A strong workforce is a crucial component of an organization’s success. The right technology solutions can streamline the talent acquisition process, making it more efficient and effective for recruiters and HR teams.
The best talent acquisition tools prioritize both speed and quality. These tools make interviewing candidates at their convenience easier, resulting in higher conversion rates. They also allow for more objective assessments of candidate skills and qualifications.
Social Media
As the way that talent is sourced and found has evolved, so too have the technologies that help to make the process more efficient. Social media has dramatically aided it, which has changed how recruiters find and interact with candidates.
Many companies rely on social recruiting to showcase their company culture, reach passive job seekers, and save money on traditional job advertising. However, the use of social media in this space goes beyond posting jobs on various platforms and promoting them through channels like Twitter. People look up to companies that effectively utilize social media for recruiting, as it allows them to gain insights into the company’s values, employee experiences, and overall brand image. This not only attracts potential candidates but also helps companies build a strong employer brand that resonates with their target audience.
Using a unified social media management platform, talent teams can create and manage recruitment content, share jobs across multiple channels, and gather candidate insights from one dashboard. It helps to streamline the talent acquisition process for both recruiters and candidates. Plus, by allowing talent teams to share content with candidates through text, they can engage with candidates in a highly personalized manner that is also time-efficient and cost-effective.
Passive candidates are also a growing portion of the workforce, with many professionals not actively searching for a new job but being open to opportunities that come their way. By showcasing your company as a place that values its employees and offers an excellent work-life balance, you can attract these candidates to your team. It can be done by creating a positive social media presence and encouraging your employees to post about the excellent workplace culture they enjoy at their organizations.
Cloud Storage
Cloud storage enables employees to access their files, data, and information from anywhere – as long as they have an internet connection. It allows for a more mobile workforce and makes it easy to share documents and information with team members in real time.
Many of the processes involved in hiring talented people require large amounts of data and information that must be organized to enable teams to identify and analyze patterns and trends quickly. When data is stored in the cloud, it is accessible to all employees, making it easier to make informed and strategic decisions about the people you hire.
Technology has revolutionized how companies can find and attract top talent. New online job platforms have become a one-stop center for employers to vet job applicants, and many of these include digital talent assessment tools. Using these solutions, you can reach candidates worldwide and increase your odds of finding the perfect fit.
Other technologies, like AI, help recruiters do their jobs more efficiently by assisting them with tasks such as writing job descriptions, building email drip campaigns, and screening applications. It helps to free up time and resources so recruiters can focus on finding and attracting quality candidates. It is a huge advantage for organizations competing for skilled people in today’s competitive job market.
Direct Sourcing Platforms
With many people opting to work freelance, many platforms have emerged that put technology to use and offer a complete solution for all parties involved. Known as direct sourcing programs, these platforms store independent talent in branded talent networks (also called talent pools) and then manage the talent pool as a managed service by filling contingent job requisitions with candidates on demand.
To succeed, a direct sourcing program requires a compelling employer brand and an investment in technology platforms to capture critical data and automate candidate communications. The key to ensuring success is securing buy-in from senior management and managers. The best way to do this is through a compelling business case that shows what the company stands to gain by leveraging its brand and network to attract contingent workers more quickly and cost-effectively.
A leading advanced aircraft, space, defense, industrial, and medical device manufacturer used direct sourcing to solve an extreme skills gap between retirees leaving the organization and new employees needing to be fully trained. Using its branded talent pool to identify and recruit highly-skilled, experienced contractors, the company reduced time-to-hire and improved its candidate experience.
A robust direct sourcing program can be managed through recruitment agencies, PEOs, or a professional services firm. Managed direct sourcing can reduce costs by removing the markup of staffing suppliers and shortening cycle times. It can also increase the candidates’ quality by leveraging technology to segment talent pools for specific job functions, titles, and locations.
Artificial Intelligence
Many AI-based talent acquisition solutions rely on the power of machine learning to provide predictive analytics that help recruiters make decisions faster. They can also assist in reducing the time recruiters spend on administrative tasks so they can focus more energy on finding and engaging with talented applicants.
One of the most significant advantages AI can offer your team is its ability to process data at an enormous scale. It can quickly and automatically review all the profiles, applications, and other candidate information. Whether it’s looking through LinkedIn profiles, CVs or job applications, or skills assessments run on a platform, AI can help you assess a much wider pool of candidates in less time.
It can also be used to eliminate bias in the recruitment process. For example, intelligent programs can evaluate job requisitions and postings for gender-laden language and eliminate biases caused by factors such as regional accents or parental status. In video interviews, it can catch the subtleties of a candidate’s expressions and gestures that a human may miss.
The key to using AI is to have clear guidelines about how data will be collected and stored. It is crucial because AI systems deal with vast amounts of personal data and are potential cyberattack targets. You should have transparent policies on how this data is used and ensure that your AI tools comply with data protection regulations such as GDPR or CCPA.
