Watch HR leaders discuss avoiding failure points in tech and talent acquisition
Advances in technology and artificial intelligence (AI) hiring tools continue to change how recruiters source talent. But navigating the available options in the hopes of creating a more efficient, innovative hiring process is no small feat — nor is it a cure for the growing list of open positions and shrinking labor supply. Even with the best people intelligence platforms, your organization could miss out on the ideal candidate if you’re not the first to act.
This begs the question: How exactly can you bypass the barriers that arise when integrating more innovative recruiting solutions into your hiring process? Leoforce Chief Revenue Officer Anthony Cassio recently hosted an online fireside chat, titled “Tech and Talent Acquisition: Avoiding the Points of Failure,” to discuss this subject with HR leaders. Here are some of the big takeaways from that discussion:
1. Keep people at the top of the tech stack.
Technology can certainly improve the efficiency and effectiveness of the recruiting and hiring process, but only if recruiters use those solutions. To truly take a people-first recruitment approach, including the people who will use the AI hiring tools in the vendor evaluation and selection process.
Consider holding a tech parade of sorts, where recruiters and HR team members can compare potential vendors side by side. Sit an actual recruiter at the table to tell you whether a tech solution will work or add value to the recruitment process. Doing anything else just increases the chances that your next investment will gather dust in your tech stack.
2. Choose technology that’s part of an open ecosystem.
In today’s environment, you’re always going to run into vendors promising to solve your problems with new innovative recruiting solutions. Understand, however, that not all systems touting tons of features can innovate as fast as specialized AI hiring tools.
When evaluating platforms or single-point solutions, take a second look at the ones that can exist within open ecosystems. Even platforms with “legacy” functionalities can be viable if they can freely engage with other solutions and parties. Investing in those products lets you layer in the exact tools your HR team needs to streamline the recruiting and hiring process.
3. Stop searching for the perfect tool.
Recruitment is moving at such a rapid pace that you need to consider what’s working and what’s not working with technology — and then solve for that. More importantly, look under the hood of your current tech stack to determine whether your team is using every resource to its fullest capabilities.
The functionality might already be available to your recruiters, and they just don’t know it. Always updating tech in search of the perfect tool can lead to a continual cycle of re-training and confusion, which takes time away from sourcing, nurturing candidate relationships, and interviewing.
4. Work toward standardization.
Organizational silos go well beyond processes, applications, and data. It can easily bleed into talent and job information, challenging recruiters to move the hiring process along and fill certain roles.
Apply people intelligence across your organization and minimize confusion by standardizing terminology. That way, everyone from recruiters to executives talks about skills and job requirements in the same language. It prevents the hiring process from becoming a game of telephone where the original message gets lost somewhere along the line.
In this challenging climate, organizations must use tech to empower recruiters to do the human part of hiring: nurturing talent and growing the business intelligently. We need to inform and empower job seekers, too. Multiple offers for the same candidate are now the norm, so you need to give people a good experience from the first interaction onward. Relationships haven’t changed, but the means for strengthening them have — and that’s where the right technology comes in.
Interested in learning more? Watch a replay of the fireside chat for additional information on avoiding common points of failure in tech and talent acquisition. For an even deeper dive on the topic, read our latest whitepaper, “The Broken Promises of Recruiting Technology.”
Benefits of hiring neurodivergent hidden workers in tech
Coined by Harvard Business Review, the ter...Read more
How biased AI systems omit hidden workers and cause a talent shortage
It should come as no surprise that one of ...Read more
Barriers that keep neurodiverse applicants out of the workforce
The barriers that keep neurodiverse applic...Read more