Talent acquisition and recruiting are undergoing rapid disruption and are changing fundamentally: according to Deloitte Global Human Capital Trends 2014 research 58% of companies are currently revamping or considering changes to their talent acquisition strategies. Fundamental changes are impacting hiring requiring companies to thoroughly review their hiring strategies:
Talented people have stopped looking for jobs
The Talent landscape is massively changing with the rise of the new workforce. People increasingly show a changing attitude towards work, requiring freedom to decide when to work, where to work or who to work for. Traditional employment no longer fits with this requirement, Talented people today are not looking for jobs. Instead they are looking for exciting projects and experiences. Recruiters looking for people to fill traditional jobs, will likely miss out on the best talent. Is what your company has to offer interesting enough for talent to consider you and are you sure you are looking for talent in the right place?
Hiring will be increasingly driven by technology
In order to hire better, smarter and faster engineers have started to create tools to aid or even replace recruiters in the hiring process and saving up to 70-80% of their time. Hiring technology is skyrocketing, resulting in tools to more easily find, qualify, interview, onboard and keep track of talent. Their main goal: enabling the recruitment process to become more efficient, more successful and fully focussed on finding best talent. Is a hiring technology roadmap part of your Talent Acquisition strategy?
Companies should review whether their traditional hiring process still enables them to get hold of the best talent
Hiring has become too much process driven instead of talent driven. Companies have started to re-evaluate elements in their – often too traditional – hiring process to reduce waste of both unqualified candidates and valuable time in the recruitment process. They have changed their approach to connect with talent – using talent sourcing, talent mapping and talent community building, allowing them to identify talent before they need them. Some have focused on efficient online candidate qualification techniques – such as prerecorded video interviews, anonymous skills feedback tools and online coding challenges – much related to the above mentioned shift to technology. Others have eliminated job postings, and instead have changed applying to jobs into a much more interactive experience.
Integrated Recruitment Marketing Platforms will replace the traditional ATS
Talent networks and talent communities will become more mainstream for companies realising the value of ‘getting to know them before we need them’. As a result of both technological developments and integrating marketing techniques, companies will move from their traditional Applicant Tracking System (ATS) and Customer (Candidate) Relationship Management (CRM) systems to fully integrated Recruitment Marketing Platforms (RMP) in order to have a continuous dialogue with their target audience.
Is Talent Acquisition reporting into HR really the best road to success?
Recruiter roles and the positioning of Talent Acquisition within the organisation are changing. Start-ups have eliminated recruiter roles, leaving the talent acquisition process entirely to hiring managers, well supported by innovative hiring technology. In larger organisations, recruiter roles shift from tactical recruitment to process management and program management, while talent identification becomes the responsibility of newly created in-house sourcing teams and talent qualification is entirely run by the business, supported by recruitment admin roles.
With recruitment increasingly adopting marketing techniques to manage talent relations and driving the talent awareness process, the profession becoming more technology driven and considering the changing role of the recruitment function as a whole, one of the bigger questions to be answered is: Is Talent Acquisition reporting into HR the best road to success?
Candidate Experience should be a key priority for hiring teams, translated into clear metrics and be subject to continuous evaluation and improvement
Companies have started to put further emphasis on Candidate Experience (75% of job applicants do not hear back from employers according to CareerBuilder US survey). Smart companies use each interaction with potential candidates and their relevant connectors to build a hiring funnel. Smart marketing techniques related to measuring Customer Satisfaction should be implemented to keep track of the Candidate Experience throughout the entire hiring process.
Implementing actionable predictive analytics in your hiring strategy has become a number one priority
Predictive Analysis in Talent Acquisition is rapidly becoming one of the most powerful ways to gain competitive advantage in attracting top talent. Predictive Analysis will not only contribute to discovering indicators for best talent, best sources of talent, and indicating when talent is open to discuss opportunities. Predictive Analytics will also define hiring success and help to identify current skills/talent gaps in the organisation’s workforce to determine what kind of future skills will be needed, what performance level is required en when talent is likely to leave.
Evertalent helps businesses to understand how hiring is changing and supports companies on how to revolutionise their hiring process, select the best hiring solutions, create winning talent acquisition strategies, design competitive recruitment programs and hire best talent. Connect with us to find out how we can help increase your recruitment success.
This post was originally published on the Recruiting Essentials website and the HRN Blog.