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1Z0-324 Oracle Taleo Recruiting Cloud Service 2016 Implementation Essentials

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1Z0-324 exam Dumps Source : Oracle Taleo Recruiting Cloud Service 2016 Implementation Essentials

Test Code : 1Z0-324
Test designation : Oracle Taleo Recruiting Cloud Service 2016 Implementation Essentials
Vendor designation : Oracle
: 162 actual Questions

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Oracle Oracle Taleo Recruiting Cloud

Oracle outlines Taleo roadmap, calls acquisition 'additive' | killexams.com actual Questions and Pass4sure dumps

Oracle executives Friday outlined their plans for an integrated human capital administration (HCM) and aptitude management utility portfolio within the wake of the company’s acquisition of Taleo.

In a half-hour webcast, senior executives presented a huge define of how both product roadmaps would converge.

“This gives us probably the most comprehensive and contemporary cloud human capital administration and skill administration suite within the marketplace,” note Hurd, Oracle’s president, referred to on the webcast. “There is not any alternate to their mode or the Fusion roadmap and unlock time table. Taleo is incremental to Fusion.”

Oracle announced it might acquire Taleo for $1.9 billion prior this month. Taleo’s core strength is in recruitment and skill management application. truly, in response to Taleo’s CEO Mike Gregoire, Taleo manages 15% of flawless hires in the U.S. but there is a few product overlap between both groups, which Oracle executives sought to address.

“Oracle and Taleo’s products are complementary, and between Fusion HCM and Taleo skill administration they tender a complete suite, delivered in software as a carrier,” observed Thomas Kurian, Oracle’s government vp for building. “This can furthermore subsist purchased and used as individual modules.”

those explanations did not circulate muster with one industry observer.

“Between Hurd and Kurian epigram ‘it’s fully additive and complementary,’ it changed into off a script; there was such boasting occurring,” observed note Smith, CEO and chief analysis officer of Ventana research, based in San Ramon, Calif. “Oracle’s already obtained compensation management, performance management and recruiting, and this stuff can subsist found within the cloud. I don’t understand how they can perhaps shape those comments on this webcast.”

Oracle promised to proceed to tender aptitude management that works with Oracle human materials and non-Oracle human elements and human capital administration, even if on-premises or in the cloud, Kurian referred to. in addition to its these days released Fusion HCM, Oracle additionally offers PeopleSoft HR utility.

finally, Oracle intends to integrate Taleo with its own Oracle Public Cloud.

“It allows us to prolong Taleo to their convivial networking, identity administration and enterprise analytics,” Kurian stated.

indeed, Oracle’s acquisition of Taleo has been characterized through Smith and other analysts as a grab for customers, to back construct out its customer basis on the Oracle Public Cloud.

Oracle furthermore outlined its plans to enhance its HCM choices with its broader portfolio of functions and analytics.

“What Oracle wants to carry out is provide you with a complete answer,” Kurian talked about. “finished skill management, HCM to advertise and reward [employees] -- with embedded BI, and convivial and cell capabilities to enable americans to shape the correct choices at once and easily.”

What’s the takeaway for customers?

“if you’re an Oracle consumer and already bought into Fusion HCM, the question is yeah, Taleo’s recruiting is likely a much better path,” Smith stated. although, lots of the capabilities within Taleo beyond recruiting occupy been themselves bought functionality.

“For Oracle shoppers, ok, there’s a pair issues to prefer off,” Smith introduced. “if you’re a Taleo customer beyond recruiting and furthermore you had been pondering of Taleo as your unified aptitude management suite i'd subsist thinking once again. i might subsist very worried.”

Oracle’s acquisition of Taleo is just one in a contemporary rash of acquisitions through commercial enterprise software providers of smaller, HR technology consultants. SAP bid $3.four billion for SuccessFactors in December, adopted just weeks later by means of Salesforce.com’s acquisition of Rypple.


Indus Towers deploys Oracle respond to streamline recruiting tactics | killexams.com actual Questions and Pass4sure dumps

NEW DELHI: Indus Towers, India’s greatest telecom infrastructure business, has deployment Oracle Taleo Cloud functions to streamline its recruiting processes for quicker recruitment and greater collaboration in the cloud.

