How should people/HR tech leaders approach integrating HR applications with other SaaS applications?

To deliver these world class experiences it is important to stitch core HR applications (systems of record), best of breed SaaS applications and systems of intelligence. In the recruiting journey - this means deeply integrating Finance and Core HR systems (systems of record) with best of breed recruiting SaaS applications (ATS, assessment, background check, reference check). The self-serve tools, bots guided by AI/ machine learning (systems of intelligence) provide real time responses to candidates and recruiters driving up productivity of recruiting teams, hiring managers and cross functional teams (People Operations, IT, Finance Operations).   To digitally enable the learning journey and deliver Personalized Learning paths, people technology teams need to integrate Core HR system & ATS data with Learning Systems. Leveraging key inputs such as individual variables (current skills, experience, development goals, function, group, learning preferences) and combining them with functional variables (competencies, product adjacencies, career progression), businesses can ensure every employee has a unique learning path and is fed fabulous content in a format of their preference and pushed to them via notifications / nudges in their flow of work. All powered by intelligent matching algorithms. Similarly, companies have an opportunity to streamline their internal mobility experience and identify internal roles and make them visible to employees based on their skills and/or career interests at a point in their tenure. Teams can integrate the learning journey within this experience, to identify and offer potential courses to equip employees and help them acquire the skills relevant for their next role. Once they have identified an exciting internal role, the employee needs to be supported through the interview process with the same enthusiasm and energy as companies offer to their external candidates. From a system perspective, this means tighter integrations, workflows & data flows across the ATS, core HR and learning systems for employees, recruiters, current managers and hiring managers. All supported by insights across the funnel to continue to optimize the path, leading to enhanced career progression & excited employees.

Anonymous Author
To deliver these world class experiences it is important to stitch core HR applications (systems of record), best of breed SaaS applications and systems of intelligence. In the recruiting journey - this means deeply integrating Finance and Core HR systems (systems of record) with best of breed recruiting SaaS applications (ATS, assessment, background check, reference check). The self-serve tools, bots guided by AI/ machine learning (systems of intelligence) provide real time responses to candidates and recruiters driving up productivity of recruiting teams, hiring managers and cross functional teams (People Operations, IT, Finance Operations).   To digitally enable the learning journey and deliver Personalized Learning paths, people technology teams need to integrate Core HR system & ATS data with Learning Systems. Leveraging key inputs such as individual variables (current skills, experience, development goals, function, group, learning preferences) and combining them with functional variables (competencies, product adjacencies, career progression), businesses can ensure every employee has a unique learning path and is fed fabulous content in a format of their preference and pushed to them via notifications / nudges in their flow of work. All powered by intelligent matching algorithms. Similarly, companies have an opportunity to streamline their internal mobility experience and identify internal roles and make them visible to employees based on their skills and/or career interests at a point in their tenure. Teams can integrate the learning journey within this experience, to identify and offer potential courses to equip employees and help them acquire the skills relevant for their next role. Once they have identified an exciting internal role, the employee needs to be supported through the interview process with the same enthusiasm and energy as companies offer to their external candidates. From a system perspective, this means tighter integrations, workflows & data flows across the ATS, core HR and learning systems for employees, recruiters, current managers and hiring managers. All supported by insights across the funnel to continue to optimize the path, leading to enhanced career progression & excited employees.
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