Chief Human Resources Officer
Three Ways to Up Your Talent Acquisition Game
Talk to any business leader and the topic will quickly get around to a universal challenge — finding and hiring great people. While there appears to be an abundance of job seekers and lots of job opportunities, there is a widening gap. Here’s what’s at the heart of this issue: our very connected world expands the talent pool to such an extent that our capability to effectively and efficiently assess the quality of candidates simply has not kept pace. Until now.
Technology and a digital-age mindset can turbo-charge recruitment efforts, elevating the quality and diversity of potential new hires while improving the overall process. Here are three talent-acquisition trends I would encourage all companies to watch closely:
1) Algorithm over instinct
Leave it to technology to disrupt your gut instinct and offer a proven alternative, free of unconscious bias. Screening algorithms take into account all the attributes of successful performers in a given role, leveraging this data to identify the most likely candidates to replicate this success. This tool allows recruiters to assess a greater number of candidates across a broader, more diverse talent pool, while offering an unmatched level of qualitative assessment.
2) Gamification gets serious
Gamification has been used to drive impressive results in numerous areas ranging from charitable giving to education, and it brings great potential to talent acquisition as well. One fun example: a large American restaurant chain released an app through which users could build custom pizzas. When some app users showed a real knack for new pizza creations, the company realized it had more than an online order process on its hands — it had a recruiting tool for future pizza makers. Gamification also helps potential candidates assess their own capabilities. For example, the Mercer Match app uses 12 short games to provide insights on an individual’s unique traits — and then creates a personalized profile that can be matched to positions and companies where that individual is most likely to thrive.
3) Creating a candidate “wow”
People are sophisticated consumers with little time to spare; you have to earn their attention with an offering that’s relevant, personalized and easy to act on. Improved targeted outreach, better career-site design, and strategic social media efforts are helping companies secure and retain what I like to call “shelf space” in the candidate’s mind. In other words, companies have to create a consumer-grade experience for candidates in their recruiting and hiring processes.
With so much change, one constant is that competition for the best talent remains fierce. Are you doing everything you can to leverage technology and better understand the expectations and needs of your candidate audiences to distinguish your company in their eyes? When is the last time you applied for a job — starting with your own company?