Although the core process of talent acquisition has stayed the same for years now, how we recruit and what we look for has hugely shifted in the last decade. The recruitment landscape will never be quite the same and it is high time to adapt.
In this article we’re looking at some of the key strategies companies any size should consider when redefining and reviewing their talent processes.
You can read part 1 here, and more in depth reports added weekly by clicking the links on the topics.
Talent Automation & AI
Although we’re grouping automation and AI together in this article there is a clear difference. TA professionals can leave repetitive mundane tasks they were already doing to automation. It’s a rule-based system that follows orders. AI doesn’t always follow orders, but uses pattern recognition and attempts to mimic human behaviour. Instead of just repeating a task it can also enable a recruiter to do more of the same task and even better than before. Technology isn't replacing talent professionals any time soon, rather it's enhancing the talent function to be an extremely effective function.
According to a Deloitte global survey of executives companies deploying intelligent automation jumped from 15% in 2019 to 73% in 2020. 23% of workers have seen their roles and ways of working change because of this. 10% has had to retrain.
Automation and AI can reduce the burden of manual tasks and speed up pre-screening, interviewing and qualifying candidates. Still, it should never take away from the human experience. It should instead allow talent acquisition teams to focus on the relationships with candidates and create better, more streamlined application and interview processes, therefore a better candidate experience. They can also improve other internal talent processes like onboarding, induction and even employee referral workflows.
As with most technology-enabled solutions, automation is useless unless it's used correctly. It has great potential to increase a company's agility and productivity while reducing costs, but that outcome will vary. A clear vision for automation strategies is crucial to drive better outcomes. Barriers such as process fragmentation should be eliminated and employees retrained as needed.
Data driven talent acquisition
Talent acquisition and recruitment have been dragging behind marketing, sales and finance in using analytics until quite recently. With the competition for talent stronger than ever, businesses are finally realising the benefit of effectively harnessing data to improve the quality and speed of recruitment decisions and information.
Some of the typical barriers talent acquisition teams have faced before are a lack of understanding what’s possible, as well as a lack of resources and limited access to the right skills, but this is quickly changing. The rise of people analytics and talent acquisition technology is making it easier than ever for talent teams to leverage data to make better decisions.
Data provides visibility into the recruiting and talent processes. This is essential in maintaining a competitive edge in today’s tough market. It can help tackle a variety of problems depending on the specific needs of each team. Most companies are hoping to increase quality hires and reduce both the time and cost to hire. These are only some of the benefits of harnessing data. It can also help to build a right-size recruiting function or act on I&D goals such as finding a better way to attract and retain diverse talent.
The role of talent acquisition has consistently become more strategic and data is a key driver of this transition. The TA leaders that ensure their teams have a data driven mindset as well as the technology to execute on data-driven strategies will be a huge step ahead of the ones who don’t.
Omnichannel recruiting
People are engaging with brands across multiple platforms and devices.
Omnichannel talent acquisition approach involves all of these methods of engagement. It recognises they are linked and can overlap whilst providing a seamless experience for the candidate. As we mentioned in part 1 it’s paramount to make the application process as easy as possible. This approach is one efficient way to start tackling the issue. However, omnichannel strategies will not fix existing problems. It’s crucial to be confident in the other areas of the company’s recruitment and talent processes first. If done right it will expand a company’s reach and increase candidate satisfaction.
Just like with any new strategy it’s important for any business to define and understand the goals of their strategy. How, why and when it’ll benefit a company will be key questions to answer before starting to expand this way. Data is a great place to start working out which platforms and channels and what type of messaging achieves best results. There is no point in setting up a channel none of the right candidates use or care about.
The purpose of omnichannel approach is to improve two of the most imperative requirements to survive in the current TA landscape; to be easy to find and more importantly easy to use.
Talent Acquisition in 2022 - Conclusion
Most companies have learnt by now that it's a candidate driven market thanks to a great resignation which has now evolved into a great reshuffle. With more opportunities than ever job seekers can afford to wait for roles that excite them, at companies with a culture that resonates with them.
In 2022, acquiring talent isn't enough; acquisition, culture, strategy and retention are now inseparable. Understanding which trends are getting stronger and being inquisitive about new ones is crucial to maintaining a competitive edge.