We’ve all heard it before, “Recruiting tech talent can be tough.” In fact, according to Indeed, 86 percent of organizations report significant difficulty finding and hiring technical talent. Throughout 2018 and beyond, it’s not likely to get easier as the Bureau of Labor Statistics reports that US employment in the computers and information technology (IT) space is expected to grow by at least 12 percent by 2024 (nearly 900,000 jobs).
Candidates of today demand inside access to prospective employers before they say “yes” to a job offer. Their need for transparency is a reminder that employment branding continues to crescendo in its talent acquisition importance, especially when it comes to locking in tech talent (being highly sought after and tech-savvy, these professionals are in turn more selective when job hunting).
Differentiate your employment brand and turn the heads of tech sector candidates by incorporating the following into your talent acquisition strategy.
1. Conversation Commerce
“Alexa, look for ‘computer systems analyst’ jobs in Washington, D.C.” Yes, this technology already exists. In fact, according to ComScore, 50 percent of all Internet exploration will be via voice searches by 2020. If SEO-optimized, transparent and fully informed, this will put your tech jobs just a few spoken words away from potential candidates! It’s getting easier for candidates to search and apply; ensure you’re making it easier on your employment brand and talent acquisition in return.
2. Don't Settle for Mobile-Optimization; Ensure Mobile-Proficiency
Today’s professionals are efficient; in return, they demand efficiency. In fact, more than 75 percent of professionals born 1965-present day regularly use mobile applications to search for career opportunities. However, 70 percent candidates say job descriptions are unclear. We’ve all been there, opening a supposedly “mobile-friendly” webpage only to have the design and copy entirely out of whack.
Job descriptions, visually and grammatically, need to be clear and concise, and wholly explorable via mobile devices to ensure you’re meeting tech candidates where they are.
3. Smart Use of Automation
Technology will never recreate or replace your personal efforts around candidate experience; it can aid in the satisfaction of the application process or assist internally with the efficiency for sourcers/recruiters to complete a task. But candidate experience, and your employer brand as a whole, demand a personal relationship between candidate and recruiter.
WilsonHCG recently spoke with a noteworthy talent leader at the executive level, paving the way for innovative use of technology within the talent market. According to this leader, improving the candidate experience should be companies’ "No. 1 priority" right now as it pertains to integrating and optimizing the use of technology within talent strategy; the cost efficiencies, not to mention the strategic benefits such as talent quality, are simply too readily achievable to be ignored. This starts with having transparent, challenging conversations around current capabilities.
4. Big Data (and Small)
HR metrics have advanced far beyond the traditional time-to-fill KPI. Knowing how long a job stays open is of course still important – however, truly understanding the candidate experience and its impact on your business is even more critical, especially with advancements in websites such as Glassdoor and Indeed (combined 250 million monthly visitors). Ultimately, HR metrics and recruitment analytics are the foundation for change. Great stories can be told based on data, stories that inform important business decisions.
Before you replace or implement a new, expensive ATS – ask yourself, do you know why you need that ATS with advanced analytics? Do you know what type of analytics you want to assess and how you plan to measure them? Here we carefully outline the journey of establishing a foundation for analytical success, and how to leverage knowledge when assessing new technologies that might benefit your talent strategy.
5. Artificial Intelligence (AI)
Forty percent of HR leaders expect AI to affect their plans within two years. One reason? Self-learning AI can drive predictive analytics by informing you precisely where to source top-quality candidates. This was put into action at the 2017 SourceCon recruiter challenge. Exceptional sourcing and recruiting professionals competed head-to-head against AI sourcing technology. Each participant was provided 3,000 resumes with the goal of finding specific candidates as quickly as possible. The most accurate result was from a human, who took two full days. An AI sourcing bot came up with a nearly identical list − in 30 seconds’ time.
And yet, 60 percent of companies are still confused by AI and what it means to their talent acquisition functions. We’re at the outset of 2018; your competitors’ use of technologies such as AI and cognitive recruitment is only going to expand. Now is the time to get informed and get ahead:
Wilson Human Capital Group, Inc., (WilsonHCG) is a global leader in innovative talent solutions that operates on the principle of providing true partnership to our clients. Through our highly configurable Talent Ecosystem™ model, we transform the talent function into a strategic advantage. At WilsonHCG, the relationships we develop lead to the results our clients realize. Better People, Better Business.®