So let’s get on with it: Guess who says they want to grow their influence at the top corporate levels?
HR you say? Sorry, not the answer we were looking for. The answer comes from MarketingCharts, which says, “An overwhelming majority (79%) of global CMOs say they want their influence in business strategy and development to grow.”
Here’s another factoid from the article, which is based on a survey from Forrester Research and Heidrick & Struggles: 89 percent of CMOs identified visioning and strategic thinking as a top competency. There now, don’t you feel better?
Here an ATS, There an ATS
Is there anyone left in the world who wants an ATS and doesn’t have one? There’s no reason for that these days, what with an ATS in every price range.
At the free end, there’s Zoho Recruiter, if all you need are the basics. For our money (actually no one’s money) there’s SmartRecruiters, which is a surprisingly full-featured, sophisticated ATS that’s priced at an even-more-suprising free.
At the other end of the scale, a company can spend upwards of a million on a enterprise, in-house talent acquisiton system that handles reqs, posts jobs, parses, sorts, manages, and stores hundreds of thousands, even millions of resumes you will never look at.
Despite this virtual cornucopia of systems, humanity’s indomitable drive to build a better mousetrap leads to the near monthly launch of just one more ATS. The latest to find its way into our inbox is Zartis. It’s a minimalist SaaS ATS out of Ireland that’s aimed at the SMB market. (Got all those initials?)
Zartis offers more than Zoho, and less than SmartRcruiters. That would be fine except for one thing: Zartis is mostly fee-based. What you get for free is a single open job allowance, which makes it more of a S than an M market tool. If you have more jobs and want more functionality — like posting jobs to aggregators — you have to pay.
Bottom line: Check out Zartis if you’re curious, then choose SmartRecruiters.
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Guide: Practical Tips for Remote Hiring
Since the ATS door is now open, OneWire got some strokes in an investment report from Feltl and Company, an investment banker and advisor. The report includes long excerpts from a discussion between analyst Scott Berg and OneWire President and COO Brin McCagg.
Berg obviously was impressed. “Overall,” he writes in his report, “We believe OneWire is creating an intriguing and unique approach to talent acquisition software and we are quite excited to track its progress in the coming years.”
We (our royal usage here refers to us — another use of the royal pronoun!), we wrote about OneWire in 2009, not long after it was launched by founders McCagg and Skiddy von Stade. (Von Stade heads the financial executive search firm FS von Stade and Associates.)
OneWire was then, and still is, both intriguing and unique. It stands between the applicant and a corporate ATS, though an ATS isn’t a required component. It functions as a matching system, with the players completing profiles far more detailed than a mere resume.
It borrows from social sites, networking, and classic job sites to create a rich database of prospects that, as we (there’s that royal pronoun again) said in the 2009 article, if you want a Harvard grad who was on the crew team with international banking experience in pharmaceuticals, OneWire will find everyone who fits and rank them for you.
OneWire is being used by hundreds of financial firms and many Fortune 1000 companies. If you need another reason to take a look, consider that OneWire was named “One of America’s Most Promising Startups” by BusinessWeek. Here’s one more: OneWire has gotten $30 million from individual investors, a fundraising method intriguing and unique enough to warrant Mashable attention.