June 7, 2022
Talent acquisition process design – and recalibration
Talent acquisition isn’t linear; far from it. It’s a cycle of continuous improvement. But many talent acquisition teams are still not operationalizing best practices. Regular reviews of infrastructure and everything within it (people, processes and tech) are necessary for successful continuous improvement. It can, however, be hard for teams that don’t have the bandwidth or resources to dedicate to continuous improvement because of the talent crisis. There are more job openings than people available to fill them and many recruiters are focusing on the “here and now “rather than on taking a proactive approach. But this approach needs to change. Develop a business case for change and hone in on the anticipated ROI. This will ensure you get executive buy-in and can access the resources and budget needed to move forward.
Diversity, equity, inclusion and belonging (DEIB) embedded into culture
Organizations must foster a culture of inclusion and belonging to attract, hire and retain diverse candidates. DEIB has long been a factor for candidates when considering new roles, but its importance has grown further. Almost two-thirds (62%) of jobseekers are more likely to apply for a job where a company is openly committed to improving diversity and inclusion in their workforce, research from PwC revealed. This means talent teams need to operationalize DEIB and showcase the company’s commitment to fostering a diverse and inclusive workplace.
Whitepaper: Diversity, equity, inclusion and belonging
When it comes to ROI, you need to configure diversity metrics to ensure they’re meaningful and specific to your individual organization. And the metrics and data gathered should be analyzed and operationalized, otherwise there’s no sense in collecting them. Operationalizing diversity in talent acquisition is about more than just sourcing and engaging diverse talent though. Everyone involved in the hiring process must be held accountable for tracking diverse candidates through the funnel.
Building diverse interview panels can improve diversity and regular training sessions can also reduce unconscious bias. Comprehensive DEIB strategies typically include multiple programs that reach more diverse audiences. For example, to attract neurodiverse candidates, consider altering standard recruitment processes. This talent pool has been previously overlooked but there are steps talent teams can take to improve processes, such as altering job description accessibility on career sites and within job application processes. Veteran programs are also a great way to access a wider talent pool. And such programs are fast becoming a staple among talent functions.
Manging talent acquisition technology
HR technology plays a critical role in talent acquisition and most companies have comprehensive tech stacks that are supposed to support the entire talent acquisition process. However, many tech stacks don’t support the process. Before you begin your search for the best tech, you need to think about what you’re trying to accomplish. For example, is it solely about accelerating the hiring process, or do you want to target certain segments of talent? Once you know exactly what you want to accomplish, start your search. It’s not an easy task as the talent acquisition tech market is saturated. There are thousands, quite literally, of tech platforms in this space, so finding the ones aligned with your objectives and optimized for the candidate journey requires careful consideration. The latest technology platform may be billed as the best on the market, but is it best for your organization’s needs? You could invest in the greatest ATS there is but if it doesn’t fit your purpose, it can be a wasted investment.
Tip: Ask your peers in the industry what technology platforms they use and why and if they’d recommend them.
When it comes to perfecting your tech stack, you should start with a full and thorough evaluation of your current and future talent acquisition processes and then your current HR tech stack. Make a list of the tech you currently use to support talent acquisition and then you can work out which platforms will be better suited to your individual business needs.
A mapping exercise can help you to understand how each of your talent tech platforms integrate with one another. And it will also help you identify gaps and inefficiencies and determine if there is any duplication. A lot of talent acquisition teams have multiple tech platforms that do the same thing, but many don’t even realize it. Use the workbook below as a starting point. List your objectives for each step of your end-to-end process and the current technology you have to support those objectives. This exercise will provide you with a much clearer view on inefficiencies and opportunities.
If you don’t have the resources or bandwidth to perform an evaluation on your talent acquisition tech stack, you could consider getting help from talent consultants who specialize in HR tech. They can advise on the entire process and will even review the contracts you have with tech platforms/providers. They will look at timescales and contract terms and work out the suitability of each platform you currently have and whether it can be optimized, upgraded, replaced, or even canceled.
Talent is in short supply. Market pressures, skills shortages and demographic changes are having a huge impact. But talent acquisition consulting partners can help your company develop a robust talent acquisition infrastructure to ensure you have talent for immediate and future hiring needs with innovative, sustainable talent strategies.