Talent Acquisition

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 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?

Following our 2019 UK Start-Up of the year win – EVA.ai team attended  Unleash America, which was on May 14-15 in Las Vegas. This year’s theme was “The Bridge Between Work and Technology” – although Unleash is focused on HR tech, the conference also features wide review and discussions on key trends and issues at the forefront of the industry. This year's focus was on data privacy and the EU’s General Data Protection Regulation which is being reviewed by the US Congress as a potential template for a renewed effort on protecting people’s data.

As the dust starts to settle on the troubling results of Britain’s first race disparity audit published by the UK Government on 10 October 2017, many Talent Acquisition leaders are now becoming more aware of the critical role they play in this diversity issue. The facts and statistics paint a clear picture. UK employment rates are lower for ethnic minorities (excluding white minorities) than the overall population across the country. In 2016, just over 4 percent of White people were unemployed, which is lower than the rate of unemployment for people from all “Other” ethnic groups.

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.