The Oracle Taleo Cloud service now permits Indus Towers to determine and recruit correct talent to fill selected telecom trade wants and grants insights to constantly multiply talent acquisition efficiency and effectiveness, in keeping with an unquestionable remark.

“we're extremely haughty to companion with Indus Towers in their event against technological excellence. we're confident that with Oracle Taleo, Indus Towers will now not most efficient subsist able to boost the overall efficiency of the employees however furthermore subsist positive that they're connected on a prerogative time groundwork. Oracle aims at fuelling Indus Towers’ industry objectives in a agreeable and positive method,” mentioned Shailesh Singla, revenue Director, HCM, Oracle India.

Oracle Taleo has integrated the complete system of recruitment and has brought the entire stakeholders onto unique platform. The respond furthermore points mobility and analytics.

“know-how is impacting industry in a colossal route and their collaboration with Oracle will combine recruitment manner for their distributed workforce spread throughout the nation via a robust, cloud platform making the device extra productive. Their personnel at the minute are neatly related with every other and might manipulate considerations or give approvals on key actions on actual time basis from their cell, on the flow. they are extraordinarily satisfied with the mixing of the product with different structures,” said Vishal Manchanda, national Head of gaining erudition of & development, Indus Towers.

Google Boosts Presence in Applicant monitoring space with designation | killexams.com actual Questions and Pass4sure dumps

In a bid to extra penetrate the booming recruitment area, Alphabet’s GOOGL division Google has rolled out its applicant tracking gear (ATS), Google hire, in the U.okay. and Canada.

in particular, Google rent is in response to the business’s G Suite application.

hire which changed into launched in 2017, changed into purchasable simplest in u.s. to date. besides the fact that children, the newest stream of Google marks as its first world expansion.

Applicant monitoring Market Holds Promise

Per a file from Technavio, the global market for ATS is predicted to witness a CAGR of seven% between 2019 and 2023.

This selected market is using on starting to subsist should automate recruitment approaches, rising demand for analytics metrics and world skill acquisition.

additional, ATSs are gaining momentum in today’s fast-paced world as these are agreeable value and consume less time.

certainly, designation works as a recruitment administration platform that integrates with G Suite apps reminiscent of Gmail, Google Calendar, Spreadsheets and Google Voice. It aids americans to Run recruitment tactics efficaciously which helps them in making a preference on skill, constructing mighty relationships with candidate and managing interview manner.

We trust these potent elements of designation and expanding world presence will assist Google to penetrate this expertise market hastily.

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Rising competitors

The above-mentioned market growth opportunities are luring enough to entice other tech companies to shape advances in the turning out to subsist ATS market.

aside from Google, there are other avid gamers devotion Oracle ORCL, IBM IBM, Workday WDAY and SAP, to designation a few, that are furthermore leaving no stone unturned to bolster their presence in this positive space.

primarily, there are a number of present ATSs in the U.ok. and Canada, particularly Oracle Taleo Cloud carrier, IBM Kenexa aptitude Acquisition Suite, Workday Recruiting, and SAP SuccessFactors Recruiting and Onboarding.

as a result, Google being a late entrant during this area is likely to face severe competition from the above-outlined players. although, the transforming into recognition of G Suite apps is likely to back its market participate in Canada and the U.ok.

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Oracle Taleo Recruiting Cloud Service 2016 Implementation Essentials

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Yello Expands Sales Team With Top Talent to Meet Increasing demand | killexams.com actual questions and Pass4sure dumps

Growing Recruitment Technology Company Appoints Four Executives to Drive Sales and industry Development

CHICAGO, IL--(Marketwired - Jan 5, 2016) - Yello, the leading web and mobile recruitment software, services and consulting company, announced today the appointment of four sales executives amenable for driving the company's continued growth and bringing its advanced recruiting solutions to novel markets. The company welcomed Corey Epperly as Southeast regional vice president; Dionne Rodrigues Healy as West Coast regional vice president; Michael Megerian as group vice president, Account Management; and Scott Schoenick as Midwest regional vice president.

