Why do I need a Partner Ecosystem?

Change is the only constant

The notion that you would have to rely solely on a preferred supplier list (PSL) of recruitment agencies was significantly challenged by LinkedIn; as Maury Hanigan wrote in her article “data that was previously stored in their private databases became publicly available, diminishing the need for headhunters”. 

This process of making data publicly available and encouraging users to actively share their employment history, skills, experience, achievements and numerous posts and content in the form of a ‘business social profile’, removed the reliance on the PSL recruitment agency. A win for candidates! 

It also had another, perhaps another unintended effect; technologists realised that the recruitment process, and candidates experience, could be improved by removing the need for the recruitment agency. A double-blow for the traditional model and a win-win for candidates! 

The rise of partner ecosystems

The question for in-house talent acquisition professionals became, what kind of model do we implement to capture the best talent? And where do we allocate our annual budget? 

Answering these two fundamental questions ushered in new thinking about the potential of talent acquisition ecosystems. Described as “a network of stakeholders, technologies, and strategies that work in cohesion to provide organisations with dynamic talent pools”, talent teams started to research investigate and integrate new technology partners into their model as this offered them solutions to their specific talent need and guaranteed an alignment in terms of brand awareness and candidate experience.

Communities of talent 

In the case of Snap.hr, our proposition was developed to offer in-house teams with a marketplace to engage and attract Developers in a way that spoke to directly to this community. Other such propositions focused on the creative industry, such as The-Dots, that aims to service the growing community of creators, entrepreneurs and freelancers. 

First movers gained significant advantages when using these services and supplementing them with direct sourcing and some PSL recruitment agency use. The net result saw in-house talent teams gain better value in terms of cost-to-hire through more flexible commercial models that aligned to the peaks in hiring for specific talent. 

Partners that integrate 

With the increased availability of new HR tech, specifically, Applicant Tracking Systems (ATS), the ecosystem of your talent model has now both multi-dimensions internally (business-facing) and externally (candidates and talent partners). 

The foundation for these dimensions is consistently the access, portability and accessibility of talent pool and candidate data; for this reason, the ability for a technology partner to be able to integrate into your internal ATS has a high level of importance to reduce the reliance on manual data input.

Choosing a SaaS or PaaS proposition that can integrate into your ATS, such as Workable, is very valuable for tracking, planning, reporting, forecasting and retrospectives on hiring campaigns. Being able to analyse the usage of your partners to ensure value for money, efficiency and key metrics such as time-to-hire offer another reason why choosing the right partners in your talent acquisition ecosystem is vitally important

Starting your journey

If you’re an in-house talent team and you’ve been reviewing your current talent delivery model, or you’ve had a demo of Snap.hr or other technology partners, we’d be happy to discuss how our value proposition could help you identify specific talent in the areas of design, data science, development or product management.