Will Traditional ATS, LMS, & Performance Management Applications Soon Be Displaced by Social Media Applications?
The HR software market is on the verge of a major technological discontinuity. Traditional solution such as Applicant Tracking Systems (ATS) and Learning Management Systems (LMS) are becoming dated and losing value while mobile, video, and social media applications are the clear face of the future. In the words of Bill Kutik, perhaps the most prominent pundit in the HR thought-leader space,
“The applicant tracking system is the new HRMS — necessary but largely administrative. Now value is in the recruiting “edge” applications and how companies are using them to find, build and maintain relationships with candidates. The shift involves more than social recruiting and candidate-relationship management. It’s spurring a new war for recruiting-software leadership.”
The full article can be found on Human Resources Executive Online.
Talent Communities
Talent communities are a good example of capabilities that have the potential to break the constraints of traditional ATS offerings. Talent communities are communities of qualified and profiled internal and external candidates who are actively interested in an organization and are engaged with the organization over time to fill open vacancies and obtain assistance in developing their careers. There is clear recognition that it is increasingly hard to find qualified candidates for pivotal positions. While qualified candidates are scarce, candidate pools are increasingly large. These realities have created a demand for pre-qualified candidate talent communities that provide an extremely efficient initial sourcing option. However, what separates the talent community of the future from current practices is the level of interaction, engagement, and developmental support offered to candidates.
Here is OMNIview’s blog content on how to create and nurture talent communities.
Learning Management and Performance Management Systems
Traditional Learning Management and Performance Management Systems are also likely to fall victim to social media applications. It is impressive to see the impact that Linkedin has had on recruitment processes. In the same vein, similar applications could be developed for employee development and performance management.
At the core of these applications would be the targeted posting of performance or development goals to an individual’s business or social network. Individuals would be able to provide real time feedback, evaluation, and observations, suggest supportive resources, and post journal entries on specific goals. Links could be provided to various content providers offering free or fee based developmental resources for both career and personal development. Need diagnostic assessments would be available to help individuals better identify their gaps. Gamification would be a key feature of these applications to encourage involvement and activity.
A good example of new applications that break the constraints of traditional LMS offerings are Development Circles. OMNIview has blog content introducing this new developmental concept. We invite you to let us know your thoughts.
This is an exciting time in the evolution of talent management software and OMNIview welcomes the disruptive effects of innovative social media applications. Stay tuned for further new developments.