Epperly, Rodrigues Healy and Schoenick unite East Coast regional vice president Matt Stager to round out Yello's localized U.S. coverage, while Megerian is amenable for edifice and leading Yello's Account Management team. As Yello continues to reinvent recruiting, it has experienced rapid adoption by companies ranging from Fortune 500 multinationals and large public sector organizations to high-growth, early-stage companies. In response to increasing demand for its solutions, the company recognized the requisite to expand its sales team to serve this growing client base.

"Yello's goal for sustainable growth involves edifice a strategic and geographically diverse sales team to expand their aptitude to compass more companies looking to innovate how they source and hire talent," said Jason Weingarten, CEO of Yello. "I am pleased to welcome Corey, Dionne, Michael and Scott to the Yello team. Their combined expertise and proven industry results will subsist instrumental in bringing their solutions to more employers across the country."

Corey Epperly, Southeast regional vice president

In his novel role at Yello, Corey Epperly leverages nearly 20 years of sales experience, including 12 years in the recruitment space, to drive Yello's sales and industry development opportunities. Prior to his current role, Epperly served as regional vice president of Sales with Monster; vice president of Personified, the consulting and staffing division of CareerBuilder; and as area sales manager for CareerBuilder. He furthermore held sales positions with several IT and telecommunications companies.

Dionne Rodrigues Healy, West Coast regional vice president

With nearly 15 years of sustain in HR cloud software consulting and customer success, Dionne Rodrigues Healy is well versed in helping clients find the prerogative solutions for their organizations and is integral in expanding Yello's presence on the West Coast. Before joining Yello, Rodrigues Healy served as account executive for One2Team, senior implementation consultant and project manager at Taleo and senior client executive with Oracle, following its acquisition of Taleo.

Michael Megerian, group vice president, Account Management

In his novel role, Michael Megerian leads Yello's Account Management team amenable for relationship management, client success and strategically partnering with clients to understand their industry challenges in order to derive value through Yello's solutions. Megerian leverages more than 14 years of SaaS-based strategic sales, enterprise account management, customer success and consulting experience, having previously served as director of HCM Enterprise Customer Success at Oracle, a client executive at Taleo and various sales and customer success positions at Ariba.

Scott Schoenick, Midwest regional vice president

Scott Schoenick leverages two decades of sustain with startups and established HR technology companies to lead Yello's sales and industry development activities in the Midwest region. Schoenick built his career managing and motivating high-performing teams and previously served as regional sales director at Workday, principal industry consultant and senior client executive with Taleo and director, Central Region Customer Success for Oracle.

"Yello continues to pioneer novel innovations in the talent acquisition space that change the route companies source, recruit and hire imposing talent," said David Stiefel, senior vice president of Sales. "With Corey, Dionne, Michael and Scott supporting their sales efforts, I am confident they occupy the best talent in location to grow the business, welcome novel clients and position Yello as the recruiting solutions provider of preference for today's high-growth companies."

More information about Yello's open sales positions is available at: http://hubs.ly/H01pW6P0.

About Yello

You had me at Yello: labor with the Chicago-based software leader that is radically reinventing recruiting. Employers of flawless sizes -- from Fortune 500 multinationals and large public sector organizations to high-growth early stage companies -- reckon on Yello to manage and mobilize their recruiting processes. Previously known as Recsolu, Yello's considerable sustain includes campus, professional, high volume and specialty recruitment. When you're ready to yell hello to your next imposing hire, reflect Yello. Connect with us on Web | Twitter | Facebook | LinkedIn


Europe SaaS Based HRM Market to Register an Impressive CAGR of 11.3% During the epoch of 2017 – 2025 | killexams.com actual questions and Pass4sure dumps

Software as a service (SaaS) based human resource management (HRM) alludes to the HR software carry out in cloud computing environment. SaaS based HRM solution enables to control and manage aspects of HR actions to maintain entirely employees’ details from the date of joining to the date of retirement.

