Intoday’senvironment,theskillsandroles

businessesneedtosucceedareconstantly

changing.WhiletheTAteamofthepastcouldrelyonaclearhierarchicalstructureandstableroles,thepicturetodaylooksverydifferent.

Thedigitisationofworkhastouched

everysectoranddepartment,increasingtheneedforhighlyskilleddataanalysts,developers,andcommunicators.

Thisdemandshowsnosignsofstopping,

andwhiletheriseofAIisthreateningsome

roles,itisalsocreatingnewones,includinganewrequirementforthosewhounderstand

theinnerworkingsofthetechnologyandthosewhocanuseiteffectively.

Meanwhile,technologicaladvancesandthepushtoremoteworkduringthe

pandemichaveremovedthegeographicalbarrierstoworkformanyroles.

Whilethishastheadvantageofbroadeningthepoolofavailabletalent,italsopresentstheoperationalchallengeofeffectively

managingandengagingremoteworkers.

Thecombinationofeconomicinstabilityandthepaceoftechnologicalchange

hasresultedinasignificantrestructuringofthejobmarket,astheskillsemployersarelookingforshiftdramatically.

Competitionfortherighttalentis

fierce,sothepressuresTAteamsfacetoattractandretainareincreasing.

AdaptingtothePaceofChange

TAleadershaveanewstrategicrole:

Shapingtheirpeoplestrategytoattracttalentandensuringthattheiremployerbrand

helpsratherthanhinders.

Areyoureadyforthechallenge?

WhiletheroleofTAprofessionalswaspreviouslydrivenbytransactional,

operationaltasks,thescopehasgrownincreasinglycomplex.

OrganisationsneedaTAfunction

thatworksstrategicallytokeep

pacewithchangingneedsandgivestheorganisationacompetitive

advantagetoattractthebestpeople.

Thisincludesadaptingtonew

technology,optimisingthecandidateexperience,embeddingdiversityandinclusionintheTAprocess,andusingdatatoguideindividualoffersandtheoveralltalentacquisitionstrategy.

Skills-basedhiring

Thepaceoftechnologicalprogressis

challengingthetraditionalcredential-basedapproachtorecruitment.Organisations

needhelptokeeptheirpeopleuptospeed.

Somanyareshiftingthefocustoskillsand

corecompetenciestobridgetheskillsgapandidentifythosewhohavethemeanstoadapt

andthriveinanever-changingenvironment.

Askills-basedapproachalsohasthe

benefitofopeningthedoortoadiverserangeoftalentbyremovingtheneedforatraditionaleducationalbackground.

PlatformssuchasMeVitaeandAppliedprovideoptionstoreducebiasinthe

recruitmentprocessbyanonymisingCVsandshiftingthefocustointerview-stylequestionstotestskillsattheoutset.

Reportssuggest

thispivottoskills-basedhiringcanincreasethetalentpoolbyafactorof10.

Thefocusonskillsismirroredacross

organisations,withskillsmappingprogrammestoidentifypotentialgapsandinternalmoves.

ChangingBusinessNeeds

ofrecruiterssayhiringbasedon

skillsisapriority.

Source:

LinkedIn

Pivotingtoskills-basedhiring

canincreasethetalentpoolbya

factorof10.

Source:

LinkedIn

AIandthe

HumanConnection

Muchhasbeensaidoftheimpactofnewtechnologyontalentacquisition,with

automationsavingtimeandthepotentialusecasesforAIonlyjustbeingdiscovered.

Researchshows

AIsupportshiringinoneinfourbusinesses,andinoperationswithover5,000employees,thisincreasesto

42%.Usecasesincludethecreationof

jobadverts,screeningandshortlistingtools,creatingdynamicjoboffersbasedonpubliclyavailableinformation,and

automatedcandidatecommunication.

Wediscusstheprosandconsof

eachusecaseinourguideto

The

RoleofAIinTalentAcquisition

.

Themainbenefitofthistechnologyisthat

itfreesuptimeforhumaninteractions

thatAIcannotreplicate.Thisplaysoutin

timespentbuildingrelationshipsthrough

meaningfultimewithcandidatesandin

timeinvestedincollaborationandimprovedcommunicationacrossthebusiness.

ItcanalsoallowTAleaderstotakeamore

strategicrole,operatingasadvisorsonpeoplestrategy,whichleadsustothenextarea.

ChangingBusinessNeeds

Thecasefor

Data-driveninsight

TAprofessionalscanoffervaluable

insightintohowthebusinessisviewedexternally,particularlyinregardto

howitisseenasanemployer.

Thesefirst-handinteractionsare

particularlypowerfulwhenbackedbythedataofferedby

Talent

Intelligence

,helpingyoucreatea

strongcaseforchangingpoliciesandmakingdecisionswhichimpactTA.

