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10 HR-Tech Terms Explained (2/3)

Welcome back to our three-tier mini course on the ABC of HR-Tech. In the previous blog, we further explained predictive preselection, talent pooling and ATS. Today it’s time for part two in which we’ll have a closer look at four more terms. Make yourself comfortable and be prepared to become a little wiser – yet again – by the end of this post.

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4. Mobile Recruiting

“Mobile recruiting means using all sorts of mobile technology – think of mobile career sites, apps, texts and social recruiting – to attract, engage and eventually convert candidates.”

In a time where babies are practically born with a smartphone in their hands, it makes sense to think of a mobile recruitment strategy. A vast majority of job seekers (90%), uses mobile appliances to look for new opportunities and almost every millennial out there connects to the internet on-the-go.

Here you can find out more about setting up a decent mobile recruitment strategy and 5 things you should focus on.

5. SaaS – Software as a Service

“SaaS, is a way of licensing and distributing software and one of the most common deployment methods for HR technology these days. A third-party provides the applications – all of which are hosted in ‘the cloud’ – and makes them available to customers via the internet.”

Any cloud based service where customers are able to access the software applications via the internet can be defined as SaaS. Dropbox, Salesforce and Google Analytics are all well-known examples of Software as a Service, also referred to as on-demand software.

SaaS users subscribe to the service and the software applications are used online. If there is a need to save files then this can be done in the cloud rather than on the individual’s computer. It’s easy to see why the use of SaaS is interesting for (big) organisations. The benefits of on-demand software are obvious: easy access anywhere and on any kind of device, no need for mass-storage capacity and updates are automated.

6. API – Application Programming Interface

“To put it simply, you could say that an API is a manual that provides programmers with the building blocks they need to develop a program.”

API is not specifically an HR Tech term, but nonetheless unmissable in your vocabulary. API stands for Application Programming Interface and is a set of routines, protocols and tools for building software applications. It defines the way in which one computer program communicates with another. What’s more interesting however, is the fact that companies allowing others (competitors and third parties for instance) to use their API can enrich their own services that way. Here you can read more about these so-called open API’s.

7. TMS – Talent Management System

“A TMS is a software system that deals with ‘talent’. Talent Management Systems aim to address long-term strategic goals and focus on assisting organisations on matters such as succession planning.”

There are four pillars of talent management: recruitment, performance management, learning & development and compensation management. There is software available for every pillar and even integrated equipment that addresses all of them at once. An outline on the why of talent management systems:

I. Recruitment

We’ve mentioned it before and we’ll probably mention it again, finding great talent can be a big headache for HR professionals. The right recruitment software and the use of data can help you on your research, communication and engagement with applicants.

II. Performance Managements

Remember the good old Annual Review? The one where you’d sit together with your boss for about 20 mins, ticking of boxes on a wrinkled piece of paper? No more! Many companies have changed their policy from being a formality on the bottom of a manager’s list into a dynamic, ongoing process. Two main changes can be identified: the model is about coaching rather than just assessing, and several people are involved in the reviewing system instead of one – often senior – person.

III. Learning & Development

This is a HR discipline that has been using HR software for a long time. We’ve talked about it a little while ago on our HR-Tech blog. You can read more about the use of software for your employee’s personal development and training here.

IV. Compensation Management

Rather than spending many frustrating hours wrestling with an Excel spreadsheet, automate this not-so-pleasant task. What else, you ask? Compensation management software increases visibility into employee rewards which in turn leads to a boost in motivation. According to the experts anyway.

Up Next Week: HRMS, Succession Planning and HCA.

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