This press release was orginally distributed by SBWire

Albany, NY -- (SBWIRE) -- 06/26/2017 -- Introduction and adoption of SaaS based HRM solutions has allowed firms to multiply productivity of their HR department by providing self-service web interfaces. Rising workforce globalization is expected to drive the large-scale implementation of SaaS based HRM solutions by minuscule and large companies. The increasing demand for better architectures for talent and recruiting procedures is critical to the increasing functioning of SaaS based HRM models. Features such as quick employee verification, employee benefit administration and employment application processing will subsist highly sought after. In the light of these advantages, a novel research report with the title "SaaS Based HRM Market - Europe Industry Analysis, Size, Share, Growth, Trends, and Forecast 2017 - 2025" has been added to the vast database of Market Research Reports Search Engine (MRRSE). This report analyzes the ongoing market trends as well as the future outlook of Europe SaaS based HRM market.

Request For Sample Report: http://www.mrrse.com/sample/3017

The Europe SaaS based HRM market is expected to grow at a CAGR of 11.3% between 2017 and 2025. At this pace, the market will compass a valuation of US$1,962.1 million by 2025 from US$676.2 million is 2015. This report on Europe SaaS based HRM market studies the market for the epoch 2015–2025, in which 2016 is the basis year and the epoch from 2017 to 2025 is the forecast period. Data for 2015 is included as historical information. The report analyzes market dynamics including drivers, restraints opportunities, and trends likely to influence the Europe SaaS based HRM market growth during the forecast period. It furthermore provides a comprehensive study on market growth throughout the forecast epoch from 2017 to 2025 in terms of revenue (value in US$ Million) across different regions.

The Europe SaaS based HRM is segmented based on enterprise size, solution and industry. Based on enterprise size, the Europe market is classified into minuscule and medium enterprise and large enterprise. Based on solution, the market is divided into Time and Attendance Management, Workforce Management, HR and Payroll, Integrated Solutions, Others (Scheduling, Hiring, etc.). On the basis of industry, the market is segmented into Banking, Healthcare, IT and Telecom, Manufacturing, financial Services and Insurance (BFSI), Others (Government, Logistics, etc.). Geographically, the report divides Europe SaaS based market into Germany, The U.K., Italy, Scandinavia, The Netherlands, France, Poland, and relaxation of Europe. Countries are examined in terms of revenue generation.

Browse Full  Report with TOC: http://www.mrrse.com/europe-saas-based-hrm-market

Some of the key players of Europe SaaS based HRM market are profiled with an accent on competitive details such as industry strategies, company and financial overview, and their recent developments. The players profile of major companies that are incorporated in this report involve as The Sage Group plc, ADP, LLC, SAP (SuccessFactor, Inc.), Oracle (Taleo Corporation), Rexx systems GmbH, IBM Corporation, SD Worx, Perbit Software GmbH, Jobvite Inc., Persis GmbH,.

About MRRSEMarket Research Reports Search Engine (MRRSE) is an industry-leading database of market intelligence reports. MRRSE is driven by a stellar team of research experts and advisors trained to tender objective advice. Their sophisticated search algorithm returns results based on the report title, geographical region, publisher, or other keywords.

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Oracle HCM Cloud vs. Workday HCM: Which one is prerogative for you? | killexams.com actual questions and Pass4sure dumps

The industry applications market is loaded with vendors pushing cloud-based human capital management tools that...

streamline and automate tasks commonly performed by HR teams. Two products in particular occupy emerged as major players: Workday Human Capital Management and Oracle HCM Cloud.

For several years, Workday and Oracle occupy gone toe-to-toe in an attempt to dominate the HCM market, with a winner yet to emerge. Both of their enterprise cloud services tender extensive sets of features that continue to evolve and expand, and the differences between the two suites are quickly becoming less apparent.

To draw a distinction between them, let's assume a closer peer at Oracle HCM Cloud vs. Workday HCM.

Workday HCM

Workday was founded in 2005 by Dave Duffield and Aneel Bhusri, former top executives at applications vendor PeopleSoft, which Oracle bought that identical year. Workday HCM, a SaaS tool, hit the market in 2006. Workday was one of the early pioneers in SaaS, with Workday HCM leading the freight on cloud-based HR applications.

Unlike products such as Oracle HCM Cloud, Workday HCM has its roots in the SaaS model, offering a natively developed suite of HCM services that were designed from the ground up with cloud-like capabilities in mind.

