My expectations were not very high. I have seen new applicant tracking systems come onto the market for at least 3 generations, and there is one thing that they all have in common. The first version is usually very limited and has more features in the product roadmap than it has in the product.
So when I sat down at their booth and they asked me what I was interested in seeing, I said “I want to see all of the things you could’t get into the first release.” It took a moment before they realized I was serious, and then Dave Wachtel, the product manager got right to business. He did a great job, and I have to say I was impressed with what they accomplished.
As you might suspect it did not take long before coming across some of the limitations. Here are a few:
There are no users configurable columns
User defined fields can only be placed in one location
Standard Field labels cannot be changed, or moved on the page
Certain data for the requisition can only be added from a template.
I won’t dwell on the little limitations, I was assured there is a short term and long term roadmap to address most of them. I like to focus more on the bigger differentiators, and there were several things that I saw that were quite impressive.
Organizational Structure – Cornerstone calls it the OU, which is essentially the functionality in a system that mirrors your organizational structure elements like Business Unit, Department, Region, Cost Center, etc. These are the elements typically used to differentiate user privileges and access to data and contextualizes the product based a users attributes. Even though the Recruiting Cloud is new, it inherits a very robust structural component from the core platform.
Career Site – Building a career site has never been so easy. There is a wigitized drag and drop capability for adding headers, video, and HTML content similar to what you might have seen in SmartRecruiters, or a WordPress Blog. All of this simplicity with the sophistication to let you import cascading stylesheets to mirror the look of your corporate site.
Assessments/Tests – When building out the job application workflow that the candidate will experience, you can select tests or behavioral assessments directly from the Learning Cloud. A clear advantage from being built on the same platform.
Job Ad – When you get to the job description, the section is called Job Ad – which immediately puts you in the right mindset that this is an advertisement and should not be a boring list of duties and responsibilities. But the cool part is that it support full HTML and also has a WYSIWYG editor. Which means you can embed code to display a Youtube video, pictures/graphics, just as easy as I can in my Blog.
Job Board Aggregation – When it comes to cross posting to job boards, CSOD picked Broadbean as their partner. The integration was incredible, the most seamless I have ever seen. You are actually checking boxes and selecting job boards on Broadbean directly through the CSOD interface. I was going to ask what if a client wanted to use a different aggregator, but then after seeing it, why would anyone want to use anything else.
Social Integration: There was a very clean “Apply with LinkedIn Profile” capability, which is now becoming pretty commonplace. But what seemed somewhat unique was the ability for a recruiter to see who a candidate is connected to in the company. A nice feature to do some impromptu references. There is definitely some room for growth with their social integration, particularly with Facebook, but this is a solid start.
There are other things I did not get to see, like an integration with HireVue for video interviewing. I am hoping to schedule more time to get a more complete demo and will hopefully post some video in the product review section.
There is no doubt it will take some time and a couple of release cycles to close the feature gaps, but overall this is a very good start.
Original source article: Inside Talent Management Technology