Today, the STAR Chicago Staffing Symposium takes spotlight as a one day event to discuss the most recent trends in talent acquisition and the areas that will be integral to organizations looking to find and attract qualified talent.
With the tagline of the conference being “Disruptive Thinking that Will Spark Innovation and Transform Design”, I wanted to explore a few areas that I believe will disrupt how we think about and execute our recruiting strategies in the near future.
The following are 3 trends that will impact our talent acquisition strategies.
Targeted Communication and Engagement Strategies
Recruiting today is about the convergence of when a qualified candidate is ready to move to a new opportunity and when a position is available that fits their skills and interests. And recruiting organizations consistently need to look for ways to bridge that gap.
Talent Networks and Communities increasing popularity are a reaction to this fact as organizations look to build better relationships with candidates that might be the right fit for a newly open position. However, in order for these strategies to be successful, organizations realize the need to think more deeply about the communications they send to candidates throughout the process and the touch-points that need to happen with a candidate.
More comprehensive, better thought out communication flows are integral to creating better relationships with candidates at the right times in the process and the organizations that become more sophisticated at leveraging automation and in-person contact to make mass interactions more personable will see the value of these Networks and Communities increase.
And with this, we see the role of Recruitment Marketing Specialist being added to organizations. This personnel will excel at this communication strategy, focusing on the engaging and converting qualified candidates for their Recruiting partners.
Data & Analytics
Data & analytics are becoming front and center for all facets of the business. For recruiting organizations, that means we need to get better at leveraging the data available and using it to positively influence your decisions. This is important not only to improve but also as it’s the most effective way to communicate recruiting’s value to the business.
However, when we talk data and analytics, I expect disruptive improvements in the following areas:
Clean Data Capture: First and foremost, data is only valuable as the accuracy of it. The big hurdle here is in capturing data in the same way based on the same criteria across all your initiatives. If the data for mobile doesn’t talk well to the data for job boards or social, you’re not going to be able to make smart decisions on your overall recruitment mix. And with unified technologies such as Recruitment Marketing Platforms, we’re seeing this data capture centralized to ensure complete data pre-applicant and accurate source data being passed in the ATS.
Accessibility in Real-Time: To make decisions on your strategy, you need the data in real-time in one location. Sure you’ll slice and dice to make deeper observations but you need a central dashboard to be able to make impactful decisions on your recruiting strategy.
Connecting Data Sets Downstream: This is one that’s still in the making but is going to be more and more important down the road. Connecting your pre-applicant initiatives to qualified candidate and hires already happens today with specific Platforms but I envision a day when we are able to go further down the HR lifecycle to better evaluate our recruiting initiatives against our best performing employees.
Focus on every Experience
There’s been a lot of talk about mobile and the candidate experience lately and for good reason. Every candidate has a mobile device and we need to ensure our messaging and processes are friendly to those platforms. However, I think what’s been lost in the conversation about experience is not the platforms but that the experience really should be optimized across the varying situations that exist.
Our experience as a candidate is impacted by a number of factors. From the device we use (not just mobile but we need to be multi-device), to the seniority of the candidate (campus experience should be different from professional), to the type of position we’re interested in, to a number of other factors. The better we can message unique value, optimize the delivery of the message and ensure the best possible process for each of these combinations of experience, the better we will be at converting qualified candidates in our recruiting.
And all this starts by identifying the key hiring roles and candidates that are integral to your business success.
Recruiting is Evolving
The way we used to recruit is slowly coming to a close. It’s not enough to create a new job requisition and post it to a few places. We need to be more comprehensive about our strategies and implement strategies that are longer term that put us in a better position to consistently bring in qualified talent.
Technology will no doubt be a part of the solution but rethinking our people and processes will be an integral piece as well.