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With the economy looking up, the war for talent is intensifying, with human capital a key priority on the CEO agenda. As such, organizations need to find new ways to attract, engage, hire and retain talent in a more concerted and focused manner. Technology is essential here and the businesses that thrive in 2015 will be the ones that benefit from the flexibility and agility that technology solutions can offer.
Key Forces Shaping Talent Acquisition
Tailored tech will take off. Organizations, particularly global ones with multiple business lines, want consolidated real-time information on-the-go to help them make informed decisions that will help to drive both a company’s talent acquisition strategy and its business agenda. The talent acquisition market is ripe with new innovative technologies emerging from social, cloud, gamification and analytics. Traditional solutions are also evolving, adding different components to support the digital world we now live in. The result? Technology decisions are now harder and more complicated than ever before. In 2015, with so many offerings in the early stages of development, there will be a shake out as certain vendors start to capture market share in all areas, whether that is mobile, psychometrics or video interviewing. Additionally, mergers and acquisitions will to continue to shape the market. These will help create a more-integrated and end-to-end solution than what we have seen so far, helping organizations truly reap benefits from the innovation coming into the marketplace.
Mobile makes it easier. Just tap and apply. In the advent of mobile technologies candidates want companies to meet them where they live on their smartphones. Almost 50 percent of job seekers globally now search and apply for jobs using a mobile device, but despite this, many organizations still don’t have a mobile-ready career site; as a result they are missing out on reaching a spectrum of well-connected candidates with fast-paced lives.
By putting mobile strategies first, whether sharing optimized content, enabling video interviews on-the-go or facilitating gamification techniques, organizations can enhance their employer brand by creating a functional and enjoyable candidate experience. It is also an effective way for businesses to extend their talent pool, which, with workforce demographics continuing to shift, is highly beneficial. Roles are evolving, employment longevity is changing and the flexible workforce is growing in importance; as a result a bigger percentage of contingent and contract employees are diluting the traditional permanent staff model, now firmly involved in high-impact, business-critical roles. This is why it is imperative for organizations to hone their digital initiatives to engage passive, nontraditional candidate sets, while offering an excellent representation of employer brand and giving candidates a stand-out experience.
Talent data capture enables C-suite decision-making. Organizations are truly learning from the technology and data that’s available to them today, using the entire employee lifecycle to gather insight. As businesses increasingly use analytics to make informed decisions across the talent lifecycle, the tools they use to gather information continue to evolve. Processes from applicant tracking to career development analysis are becoming better incorporated into candidate management systems, ensuring activities are more seamlessly integrated. This intelligence gives HR a complete view of its recruitment function, enabling the department to align talent strategy with business strategy and, ultimately, prove its strategic value to the C-suite. Although overwhelming, businesses need to be braver and bolder to become smarter.
Picking the right recruitment technologies can make an immediate and dramatic impact on an organization’s talent acquisition strategy. In 2015, business must not be overwhelmed by the multitude of technologies available and instead ensure the technology they select not only directly supports their strategy but, most importantly, delivers an outstanding candidate experience.
Mir Ali is vice president of global technology solutions at Futurestep, a global recruitment solutions company.
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