iCims pushes toward a true end-to-end Talent Acquisition platform.

Chad – Welcome to another installment of Chad & Cheese iCIMS iNFLUENCE 2018 Series. In mid-Oct Joel and I flew to NJ and landed at iCIMS HQ for the iCIMS iNFLUENCE event. During the event Colin Day, iCIMS CEO and Chairman of the Board along with other iCIMS leaders shared their common vision for more than just iCIMS. For the industry and how iCIMS will lead in reinventing it.

This episode is all about getting rid of the middlemen starting with job distribution….

Chad – Talent Acquisition professionals are busy, which is why TA can’t even spell programmatic at this point let alone tell you why they would use it. But what if Programmatic was built inside the ATS and became a natural part of the recruiting flow? What if the ATS partnered with Google to facilitate this process? The future is now because it’s already happening with some of the smaller ATS providers, but what about Enterprise platforms like iCIMS?

Colin – We’ve got a third initiative going which is obviously they (Google) have announced the dynamic search ads, this is where the money is made. Um, so if you’re not happy with the organic traffic coming through Google you can basically buy inorganic traffic. And so we’re doing a little bit of this ourselves, we’re looking at the industry, we’re taking a look at everything going on in programmatic. I see Matt shaking the head, this is the way the industry is going. We very well may buy our way into this market, umm, rather than build there’s alot going on. But at the end of the day we do believe that customers should be able to do all their job advertising right out of our platform.

Chad – Programmatic straight from the ATS sounds natural right? But what about when the candidate hits the ATS? I mean seroiusly, what is the average ejection rate of a job seeker who starts the application process? Horror stories about Candidate Experience are frequent between many Employer Brand and Talent Acquisition teams…. But wait…

Colin – Another initiative we have going on because it’s not just about how quickly you get the jobs to Google and how rich is the job data you get to Google, but Google looks at the landing zone. They look at “Where am I going to send this candidate? and what is that?” and we have decided and we’re invested and we’re building it out as we speak, and we’ll probably talk about it alot while you’re here. That we’re going to meeting Google half way and we are building the next generation of candidate portal, candidate engagement management site. So just like they (Google) want to get rid of the middlemen of the job boards, there’s middlemen on the career site in our equation. So the Jibe’s, the Phenom’s, ecetera, The Muse’s. I think our viewpoint is we need to make sure we can do everything they can do.

Chad – Is it time to get rid of the middle men and focus on a fluid candidate experience? Candidate engagement platforms were born out of the need to delight – GOD I hate that word – to impress, educate and grab candidate data before they ejected out of the application process in the clunky ATS. So isn’t it just natural the ATS would take over this process? Maybe, make it more fluid and not require a candidate apply twice? Sounds good right? But is it really just that easy? Well Colin and the iCIMS crew says we’re gonna find out.

Chad – You can find more episode in the iCIMS iNFLUENCE 2018 Series at chadcheese.com… or better yet, never miss an episode of HR’s Most Dangerous Podcast by subscribing with iTunes, Google Podcasts, Spotifiy or where ever you get your podcasts.