Digital transformation is no longer a case of ‘if’ but ‘when’. Organisations that fail to acknowledge the new era of the digital workplace will start to lose revenue, and fast. Modernising your applications and future-proofing your HR platforms should be ambitions for businesses of all sizes.
Selecting the correct approach for your recruitment needs is key to a successful business development strategy. For a truly seamless assessment experience, Thomas can integrate our assessments and solutions with your chosen applicant tracking, talent management, human resources and learning management systems.
We interviewed one of our Thomas Integrations technology experts, Dan Taylor, for his exclusive insight into the process, benefits and vision of assessment integrations in the recruitment and development world.
Thank you for taking the time to share your knowledge and wisdom, Dan! Let’s kick off: If you could define ‘integrations’ in a couple of words, what would they be?
For me, integrations is simple. It is about allowing two very separate systems doing different tasks to talk together without human input and making it look like they are all part of the same platform.
What do you think business life is like without a Thomas-integrated recruitment platform?
Speaking with our clients we know that, when significantly higher volume of psychometric assessments are used, it can start to get very time-consuming to administer these and it leads to inconsistent use of assessments in the recruitment and HR process. We hear all too often that the team responsible for HR and recruitment have no time to do the important things, administering several Thomas assessments at once just compounds this, but it doesn’t have to. This process can be as quick and simple as the assessments themselves!
Why should businesses consider an integration then?
It will always depend on the client’s business needs. When we embark on an integration with our clients we are always sure to do a thorough needs analysis to ensure we know what the main driver for the integration is. Often this can be as simple as reducing the amount of time spent administering assessments, allowing us to free up a person’s time for the important task that systems can’t take care of.
We’d appreciate some inside scoop on the process of setting up an integration with a client. Can you share?
Setting up an integration with one of our existing partners is simple. Typically, you can be up and running in 2-4 weeks. There is a small cost for the initial configuration and support but after this, to keep it simple, you continue to work with Thomas through your agreed subscription with no extra hidden costs. We do require a few hours with your subject matter experts to ensure we implement the Thomas assessments effectively within your recruitment or HR process, but after that you are good to go!
If a company is interested in starting a conversation about a Thomas integration, what would you need to know about their business to kick things off?
The nature of what we do is to simplify processes, so to kick things off we need 1 piece if information: what Applicant Tracking Software (ATS) or HR platform you use or are looking to use. Once we know this then we can jump on a call or if feasible attend a meeting to discuss the detail of how we can help start you on your integration journey.
If a company isn’t based in the UK, is an integration still possible?
Actually, a large number of our integrations have been developed for clients across our global business. To date, we have integrated for clients in the following countries – UK, Australia, Brazil, US, Canada, China, Denmark, India, Sweden, South Africa, Ireland, Italy and Russia.
Tell us, what is the future of integration in the psychometric assessments industry?
Wow, that is a big question! We are starting to move towards a trend in the market that shows an expectation of psychometric assessments being available as standard in recruitment and HR technology. Before, it was always a nice to have but as businesses of all shapes and sizes become more sophisticated with their use of technology this is changing. This trend leads into the use of integrated assessment data for rich reporting and predictive analytic models to help business make quicker and more intelligent decisions around their people. Past the standard use of psychometrics in the recruitment and HR business, we are also anticipating the move for integration into other industry technology such as in finance, risk and insurance.
Finally, we’ve been focusing on digital transformation here in Thomas. With that, how do you think assessment integration fits in the digital transformation movement?
Assessment integration has a huge part to play in the digital transformation movement. As more and more technologies are embedded within organisations to improve and streamline business process, the need for these various systems to link and talk to each other increases. That’s a job for integration!
Thank you, Dan!
Are you ready to start your integration? Book a demo now!