What are talent acquisition systems?

By Talent Management

BrassRing and beyond: How talent acquisition systems help you go from pipeline to productivity

Talent acquisition systems are integrated portfolios of software tools that connect and automate the component human resources (HR) tasks of recruiting, hiring and onboarding. They are also called talent acquisition suites, as in IBM® Kenexa® Talent Acquisition Suite, or talent acquisition solutions, like IBM Kenexa BrassRing®.

Talent acquisition systems include tools to help you:

Build a candidate pipeline: Talent acquisition systems include tools to analyze where you need to hire and help build a pipeline of candidates. Tools include social media outreach to attract prospects and candidate management capabilities, such as email marketing, to engage candidates and keep them engaged over the acquisition lifecycle.

Screen and select: Applicant Tracking Systems offer filtering technology to quickly process resumes and applicant information from company databases, websites, social media or job sites. Hiring managers can use keywords to narrow down potential candidates with one or two clicks. Career assessment tools make sure you get the right fit from potential candidates. Built on behavioral science and psychological principles, they forecast how candidates will perform based on what they have done (skills), what they will do (traits) and what that they want to do (fit).

Onboard and engage: Onboarding functions can be automated to quickly transition new hires to productive employees. For example, automating paperwork to meet government or industry compliance or confirming compensation and benefits information. Many of these tasks can be completed before the start date. Onboarding tools can also include social-media type functions that enable new hires to get to know colleagues and quickly establish working relationships.

According to IT analyst IDC, IBM has pulled together “an integrated set of capabilities to source, attract, hire, and onboard the talent needed to grow.” Further, IBM is bringing unique capabilities to talent acquisition tasks with “cognitive computing to drive data-driven decisions, resulting in higher quality of external or internal hires, faster.”(1)

Excerpt -- IDC MarketScape Worldwide Talent Acquisition Systems 2017 Vendor Assessment Learn how talent acquisition systems are evolving and how IBM fits in.

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The Art and Science of Recruitment See how recruiters are embracing new skills and tools to reach and engage candidates the way marketers do with customers.

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Why are talent acquisition systems important?

In June 2018, the Bureau of Labor Statistics reported that U.S. businesses had more than 6.6 million job openings.(2) Employers will need more than disparate or cobbled together tools to efficiently meet that kind of demand. They are also going to need to stand out from the crowd and compete for talent like market share. And, they are going to need to outsmart the competition.

Efficiency features of a unified system aren’t difficult to envision: workflow automation, improved application tracking, simplified and integrated reporting. Integrating these tasks can boost overall productivity. A single, automated and connected toolset can also cut the learning curve and accelerate adoption.

Massive demand puts job seekers in control and makes recruiting more like marketing. Talent acquisition systems include recruitment marketing and candidate relationship management (CRM) tools to engage candidates proactively across job sites, social media and devices. As part of a unified system, they can create consistent, positive candidate experiences and help your brand stand out.

Talent acquisition generates vast amounts of data. Embedded analytics capabilities can analyze that data and uncover insights to support HR decisions. Artificial intelligence and cognitive capabilities can understand, reason and learn from data to prioritize hiring needs, surface optimal candidate-position matches and predict candidate success. They can also help you gain insight into workforce and job market perceptions to help tailor recruitment marketing efforts.

The far-reaching impact of candidate experience Gain insights into candidate experience based on a survey of more than 7,000 job applicants.

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Experience IBM Kenexa Talent Acquisition Suite through the eyes of a candidate Ever wondered what an ideal candidate experience looks like?

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Key features of an effective talent acquisition system

IDC points out that talent acquisition technology “tends to push the envelope a bit further, always trying new tools and tactics to gain a competitive edge.”1 At the same time, there are stalwart attributes that any workable talent acquisition system should provide. Within this mix of the innovative and indispensable, a few features stand out because of their potential to directly affect HR outcomes.

Mobile: According to the IBM Smarter Workforce Institute, “74 percent of high-potential employees have used mobile in job searches, while only 40 percent of other employees have.”(3) With usage that prevalent for high-potentials, a mobile-ready solution is likely a must.

User experience: No matter how robust a talent acquisition toolset, it’s not much good if few from HR can actually use it. User experience (UX) extends to candidates, too. Both sides of the equation need positive interactions across the toolset. For HR, a simple, but powerful UX can cut training costs. For candidates, it’s part of their experience with your brand and can contribute to building key relationships with top performers.

Analytics: Analytics can uncover insights in minutes (or less) that would take hours or days to discover manually. Data-driven discoveries not only improve efficiency; they spark innovative approaches and lend greater confidence and stability to critical HR decisions. Analytics also accelerates and improves reporting.

AI and cognitive: Artificial intelligence and cognitive are emerging as game changers. According to a study from IBM, 50 percent of HR executives recognize that cognitive computing has the power to transform key dimensions of HR.(4) Cognitive capabilities can automatically predict and rank candidates most likely to succeed, flag highest priority requisitions and a lot more.

Internal Career Mobility and the Role of AI Talent mobility insights and an exploration of the role that AI is playing today and could play in the future.

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Case studies

BuzzFeed matches high-performing candidates to their ideal roles BuzzFeed is working with Uncubed and Watson™ Candidate Assistant to identify candidates with the highest aptitude for each role and proactively invite them to apply — building a strong talent bench to fuel growth.

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NBCUniversal declares the year of the candidate See how the HR team and job seekers come together, balancing the right people in the right job roles.

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H&R Block maximizes same-day hiring Thousands apply for a job, receive an offer, and complete their onboarding within 24 hours at the global consumer tax services provider.

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(1) IDC MarketScape Worldwide Talent Acquisition Systems 2017 Vendor Assessment, Kyle Lagunas, IDC MarketScape, September 2017

(2) Job Openings and Labor Turnover Summary, US Bureau of Labor Statistics, June 5, 2018

(3) Looking for top talent? Move to Mobile Recruiting (PDF 849 KB), Haiyan Zhang, Ph.D., and Sheri Feinzig, Ph.D. IBM Analytics White Paper, January 2016

(4) Extending Expertise – How cognitive computing is transforming HR and the employees experience (PDF 543 KB), IBM Institute for Business Value, IBM Smarter Workforce Institute, January 2017