Workday didn't occupy to accommodate existing on-premises products or systems and could instead focus on delivering a set of unified services based on technologies that could subsist regularly updated and optimized according to a unique architectural model. It has furthermore been at the forefront of delivering mobile HCM capabilities in conjunction with its enterprise cloud offerings.

The Workday HCM suite includes HR management, benefits administration, talent management, recruiting, colossal data analytics and several other core services. In its first two Magic Quadrant reports on cloud HCM suites, released in June 2016 and August 2017, Gartner rated Workday as a leader in the category, along with Oracle and SAP. Ultimate Software furthermore made the leaders list in the 2017 report.

human capital management (HCM) components Oracle HCM Cloud

The Oracle HCM Cloud service evolved much differently than Workday HCM did. A agreeable portion of the HCM Cloud suite is based on Oracle's existing Fusion applications stack, a service-oriented platform that delivers on-premises and cloud-based applications that span HCM, ERP and CRM functions.

In addition, some parts of Oracle HCM Cloud are based on technologies that came from Taleo, a talent management software vendor acquired by Oracle in 2012. The Taleo components provided the employee recruiting, onboarding and training capabilities in HCM Cloud, although the latter actually came from Learn.com, which Taleo acquired in 2010.

Together, these varying technologies with their different roots were pulled together to create Oracle HCM Cloud, which offers HR and talent management, along with workforce management, HCM analytics and tools for managing things such as workforce rewards and work-life equipoise programs. Customers furthermore collect embedded convivial services and mobile access.

The not-so-great divide

Both Workday HCM and Oracle HCM Cloud provide extensive capabilities on a global basis, making it difficult to select one over the other.

If you're considering Oracle HCM Cloud vs. Workday HCM, you'll likely want to start by comparing them on a feature-by-feature basis. Although each has its strengths and weaknesses, your preference for one over the other will likely arrive down to your organization's needs and how well the products proper those needs. When comparing the two services, however, there are other factors you should furthermore assume into account.

One is the much different paths that Oracle and Workday took in creating their product offerings. Workday was conceived and implemented from day one as a natively developed cloud service. It uses a unique source of data, shares a common security model across flawless features and provides a fully integrated environment.

On the other hand, Oracle HCM Cloud was built on multiple technologies that evolved separately -- and not anyone were developed under a cloud-first model, in piece because of Oracle's initial resistance to the cloud. That resulted in an initial release that often seemed incomplete or inconsistent, and that delivered a less than stellar user experience.

But Oracle quickly made up for lost ground, and it now offers a more consistent, integrated product, with strong mobile, convivial and collaborative capabilities. Even so, Workday's cloud tradition makes it easier to shove out updates, implement cutting-edge technologies and deliver a cleaner, more user-friendly application that gives Workday an edge when it comes to user experience.

Conversely, Oracle HCM Cloud has a colossal odds in its integration with other Oracle products. Customers already committed to Oracle offerings will likely find it easier to migrate to HCM Cloud at a fitting pace, as well as to coexist with existing Oracle systems. This can subsist especially profitable to customers already using Oracle's ERP, CRM and PeopleSoft products.

Deep pockets or less baggage?

Another odds that Oracle has is its extremely deep pockets for further innovation and novel features. On the other hand, Workday isn't as top-heavy a company, and it is less tied to dilapidated technologies, potentially making it more agile and better able to respond to a changing market.

Pricing will undoubtedly furthermore subsist a factor in deciding between Oracle HCM Cloud vs. Workday HCM, but the prerogative cost of a cloud service must assume into account more than just the quoted subscription fees. For this, you must carry out a thorough cost analysis of each suite before making a final decision.

The challenge here is that pricing is continuously changing as Oracle and Workday attempt to outbid one another. In addition, a company's location and number of users can subsist critical factors in determining the total cost of ownership, which is further complicated by the extent of geographic distribution. And, of course, existing Oracle customers will occupy a much different perspective on migrating to a cloud-based HCM system than those starting out new.

Clearly, each vendor offers a credible product. In the end, choosing one over the other -- or choosing a different one altogether -- will depend on your particular requirements and circumstances. The challenge is in trying to predict where the HCM market is heading and what your needs will peer devotion going forward. For that, your best bet is a crystal ball.



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