Onamoregranularlevel,talent

intelligencecanbeusedtobenchmarktheofferforindividualroles.

Our

salarybenchmarkingservice

takesaholisticapproach,evaluatingtotalrewardalongsidethescopeofsimilarrolesandusesamixofprimaryandsecondaryresearchtogiveyoua

comprehensivepictureofthemarket.

Promoting

Diversity&Inclusion

Diversityandinclusionremainmajorbusinesspriorities,withthebenefitsevidentinbusinessoutcomes.

Therequirementfortransparencyondiversityissettoincrease.

Thetalentacquisitionfunctionis

pivotalinensuringthatrecruitmentpracticesarefairandequitableandthateveryeffortismadetoremovebiasfromtheprocess.ThisincludesusingblindoranonymisedCVs,usinginclusivelanguageinjobadverts,

implementingskills-basedhiring,

reviewinghowandwhererolesare

advertisedandremovingrequirementsfordegreeswheretheyarenota

necessityforthejobathand.

Formoreonthistopic,downloadourguideto

DiversityandInclusion

.

CandidateExperience

Withhighcompetitionfortalent,thecandidateexperienceiscrucialtosecuringthebesthire.

Fromtheadvertisementandapplication

processtotheinterview,communicationand

feedback,employersmustbemindfulthattheyarealsobeingassessed.

Researchshows

thatcandidateabandonmentratescanbeashighas65%withthemainreasonsincludingpoor

communication,amismatchinexpectationsandvaluesandadrawn-outprocess.

Thiscanincludecomplexorrepetitive

applicationprocesses,screeningsorteststhattakeanunreasonableamountof

timetocomplete,differencesinsalary

expectations,last-minuteorrepeated

reschedulingofinterviews,longwaits

betweenstages,offerstakingtoolong

tomaterialiseandadislikeofthecultureshownthroughtheinterviewprocess.

TAleadersshouldlooktoimplementa

candidatefeedbacklooptoevaluatetheprocess,identifyareasofimprovement,andensuretheyvaluethecandidate’s

ChangingBusinessNeeds

?Arecandidateskeptuptodatewithconsistentcommunication?

?Aretheymadeawareofthestepsinthehiringprocess?

?Arecandidatesawareofthesalaryrangefortherolewhenapplying?

?Doyouprovidefeedbackonassessments,evenwhena

candidateisnotsuccessfulinreachingthenextphase?

?Howlongdoesittaketoissuewrittenconfirmationofinterviewsandoffers?

timeandeffortthroughoutthejourney.

ofcandidateswhoclickapplydon’tgoontocompletetheapplication.

ofcandidatessay

thesmoothnessof

aninterviewprocesswouldaffecttheir

finaldecisiononwhetherornottotakethejob.

ofglobalworkersfeelacompany’svalues

ChangingBusinessNeeds

andpurpose(includingsustainability,diversity,andtransparency)

areimportantwhen

selectinganemployer.

Source:

SHRM

Source:

Cronofy

Source:

Randsta

d

TheEmployerBrand

WhileHRteamsarefocusedonimproving

theEmployeeExperience,TAteamsaredialledintotheemployerbrandand

EmployeeValueProposition(EVP).

Awell-craftedemployerbrandoutlines

yourpurpose,values,andwhatyouofferto

employeesinseveralkeyareas.Theseincludecareerpath,flexibility,compensation,workingenvironment,culture,andcommunity.

Wediveintothedetailsofeachareainourguideto

TheEmployeeValueProposition

.

Crucially,theclaimsmadeheremustalignwithwhatisdeliveredtoemployees,or

thismaycauseissueswithretentionanddamagetheemployer’sreputation.

ofcandidates

reporttheyhavewithdrawnfromahiringprocessduetoanunattractiveEmployeeValue

Proposition.

ChangingBusinessNeeds

Pre-onboarding

TheTAroletraditionallyendsatthepointofoffer,butthiscanleadtoacommunicationgapthathasthepotentialtoincreasepost-offerdropouts.

Inthegapbetweenofferacceptanceandtheall-importantfirstday,theTAteamcanhelpsmooththetransitionfromcandidatetoemployeeby

makingintroductions,ensuringall

relevantchecksanddocumentsare

underway,andprovidingaconsistentpointofcontacttokeepthenewhireengagedinthelead-uptodayone.

AIandAutomation

TheimpactofAIandautomationonbusinessesisonlybeginningtobe

understood,andtheskillsgapiswidening.

Onlyasmallsubsetofworkershavetheskillsandexpertiseneededtoutilise

theseinnovationsfully.62%offull-time

employeesbelievetheydon’thavetheskillstoeffectivelyandsafelyusegenerative

AI,and

almosthalfofleaders

anticipateskillgapsastheirworkforceadoptsAI.

