Our recent article on the role of Recruiting in the context of talent management highlighted some of the key, and in some cases subtle, differences between a recruiting software platform and a traditional talent management system. It provided helpful information for employers looking to purchase a new system to strengthen their recruitment regiment. In this follow up to our previous post, we are stressing the need to assess your unique talent acquisition requirements. A clear understanding of your highest priority recruiting needs will help you pick a system that is most effective in attracting, engaging and hiring top talent.
As we pointed out in the previous article, a talent management system in its broadest form covers talent acquisition as well as post-recruitment talent management capabilities including performance management, goal management, career development and other capabilities designed to retain and develop existing employees. However, most traditional talent management systems wither do not includes recruitment capabilities or provide insufficient functionality in the areas of recruitment and talent acquisition.