IDC Analyst Perspective: HCM Suites Versus Talent Acquisition Specialist Suites

Two woman collaborating in front of a laptop

In a crowded technology landscape, the proliferation of specialized talent acquisition technology suites and broader human capital management (HCM) suites can be a difficult space to navigate. Organizations face not only multiple solutions, but also must decide whether they want to consolidate their talent technology into wider HCM capabilities or pursue a more specialized approach for talent acquisition with a holistic TA suite.

While there are benefits to both, employers must determine which approach and technology stack will best meet their needs. In a recent IDC Analyst Brief, Matthew Merker, Research Manager, Talent Acquisition and Strategy, IDC, provided his perspectives on the push and pull of talent acquisition specialist suites and human capital management/talent management suites.

The IDC Analyst Brief, sponsored by Jobvite, Enhancing Agility and Speeding Innovation Through Talent Acquisition Specialist Suites, focuses on talent acquisition ecosystem dynamics, benefits of TA specialist solutions, additional considerations organizations should recognize, and key trends that impact the recruiting space.

Here are some of the key takeaways from this analyst brief:

  • 61% of organizations have adopted new talent acquisition solutions in the past year, while 14% replaced existing solutions.
  • Human capital management/talent management suites and talent acquisition specialist suites each approach the market with unique differentiators.
  • The pace of innovation, flexibility, and scalability are benefits to organizations that select talent acquisition specialist suites.

“According to a recent IDC Analyst Brief, sponsored by Jobvite, 61% of organizations have adopted new talent acquisition solutions in the past year, while 14% replaced existing solutions” -jJobvite

Read an Excerpt from the IDC Analyst Brief

Below is a passage from that analyst brief that highlights the context in which talent technology exists today:

The talent acquisition (TA) technology ecosystem is crowded with new vendors frequently appearing, offering niche capabilities to complement existing recruiting technology suites. Point solutions provided by emerging vendors often offer capabilities that address tactical areas of the hiring life cycle. These capabilities may include onboarding tools, internal mobility platforms, recruitment marketing, candidate relationship management, and interview solutions.

While competition encourages innovation within the ecosystem, the continued emergence of new vendors increases the complexity of the market and ultimately the burden of choice for buyers in understanding the ideal tech stack for their talent acquisition needs weighed against their organization’s tolerance for multiple vendors and contracts.

The continued development of holistic talent acquisition suites, either from vendors that specialize in the field or from vendors that offer talent acquisition as part of a broader human capital management (HCM) capability, adds to buyer consternation on selection. There are advantages to both avenues, but buyers must consider their own unique needs when making a purchasing decision.


Get a Free Copy of the IDC Analyst Brief: Enhancing Agility and Speeding Innovation Through Talent Acquisition Specialist Suites

As recruiting moves into a strategic imperative for organizations, companies should be aware that the push and pull of TA specialist suites and HCM providers will continue. Matthew Merker concludes that, “while the all-in-one employee life-cycle solution set from HCM/TMS providers is a strong value proposition, TA specialist suites’ high degree of innovation and agility provides a compelling counter to organizations with particular interest in elevating recruiters to talent advisors while remaining ahead of the curve in future proofing the workforce.” Ultimately, it is essential that organizations determine the strategy that best elevates talent acquisition within their company and helps them compete in a tight labor market for both the short- and long-term.

View the full perspective from Matthew Merker and get more insights when you access your own copy of the IDC Analyst Brief today.