consistently meet headcount requirements, deepen your talent pools, and expedite your hiring process. And because our platform provides executive leadership with talent-related insights, you can be confident that your DEI initiatives are aligned with your business goals. Contact us today to learn more about how MojoHire can help you build a more diverse, equitable, and inclusive workforce.

Reduce Manual Tasks that Burn Out Recruiters

At MojoHire, we believe that recruiting shouldn’t be a drain on your time and resources. That’s why we’ve built a platform that automates many of the tasks associated with candidate engagement. With our AI-powered Digital Assistant, you can quickly scale your outreach efforts while still maintaining a personal touch. And because our platform integrates with many of the tools you already use, you can bring your recruiting workflows into your team’s existing process with ease. So if you’re looking for a better way to attract and engage top talent, MojoHire is the perfect solution. We understand that in order to innovate and scale, you need access to the best talent – regardless of where their data resides. We provide the technology to break down data silos and bring intelligence to your data. With our unique approach, each profile is considered against key criteria to instantly provide you with the best possible matches for open roles. So whether you’re looking for that needle-in-a-haystack candidate or just trying to cast a wider net, we can help you find the talent you need to take your business to the next level.