Why Recruiting is still part of the Enterprise HR Applications landscape?

Why Recruiting is still handled in the Enterprise HR Applications?

One of the main issues in Recruiting is about reaching out to the “Passives”. How do you attract and invite someone who is not actively hunting for a job but may be a good talent for you to have.

The hurdle I see for Recruiting Applications in an Enterprise is that it is still to a large extent inviting a candidate to apply /or come to the career site and register.

One of the applications that provides a great Social Recruiting is SAP Successfactors. The Recruiting Marketing functionality uses Social Recruiting in a powerful way. However, it still has to be integrated with a “professionally social networking” site such as LinkedIn.

When you go into LinkedIn, if you watch carefully, there are some strong tools for recruiting / attracting “Passive” job seekers.

LinkedIn sometimes shows messages like “xxx companies in your network are hiring”. What this does is to pique the interest of the users and take some steps to explore more. That slight push then transforms into a Attract, Engage & Select process. It would be worthwhile to find out how many actual. I think LinkedIn has stopped this messaging.

However, the point is, these are the very techniques that might be useful to help the reach of initiatives to hiring “Passives”. When a career site is part of an Enterprise HR Application, it is not reaching out beyond a certain level. Even with a functionality like Recruiting Marketing.

My doubt is on this particular issue – how relevant is it to have an ATS as part of an Enterprise HR Application? Are we not limiting the ability to cast the net wide? Other than the obvious ability to integrate better with main HR application, what is the real motivation to have an ATS as part of HR-IT landscape? 

Would welcome the views of the Community.