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At the best of times, Talent Acquisition (TA) is a complex, strategic and ever-changing function, but in today’s market, it is more challenging than ever.

The Covid-19 pandemic intensified the importance of attracting top talent, delivering a compelling candidate experience and managing them with a process that embodies your employer brand and company culture.

As such, Josh Bersin has released a new report highlighting why Avature is paving the way for talent acquisition technology and why others may be falling short of market demands.

Banner promoting a report by Josh Bersin on recruiting technology trends and the direct link to access the report.

Disparate Talent Acquisition Solutions Are an Obstacle

In the talent report, Josh reveals an incredible stat that “the average recruiting function has more than 20 different systems,” which means “as they stitch them together, the operations become complex, the data is hard to manage and the user experience becomes difficult for employees, managers, recruiters and job candidates.” This, coupled with the addition of significant numbers of new TA startups entering the market each year, is making an already multifaceted marketplace for talent acquisition solutions even more convoluted.

Many newcomers often start strong but subsequently wane, eventually being bought out by bigger organizations or even shutting up shop. Josh’s talent report shares why this may be the case, pointing to the importance of investment in R&D, innovation and flexibility. All of which are priorities and key attributes for the Avature platform.

If you want a process that moves away from the idea that recruitment is a transactional process, a flexible model that moves with the demands put on it is more likely to stay relevant.

About Avature’s Talent Acquisition Technology

Now that Avature has expanded into all areas of talent acquisition (from sourcing to video interviewing to scheduling to onboarding and even internal mobility), it has emerged as one of the most adaptable platforms in the market.”

-Josh Bersin

Josh explains that there are limitations to providers who dictate how TA teams lay out their talent acquisition strategy. Given that most companies are different, with ever-changing objectives in a market that is currently experiencing exponential transformation, it is understandable there is not going to be one size that fits all.

Even if that one size fits initially, it may be outgrown by organizations looking to expand into new territories in the long term.

“Avature lets you create this customized solution yourself,” without the need for IT intervention, says Josh.

Building, adapting and honing the system can be carried out by members of the human resources and hiring teams. Allowing them to stay on their toes for what is in front of them. This includes new workflows, feedback permissions, approval rules, creation of new portals and screens and reporting formats, among others.

Feedback on Avature’s Talent Acquisition Solutions

The consistent story I heard in all my interviews was that with Avature, TA leaders now could do almost anything needed without having to hire an engineer or the vendor to modify the system.”

-Josh Bersin

Cisco

There’s nothing Avature can’t do.”

-Member of Talent Acquisition Team, Cisco

Cisco is an organization that fills around 15,000 jobs per year, they leveraged Avature’s capabilities to manage their ever-changing job flow.

Implementing specific engagement workflows to keep in contact with silver medalist candidates (those job seekers who just missed out on offers) to keep them updated with other open positions across the business.

As well as segmenting processes for external candidates and executive recruits, Cisco also uses it for internal mobility filling an impressive 40% of open requisitions with internal candidates.

Siemens Energy

Avature is the most complete, integrated, configurable system I had ever seen and is one of the most consultative vendors I have worked with.”

-Mike Brown, Head of Talent Acquisition, Siemens Energy

Siemens Energy, with 90,000 employees globally, said they were able to use Avature to move from a “post and pray” to a “seek and sell” approach to recruitment. Also, streamlining their job creation process from a 35-point document to a relationship-driven method completed in real-time to save manager time and create sharper job posts.

“Siemens uses Avature for sourcing, referrals, event management, interview scheduling, as well as the end-to-end process of applicant tracking.”

L’Oréal

L’Oréal in the US moves 1,200 senior executives within its corporate operations a year. Avature is not only being used as one of their end-to-end recruiting solutions  but is central to them driving diversity throughout their recruitment process.

The reporting capabilities also allow them to review the quality and cost of hires to make sure they are making data-driven decisions.

Read Josh Bersin’s talent report to discover the full stories and more about Josh’s take on the current state of the talent acquisition software landscape.

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