Evolution of Talent Acquisition
The talent acquisition (TA) process has changed substantially over the past decades. In the past, it was seen as a purely administrative function and a cost-centred system built to support the entire process. However, if the pandemic taught us anything, the past systems no longer function properly, especially in today’s candidate-driven market.
Recruiters now act as marketers, data analysts and organisers all in one. Companies need to ensure that their teams will get the right technology to support these extended duties and roles so that the businesses can compete in the ever-changing talent market.
While talent acquisition hardly resembles what it was decades ago, one thing remained the same: technological advancements and thought have permanently changed for the better. Looking back on the history of talent acquisition, we now have more meaningful insights into all professions and the future.
The Benefits of Technology in Talent Acquisition
Technology today offers plenty of benefits, especially in talent acquisition. Talent acquisition systems offer artificial intelligence tools for finding and matching suitable candidates to specific jobs and help identify quality candidates quickly. Using AI and algorithms, companies can search through the talent database and external job boards and provide hiring managers with a ranking of candidates based on their qualifications. Some of the benefits include:
- Foster candidate experience
- Empower recruiters
- Engage hiring teams
- Lead with data
- Adapt faster to changing recruiting practices
- Provide predictive analytics
Applicant Tracking Systems (ATS)
An applicant tracking system is a type of recruiting software that companies use to better structure and customise the hiring process into a scalable, efficient and fast process. The ATS allows the talent acquisition team to source, attract, evaluate and hire candidates better and faster.
The primary goal of the applicant tracking system is to simplify the talent acquisition processes and make it cost-effective. This tool provides recruiters access to a robust and more centralised platform that collects, views and tracks candidate’s progress while filtering qualified candidates based on their qualifications.
More powerful ATS platforms are cloud-based software solutions which people can access anywhere and anytime. The complexity of an ATS system will vary depending on the type of business and will offer more or fewer features depending on the software.
AI and Machine Learning in Recruitment
Artificial intelligence (AI) is making extraordinary shifts in the world of recruitment and talent acquisition and is revolutionising the way we work. It doesn’t come as a surprise that HR professionals are already using AI in the hiring process, and organisations are starting to see the significant impact and potential of AI and what it can do to improve recruitment efforts.
With today’s AI-driven technology, recruitment teams and hiring managers can make their work more efficient and focus on achieving bigger goals more efficiently. HR managers have more time to be strategic and create goals that will be highly beneficial for the organisation while knowing that the goals can be supported and achieved through the use of a variety of AI Tools.
Machine learning, on the other hand, is an application of artificial intelligence which can constantly improve from experience without being programmed. It does that by learning from data like numbers, texts or photos and looking for patterns it later uses to inform better decisions. The recruitment process is based on collecting information, and one of the most widely used applications of machine learning in recruitment is for sourcing and screening candidates.
Video Interviews and Virtual Assessments
Technology is changing how we work and allows us to work from anywhere. This adaptability transformed the way we also do interviews. Rather than having face-to-face meetings or phone calls, recruiters now use online video interviewing assessments to interview candidates virtually.
Recruiters use these tools to screen candidates remotely worldwide and move them through the hiring process. These video interviews are an excellent tool for recruiters to help them assess many applications quickly.
Social Media and Employer Branding
Employer branding is a core element of a company’s reputation and is an essential aspect of talent management, especially in today’s competitive labour market. Social media platforms offer a powerful and cost-effective way to present your company culture, values and achievements and attract potential employees.
Social media can help companies build a strong employer brand. It can help companies reach a wider audience and an audience that is more diverse in talent but also showcases the unique selling proposition of an employer. It can help create and share authentic content that is engaging and showcases the company’s culture, vision and values. It also helps to foster a sense of community and loyalty among employees and encourages them to become advocates and brand ambassadors. Additionally, social media can help monitor and improve the employer’s reputation by collecting feedback, addressing issues and responding to reviews and comments.
Remote Work and Virtual Onboarding
The fundamentals of onboarding remain essential to integrating employees successfully into the organisation. Newly hired candidates still need to feel engaged, connected and valued. They need to know what is expected of them and what they can expect from the company by being equipped with the proper resources.
Onboarding starts before the first day on the job, and it is also known as the practice of preboarding, which means preparing the new hires from when they sign an offer letter to the starting day. It is more essential and complex for remote workers who start their new role at home, and onboarding remotely focuses on three key factors: organisational, technical and social. These three factors enable team members to stay up-to-date and thrive.
The Human Element in Tech-Driven Recruitment
In today’s world of talent acquisition, data and algorithms are taking the main focus, so it can be easy to overlook the fundamental elements of what makes the process successful and in most cases – it is the human touch.
Technology is transforming the way we recruit and choose candidates, but it is also the people behind these processes that make everything work. In the era of applicant tracking systems, where AI is the focus, it is easy to see candidates as data and statistics. However, each resume shows a different story, potential and aspirations. The human touch is essential for a talent acquisition strategy as it goes beyond the resume because it listens to the candidate’s journey and understands where people are coming from.
Candidates value a personalised experience during the recruitment process, and the human touch in talent acquisition is about creating a candidate journey that makes people feel like part of a team and not just a formal process. When candidates feel heard, valued and respected, they focus more on being productive and loyal and become brand advocates.
Modern Talent Acquisition with Olive Recruit
As an organisation, we constantly keep up to date with new technological advancements and developments, especially in the recruiting sector. This way, we are focused on staying ahead and providing the best possible recruiting experience for everyone involved. We rely on technology to find the best candidates and find the best cultural fit between organisations and candidates.
If you need more information about how we can help find A-players, contact us today.
