The transition to a digital world has influenced every industry. Organizations across industries have had to make drastic changes to their structure, methods of operation, and best practices, in order to facilitate a digital transformation.
However, the most important factor that organizations have had to re-look at is the type of Talent that they hire. Candidates are increasingly expected to possess a range of technical and non-technical skills in order to meet the specific demands of organizations, but acquiring people with these skills is easier said than done.
With the demand for highly-skilled talent at an all-time high in today’s cutthroat job market, candidates have more choice than ever before as the balance of power shifts from employers to people.
This means it is no longer enough to just identify and reach out to the right Talent; everyone is doing that. Organizations need to have a comprehensive TA strategy that seeks to engage and build strong relationships with candidates.
The good strategies for Talent Acquisition can be the difference that sets an organization apart from its competition. For this, organizations must begin by understanding what millennial candidates in the Digital Age expect of employers.
Money is no longer the only motivating factor that people consider while choosing a job. Candidates are increasingly aligning the work they do with their personal beliefs.
The talent that believes in the purpose of the product or service of an organization, and its overarching impact on the community, are more likely to choose it over another.
candidates give more weight to organizations that have a work culture which is in-line with their own behaviors and preferences.
Highly-skilled Talent thrives when they are provided with a work environment in which they feel comfortable. Creating a culture which is both in-line with the vision of the business, as well as tuned to the needs of the modern workforce, attract great talent.
Candidates seek Organizations with programs that enable them to up-skill. Keeping up with the latest technologies and tools is a major part of staying relevant in today’s job market; candidates now expect their potential employers to provide them access to learn these.
Business leaders must have clear strategies that meet the different set of expectations of this new generation of workforce. By aligning these strategies for talent acquisition team, organizations can position themselves as an appealing prospect to potential candidates.
While this is a key aspect in attracting the right talent, it is equally important that organizations ensure they are properly equipped and have the right means to meet their objectives. In this regard, as with any other industry, HR strategies for Talent Acquisition has seen an influx of tools and technologies that aim to improve or quicken aspects of the TA process.
While these have been used with mixed results so far, the future of recruitment lies in greater integration between people and how they leverage technology. Organizations must consider investing in tools as an important part of creating a future-ready TA strategy.
With the steadily growing influence of social media on the lives of people, using it to find high-quality Talent acquisition process is an excellent differentiate that organizations can incorporate into their TA strategy.
It enables recruiters to reach a large and specific pool of passive candidates that are not accessible to other organizations who are only using traditional methods of sourcing. Organizations can also use these platforms to make a highly personal approach to a candidate and assess her/his cultural fitment.
While LinkedIn has been the most used medium in this aspect, a new breed of recruiters is now using Facebook, twitter, and similar platforms to the same effect using innovative strategies.
With the use of AI Tools, organizations can now simplify aspects of the TA process that are time-consuming and laborious. Processes such as screening and shortlisting of resumes can be automated using advanced filters, while repetitive and administrative tasks can be performed by tools without human intervention.
Using AI tools can free up the time of recruitment experts to focus on the more important aspects of the process; such as engaging potential Talent by educating them about the culture, benefits, and purpose of the organization. Higher engagement with potential talent can drastically improve the efficacy of a Talent Acquisition strategy.
Data-driven recruiting uses analytics to process large amounts of data related to the recruitment process and gathers valuable insights on how to improve a Talent Acquisition strategy.
By using the right analytics tools, and identifying key metrics to measure the outcomes of their TA efforts, organizations can eliminate gut-feel decision-making when it comes to their recruitment process.
It also enables a more objective assessment of an organization’s talent acquisition consultancy efforts; which can in turn help identify areas for improvement.
Organizations must ensure that their job postings are optimized for different platforms and devices, as well as their intended target candidates. For instance, a majority of candidates today interact with job postings using their mobile devices.
Optimizing pages for mobile users can help improve their experience of interacting with, and perception of, the organization. Similarly, the content of the job postings should attempt to convey not just what the organization expects from the candidate, but also what the candidate can hope to achieve from the role.
While the use of tools and technologies are touted to bring about the next wave of best practices in Talent Acquisition process, their success depends on how well organizations can combine them with their People resources.
As far as the future of talent acquisition group goes, organizations with recruiters who can effectively build and manage communities of talent, using a variety of traditional and technology-driven methods are set to succeed.
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