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Systems 2010
Executive Summary
Madeline Laurano,
Principal Analyst
September 2009
Bersin & Associates © September 2009 • Not for Distribution • Licensed Material
Talent Acquisition Systems 2010: Executive Summary
TABLE OF CONTENTS
Introduction 4
Summary of Key Findings 5
1. Today’s Talent Acquisition Systems Providers Are
Responding to the Market by Offering More Innovation
in Advanced Features and Strategic Partnerships. 5
2. Although Many of Today’s Solution Providers
Are Offering Full Talent Management Suites,
Organizations Are Slow to Embrace One Platform for
Both Recruitment and Employee Development. 6
3. Organizations Need to Consider Integrating Their
Talent Acquisition Systems with Their Human
Resource Management System (HRMS) and Third-Party
Recruitment Providers during the Implementation Stages. 6
4. Customers Are Demanding More Web 2.0 Capabilities
and Social Networking Integration from Their Talent
Acquisition Providers. 8
5. Global Support Needs to Encompass More Than
Multilingual Configuration Including Compliance to
Local Regulations, Currency and Time Zone Support. 9
6. Market Churn Is a Constant in Today’s Talent
Acquisition Marketplace. 10
7. Solution Providers Are Experiencing an Uptick in
Customers from High-Volume Industries, Such as
Retail and Hospitality. 10
8. Contact Management Needs to Be a Priority When
Considering Talent Acquisition. 11
9. Organizations Need to Consider the Integration of Talent
Acquisition and Performance Management Solutions. 12
Conclusion 13
Appendix I: Vendor Profile – SuccessFactors 14
About Us 21
About This Research 21
Bersin & Associates © September 2009 • Not for Distribution • Licensed Material
Talent Acquisition Systems 2010: Executive Summary
Introduction
The talent acquisition technology market is one of dramatic change
and innovation. Both during strong and weak economies, investment in
talent acquisition systems remains a priority for best-practice companies
looking to gain a competitive advantage and secure a solid talent
pipeline of both active and passive candidates. Unlike other areas
of talent management that are not continuously driven by external
pressures, the state of talent acquisition systems continues to evolve.
Bersin & Associates © September 2009 • Not for Distribution • Licensed Material
Talent Acquisition Systems 2010: Executive Summary
Bersin & Associates © September 2009 • Not for Distribution • Licensed Material
Talent Acquisition Systems 2010: Executive Summary
Bersin & Associates © September 2009 • Not for Distribution • Licensed Material
Talent Acquisition Systems 2010: Executive Summary
59%
0%
Social Networking 7%
10%
13%
11%
25%
0%
HRMS 9%
13%
29%
24%
51%
0%
Assessments 4%
13%
15%
17%
46%
5%
Background Checking 5%
10%
21%
13%
Bersin & Associates © September 2009 • Not for Distribution • Licensed Material
Talent Acquisition Systems 2010: Executive Summary
Don't Know
17%
Must Have
41%
Solution Provider
Already Supports This
17%
Not a Concern
1%
Nice To Have
24%
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Talent Acquisition Systems 2010: Executive Summary
Unsatisfied 15%
Neutral 54%
Satisfied 13%
Very Satisfied 8%
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Talent Acquisition Systems 2010: Executive Summary 10
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Talent Acquisition Systems 2010: Executive Summary 11
Don't Know
24%
Must Have
44%
Solution Provider
Already Supports
14%
Nice To Have
18%
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Talent Acquisition Systems 2010: Executive Summary 12
• Competencies
• Learning and development activities – to meet goals, and close
Performance and Learning Management performance and competency gaps
• Learning experiences as development goals
• Progress and completion information on the development plan.
• Performance results
• Initial development gaps from pre-hire assessment and interview
Performance and Recruitment Management results
• Job profile (e.g., required experience, skills sets, abilities and
behaviors)
• Critical job, role and skill requirements for business plan and
future needs
Performance and Workforce Planning (Talent
• Gaps in critical skills
Planning)
• Job profile (e.g., required experience, skills sets, abilities and
behaviors)
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Talent Acquisition Systems 2010: Executive Summary 13
Conclusion
The leading talent acquisition systems will continue to develop beyond
core functionality (e.g., applicant tracking and candidate requisition) into
areas, such as contact management, onboarding, employer branding and
performance management. Understanding your organization’s needs and
considering your company’s talent management strategy along those
lines will help locate software automation solutions that support those
objectives. When considering product differentiators, consider from what
position of strength this application developed. Get to know the other
customers – you will be able to be a resource for each other. We hope
that our report, Talent Acquisition Systems 2010: Facts, Practical Analysis,
Trends and Provider Profiles, serves as an educational tool for project
teams and their key stakeholders to understand the current state of the
market – and can also serve as a framework for solution selection.