Althoughconcerning,thisprovidesleaderswithahugeopportunitytoguideorganisations

throughthetransition.Helpingleadersbuild

apictureofhowtheorganisationcanbenefit

fromthetechnology,definingtheskillsand

capabilitiesneededtosucceedandcreatingastrategytoacquireorupskilltalentaccordingly.

AIvs.AI

TAleadersshouldalsonotethatthey

arenottheonlyoneswithaccesstoAI.

Candidatesalsousethistechnologytohelpthemthroughtheapplicationprocess,fromwritingcoverletters

toansweringskillsquestions.

Theissueissoprevalentthat

some

employers

areaskingcandidatestoconfirmtheyarenotusingAItools

intheirapplicationandhighlighting

thattheyriskbeingremovedfromtheprocessifitissuspectedtheyhave.

Ofcourse,therearemanytime-savinguse

casesbeyondscreening,fromscheduling

interviewsandprovidingreportstosurveys

andautomatedupdates.Leadersshould

ensurethattimeisreinvestedintothehumanconnectionandthatthiselementispreservedinthesurgetowardsgreaterefficiencies.

Thisentailsmoreface-to-faceengagement,

whetherinpersonorviavideolink,tobuildbetterrelationshipsanda

AIandAutomation

TheRoleofAIinTalentAcquisition

GETTHEPDF

Ourguide,TheRoleofAIinTalent

Acquisition,explorestherecruitmentuse

caseindetail,recommendingorganisationsadoptacautiousapproachtoimplementingautomatedscreeningprocesses.

WhileblindCVsandskills-basedtestingcanencouragediversity,therearemany

instanceswherethetechnologyhas

inheritedbiasfromthedataitistrainedon.

AIisnotyetadvancedenoughto

identifythepotentialofanapplicant

whohastakenanon-traditionalroute,sousingAIwithoutoversightcan

inadvertentlynarrowthetalentpool.

moreroundedviewofthecandidateandprovidemoreopportunitiesforfeedbackthroughouttheprocess.

TheTalentAcquisitionLeaderoftheFuture

TheTalentAcquisitionLeaderoftheFuture

AstheroleoftheTAleadersevolves,somustthecharacteristicsoftheTAleader.Herearetheelementsthattaketoday’sTAleaderfromasupportfunctiontoaleadingvoiceinshapingthebusiness’sfuture.

Representsthepeoplestrategyatthehighestlevels

Ensuresthatdecisionsthatimpacttalentacquisitioncanbeinformedandchallengedwherenecessary.

Championsthecompany’spurposeandvaluesandleadstheprocessofdefiningthemwheretheydon’texistoraren’tfitforpurpose.

Employeesarelookingformorethanjustajob;theywantanorganisationthatsharestheirvaluesandgives

themastrongsenseofpurpose.

Whatmayhaveoncebeenafootnoteis

nowacornerstoneofthetalentattractionstrategyemployersmusttakeseriously,

fromcommunicationtoupholdingthevaluesacrosstheorganisation.

Valuesandsolicitscandidatefeedback

Providescandidateswithmultiple

opportunitiestogivefeedbackontheir

experienceoftherecruitmentprocess,fromthepointofapplicationtothefirstday.

Leansondataandinsight

Theymeasuretheacquisitionpipelinefromawarenesstoapplicationstoqualified

candidates,listentoandrespondtocandidatefeedback,andusetalentintelligenceto

benchmarkrolesandguidestrategicdecisions.

Focusesonthequalityofhire

Valuinglong-termimpactonthe

organisationovershort-termseatfilling.

Championschange

Theycaninspireandshowcasewhatispossible,bringpeoplealong,andshift

mindsetsfromtheexecutiveteamtothe

frontline.Theycreateacultureofcontinuousimprovementandembracenewtechnology.

TheTalentAcquisitionLeaderoftheFuture

BridgesthegapbetweenTA&HR

TheCostofRecruitment

GetourfullguidetotheCostofRecruitmenttoday.

GETTHEPDF

WorkscollaborativelywithHRcolleaguestotransitionnewhiresintothebusinessanddevelopanemployerbrandandEVPthatistruetotheemployeeexperience.

TheBestApproachForYourBusiness

TheBestApproachForYourBusiness

Ifyou’relookingtoshapeatalentacquisitionteamfitforthefuture,wecanprovidethedataandinsightstohelpyouchoosetherightpath.

WecanuncoverawealthofinformationandinsighttoguideyourjourneyandassistwithyourTalentAcquisitionneedsbyprovidingaccessto:

?Labourmarketinsights,employmentstatisticsandsalaries

?Bestpractice,helpingyouunderstandthestrategiesofotherbusinesses,

eithercompetitors