iCIMS Sponsors Study on Talent Acquisition Strategies

Share Article

Study shows organizations that pair a formal candidate relationship process with technology are more likely to achieve best-in-class talent acquisition results

postings in iCIMS, we are able to capture potential candidates by having them submit their interest for a department while not actually applying to a specific job. They answer minimum qualification screening questions related to the department and when a vacancy becomes available, we are able to source this pool for potential applicants with experience and skills relevant to our needs

iCIMS, the 2nd largest provider of Software-as-a-Service (SaaS) talent acquisition solutions, announced today that it is an underwriting sponsor of a recent Aberdeen Group study titled Talent Acquisition Strategies: Candidate Experience and Relationship Management Come of Age. The study solidifies that the process of effective talent acquisition has evolved, forcing organizations to reexamine their processes in an increasingly competitive talent landscape.

According to the study, a proactive and strategic approach that focuses on the candidate experience and cultivation of formal relationships with top prospects on a continuous basis is key to achieving best-in-class results in talent acquisition. By taking this approach, companies see a positive impact on first-year new hire retention rates, an increase in top-ranked candidate hires and a decrease in time-to-fill rates. In fact, organizations that indicate they have a formal candidate relationship process and also utilize tools to manage and track communications, like iCIMS' Talent Platform, are more likely to achieve best-in-class results, compared to those who do not utilize corresponding technology.

"On average, hiring plans have increased over the past nine months. But, where competition for talent has skyrocketed, it's no longer enough for companies to simply court active job-seekers," said Kevin Martin, vice president and research group director at Aberdeen, and co-author of this study. "The best-in-class are taking the time to find and nurture the right prospects both externally and internally, and they are becoming more precise in identifying and assessing their talent both in the pre-and post-hire stages, by using qualifiers to ascertain organizational fit, quality of hire, as well as overall readiness."

Organizations around the globe come to iCIMS to implement the same practices explained in the TAS study, leveraging a web-based Talent Platform solution that's both powerful and configurable. iCIMS' customer centric and holistic approach supports both Candidate Management and Employee Management, which is crucial in determining long term strategies and managing all stages of the employee lifecycle.

"The iCIMS Talent Platform allows us to not only post our current vacancies, but also provides the flexibility to prepare and foster talent on a consistent basis. At Continental Airlines, we take a pro-active approach to nurture incoming talent even if a vacant position does not exist. Through our "Future Opportunity" postings in iCIMS, we are able to capture potential candidates by having them submit their interest for a department while not actually applying to a specific job. They answer minimum qualification screening questions related to the department and when a vacancy becomes available, we are able to source this pool for potential applicants with experience and skills relevant to our needs," said John Whalen, Sr. Analyst, Employment Compliance at Continental Airlines.

The iCIMS Candidate Management Package includes solutions for Sourcing and CRM, Recruiting and Applicant Tracking and Onboarding. With simplicity at iCIMS' core, the software makes it easy to find top talent through state-of-the-art sourcing capabilities and messaging tools designed to help clients cultivate relationships with candidates. Using the iCIMS platform, clients have the ability to market to prospects and engage those individuals regularly. Clients can track different types of candidates and create unique campaigns tailored to their interests. For instance, users can set up "Runner Up" or "Good for Other Position" candidate categories and send targeted communications to these prospects.

"Cultivating relationships with top prospects takes time and with talent acquisition methods changing, organizations face quite a challenge," said iCIMS Chief Strategic Officer Susan Vitale. "The iCIMS Talent Platform gives small and mid-sized businesses the technology to formally and proactively manage and develop these relationships. Without the ability to formally track, develop and manage the process from end-to-end, organizations aren't able to plan for the long term. With iCIMS' Talent Platform, our clients are improving efficiencies, seeing results and a return on their investment."

About iCIMS
iCIMS, the second-largest provider of Software-as-a-Service (SaaS) talent acquisition solutions, is an Inc. 500 honoree focused on solving corporate business issues through the implementation of easy-to-use web-based software solutions. iCIMS Talent Platform, the industry's premier Talent Platform, enables organizations to manage their entire talent lifecycle from applicant tracking through onboarding and beyond through a single web-based application. With more than 800 clients worldwide, iCIMS is one of the largest and fastest-growing talent management system providers in the space. To learn more about how iCIMS can help your organization, visit http://www.icims.com or view a free online demo of the iCIMS Talent Platform at http://www.icims.com/prelude/1128/9986.

Trademarks and registered trademarks contained herein remain the property of their respective owners

This press release was distributed through PR Web by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.

# # #

Share article on social media or email:

View article via:

Pdf Print

Contact Author

Meghan Shaw
iCIMS
800-889-4422
Email >
Visit website