For more information, Talent Acquisition Systems 2010: Facts, Practical Analysis, Trends
and Provider Profiles, Bersin & Associates / Madeline Laurano, September 2009. Available to
research members at www.bersin.com/library or for purchase at www.bersin.com/TAS.
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Talent Acquisition Systems 2010: Executive Summary 14
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Talent Acquisition Systems 2010: Executive Summary 15
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Talent Acquisition Systems 2010: Executive Summary 16
COMPANY SNAPSHOT Core and Advanced Features Bersin & Associates Evaluation
(cont’d)
Requisition Management
2009 Projected Revenue:
$150.6 million, growth of
35% (year over year) Requisition Approval
Number of Deals in
2008:
More than 850 new Pre-Screening Questions
customers (e.g., in 2009 it is
roughly 40%)
Assessments
Number of Employees:
620+
Job Posting
Customers:
Total Number of
Customers: 2,800+ Offer Letter Generation
Number of Customers
Using the Most Recent
Release: All customers Candidate Career Portal
2009 / 2010 Geographic
Expansion Targets:
Continue to grow in Search
Europe / the Middle East /
Africa, Asia-Pacific and
Latin America. All global Conceptual Search
regions have seen strong
growth in 2009, e.g.,
Europe / the Middle East / Workflow Automation
Africa growth 169% (year
over year) in 2009.
Employee Referral Programs
Total Number of Users:
More than 5.4 million
Interview Management
2008 Customer
Retention Rate:
Greater than 90% Contact Management
retention, greater than
100% dollar renewals
Staffing Agency Portal
Top 3 Largest
Implementations (and
number of users)
Web 2.0 Functionality
1. Siemens (420,000 users)
2. One of the world’s
largest retailers
Reporting and Analytics
(300,000 users)
3. TD Bank (75,000 users)
High-Volume Recruiting
Global Configuration
= None.
= Basic
= Comprehensive
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Talent Acquisition Systems 2010: Executive Summary 17
= Current
= Leader
Core HRMS
Competency Management
Onboarding
Performance Management
Succession Planning
SuccessFactors employs a several-times-a-year release
Learning Management cycle that allows customers to “opt-into” new
features. Via the company’s SaaS model, all customers
Learning Content Management are on the most recent release.
Offboarding / Transition
Management
Compensation Management
Workforce Planning
Workforce Analytics
Other
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Talent Acquisition Systems 2010: Executive Summary 18
New Partners Planned for The SuccessCloud program includes initial partners (CastIron, Pervasive and
2009 / 2010 Conformity).
Service Offerings
Dedicated Account Each customer has a dedicated account representative throughout the life of
Representative the customer
Secure data centers in top-tier hosting facilities in multiple location in the U.S.
Hosting Location
and Europe
Recruitment Process
Not provided
Outsourcing
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Talent Acquisition Systems 2010: Executive Summary 19
Provide free and free trial software for our software services for the
Free Trial
smaller segments
Office of Federal Contract
Compliance Programs (OFCCP) Recruiting software supports OFCCP-compliance including through ad-hoc reports
Best Practices
Equal Employment
Opportunity (EEO) Best Recruiting software supports EEO-compliance including through ad-hoc reports
Practices
Key Differentiators
1. Organically built application provides seamless integration across all
talent acquisition and talent management initiatives.
2. Proven track record exhibited by a large user base and high number
of satisfied customers.
Bersin Analysis
SuccessFactors is a leading talent management provider with a large
percentage of market share by number of customers and revenue. With
the latest release of its Recruiting Management solution in September,
SuccessFactors offers a best-in-class solution with a comprehensive core
and advanced features set, as well as tight integration with the rest of
the Talent and Performance Management suite.
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Talent Acquisition Systems 2010: Executive Summary 20
One area that has enabled SuccessFactors to stand out from other
providers (especially those with a heritage in talent acquisition) is
by providing recruiters with an internal view of the organization.
SuccessFactors creates consistency from its pre-hire to its post-hire
solutions by using the same job description of top performers during the
recruitment process. Recruiters also have access to organizational charts
and performance data. This provider is helping organizations integrate
talent acquisition with performance management.
The upcoming release in the first quarter of 2010 will include an updated
user interface, as well as advanced interview management capabilities.
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Talent Acquisition Systems 2010: Executive Summary 21
About Us
Bersin & Associates is the only research and advisory consulting firm
focused solely on WhatWorks® research in enterprise learning and
talent management. With more than 25 years of experience in enterprise
learning, technology and HR business processes, Bersin & Associates
provides actionable, research-based services to help learning and HR
managers and executives improve operational effectiveness and
business impact.
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