Access Exclusive, Trusted HR News & Resources >>> New Professional Members Save $20 Today
Sustainable design practices lead to happy employees—and healthy businesses.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Set yourself up for success with virtual SHRM-CP/SHRM-SCP Certification Prep Seminars.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
SEATTLE—Technology, cloud computing and data continue to transform the talent acquisition space, and specialists need to stay ahead of the curve to attract talent, tech leaders said June 28 at the 2017 Talent 42 Tech Recruiting Conference.
Talent acquisition specialists must create a technology road map that will work in tandem with human resources and IT road maps, suggested Nick Mailey, vice president of talent acquisition at financial software company Intuit in San Francisco. "Developing that tech road map is critical," he added.
[SHRM members-only toolkit: Introduction to HR Technology]
Recruiting Tech Tools
"Keeping up with technology is a part of your job in talent acquisition," said William Tincup, president of RecruitingDaily.com in Dallas-Fort Worth. He recommended several tools for talent acquisition specialists:
Tincup presented multiple factors recruiters and talent acquisition specialists should consider when they look to invest in recruitment technology products. The technology should be predictive and should provide recommendation systems, which are intelligent information filtering engines that narrow the decision-making process to a few proposals, Tincup explained.
Recruiters should question if these new technologies will be easy to access anywhere with Wi-Fi and on any device—a laptop, smartphone or tablet—and whether they will recommend how to clean data.
"Processes are always more important than products," Tincup continued. Recruiters should look for products that will fit their processes.
Once recruiters have a tech foundation in place, Mailey said, they should experiment with emerging technologies like predictive assessments and AI. During this process, Mailey advised recruiters to ask themselves:
"Don't fall in love with the technology; fall in love with the solution to the problem you are solving," Mailey concluded.
Catherine Skrzypinski is a freelance writer in Vancouver, British Columbia, Canada.
Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Join/Renew Now and let SHRM help you work smarter.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM-CP/SHRM-SCP Exam Application Deadline: October 20
SHRM’s HR Vendor Directory contains over 3,200 companies