In an ever-changing world of work, being impacted by a multitude of external influences, hiring sits at the focal point of the success and growth of an organisation.
Historically, RPO was perceived as something only for large companies, those in particular industries or hiring for certain positions. The evolution of the HR function and the role of HR as a strategic business partner has had a direct impact on the way organisations have approached talent acquisition.
The demands of the new digital landscape aka Recruitment 4.0, unearthed a new series of challenges that HR professionals must overcome. The internet has enabled a global marketplace for talent and as such even the most experienced recruiters are in a fight to find the best talent to hire.
The recent HCI conference did not disappoint and offered us all a lot of really interesting take aways on where Talent Acquisition is, or may be, heading. Important and timely topics such as employer branding technologies, candidate and employee engagement, and the next horizon for performance analytics were all in focus – as expected.
There is a famous quote that states, “The only thing you can control in life is your reaction.” For talent acquisition leaders constantly facing the challenge of hiring volatility, these words ring very true.
I know what you are thinking as I am thinking it too. Not another Employer Branding article. Hear me out.
Anyone who has been reading my blogs of late has noticed my new “thing”; Recruiter Experience. My theory being that if we look after the Recruiter Experience (things such as scalability, agility, tools, tech, process, allocation etc) and Hiring Manager Experience (relationships, coaching, visibility etc) then the holy grail that is Candidate Experience should look after itself.
Common sense, right?
Emerging technologies are changing the way companies recruit. One of the rising offerings is artificial intelligence (AI), which can level the playing field for candidates. Top recruiters predict AI will eliminate the unfair advantage of a fancy resume or pedigree for candidates. Instead, applicants will need to rely on different abilities to stand out in processes using AI.
Anyone who’s trying to recruit tech talent these days will attest that it’s far from being a walk in the park. And by the looks of it, it’s not going to get any easier soon. The demand for tech talent is projected to further increase by a significant 12% in the coming year.
As one of the most globally recognized brands in the world, this client had challenges within one of its biggest hiring profit centers in Sales. Their prior decentralized Talent Acquisition structure placed a heavy staffing burden on line managers who struggled to get the hiring results and achieve a balance between staffing and their functional business responsibilities. This combination of missed hires and lost productivity time from line leadership put revenue at risk. In 2013, this client turned to Sevenstep to drive a laser-focused TA strategy for this high impact hiring area.
The third instalment in my mini guide to TA Transformation is one that is probably my favourite (I do apologise in advance to anyone who is not a Game of Thrones fan for the title).
We have covered what we need to get the transformation ball rolling, how to create experiences rather than processes. Now we will look at for me something that should be not only the backbone of any transformation, but the heart of your TA function; Data.
According to a Gartner Customer 360 Summit, 86% of HR professionals agree that recruitment is becoming a lot like marketing.
The recruitment marketing mix, as we know it today, comprises of Employee referral programs, Sourcing, Recruitment agencies and Recruitment marketing. The latter – Recruitment Marketing – goes beyond simply finding the right talent for your current job opening. Instead, it also focuses on activating your employer brand to help you target qualified candidates, faster and for less.