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November 8, 2011 / Eelco Scheltinga

ATS Threat: Linkedin Talent Pipeline

On October 18th this year Linkedin announced it’s new recruitment product for 2012: “Linkedin Talent Pipeline”. Immediately I received several calls of people in the market asking how this would affect us and how it would affect the Applicant Tracking market. I would be lying if I would say it had not somewhat worried me as well. Especially since some people are actually saying they will take over the recruitment market and that ATS’s will not be around within the next 5 years. Read more…

August 18, 2011 / Eelco Scheltinga

Closed off from Applicant Tracking Systeem

That happened last week, as mentioned in my dutch post on before, with the Danish government according to a notification on their own website. All government recruiters can no longer login as their user accounts have been closed off from the Applicant Tracking System “HR Manager”. HR Manager DK which has the Contract with the Ministry of Finance could not get in agreement with its supplier of the actual software system and unfortunately the government had to pull on the short stick.  Read more…

April 1, 2010 / Eelco Scheltinga

The Future of HR Applications, part 3

Over a month ago I published part 1 and part 2 of this series. I promised that in the 3rd and last part I would come back on the impact on the market. So it is time to get you out of suspense…

What does it mean?
HR Applications have reached a stage of maturity (see part 1 and part 2). In a mature market of talent management products it is expected that organizations want to acquire market share and increase size. Here comes the old eat-or-be-eaten concept. SAP and Oracle have demonstrated that they prefer their own course and increase by doing their own development. So the expected acquisitions will have to come from the angle of medium to large talent management systems or programs and BPO’s (Business Process Outsourcers). Not really a surprise in this. Ultimately it ,yet again, comes down to traditional market share and increase. Read more…

April 1, 2010 / Eelco Scheltinga

De Toekomst van HR Applicaties, deel 3 (Dutch)

Alweer ruim een maand geleden publiceerde ik deel 1 en deel 2 van deze serie. Daarbij maakte ik de belofte dat ik in het 3e en laatste deel terug zou komen op de impact van de constateringen op de markt. Hoog tijd voor een ontknoping dus.

Wat gaat het betekenen?
HR Applicatie zijn in een stadium van volwassenheid gekomen (zie deel 1 en deel 2). In een markt met volwassen talent management producten is te verwachten dat organisaties marktaandeel en schaalgrootte willen verwerven. Het al oude eat-or-be-eaten concept. SAP en Oracle hebben laten zien dat zij liever hun eigen koers varen en zelf ontwikkeling uitvoeren. Dus de te verwachten overnames zullen uit de hoek moeten komen van middelgrote talent management systemen of BPO’s (Business Process Outsourcers). Niet echt een verrassing in deze. Uiteindelijk draait het dan toch weer traditioneel om marktaandeel en schaalgrootte.
Read more…

March 30, 2010 / Eelco Scheltinga

The “internet of things”

Today I read a post from Bas van de Haterd with an interesting film on “The internet of things” that caught my interest. This film is great to explain what the future holds for us and how we can incorporate technology and the use of internet even further in our day to day lives. When “things” start to “communicate” with each other through the internet they can service us even further in our daily routines. See an example of things you had not thought of yet. The internet is becoming part of everything … traffic lights, pavements, the road, busses, taxi’s, trains, our phones, shoe’s (think Nike), water pumps and systems, fridges, transport systems, cars, stores, offices, buildings, keys, locks, household appliances, etc., etc.

Let’s see how they can turn to our benefit…

February 18, 2010 / Eelco Scheltinga

The Future of HR Apps, part 2

[For a dutch version check “De toekomst van HR Applicaties, deel 2“] In last week’s part 1 on The Future of HR Applications in this series of blog posts based on TechRadar’s Forrester research report I closed off by noting that HRM Applications finally have reached a stage of maturity in technical applications. Today, in part 2, I will discuus some interesting applications from the perspective of the recruitment and talent management world.

Social Recruiting still in its infancy

People increasingly come together online to network with each other. That the Netherlands has been running ahead in Socal Media adoption is no longer headline news. Networks and communities form opinions in people’s thinking and contribute to decisions people take. Social Networking has re-formed the way we share and communicate. And that will have a strong influence on recruitment.
Read more…

February 18, 2010 / Eelco Scheltinga

The Future of HR Apps, part 1

[For a dutch version check “De toekomst van HR Applicaties, deel 1“]. Following the TechRadar report by Forrester Research I have made a summary about the future of Human Resource Management Applications. The expectations which must still be met but the trends are an interesting basis for discussion for companies to decide on future talent management or recruitment strategy. It is mainly interesting to look for those applications that provide the most ‘value-add’ to companies: ‘Performance Management’, ‘Payroll’ and ‘Time and Attendance “. In the following series of blog posts I will do this from a talent management or recruitment perspective.

HRM applications range from essential tools for hiring staff, paying staff and administration of employment programs to strategic development programs. More than ever before companies see a dynamic and geographically distributed labor market creating a need for applications that improve efficiency and pro-activity in the areas of HRM support. HRM applications have been developed for years, but right now most systems have reached the stage of maturity which will lead to increased automation in the HR field. Existing systems will develop into more SaaS models (Software as a Service) and ‘On The Cloud Computing’ will lead to new innovations. Read more…