Strong brands might have an edge in talent acquisition and global recruiting, yet with the right strategy, lesser known brands can use technology to bridge the gap. One thing all employers and candidates have in common is that recruitment and hiring are accomplished nearly, exclusively, online. In an effort to help employers gain understanding on this topic, let’s discuss strategies for implementing talent acquisition technology.

Talent Acquisition Technologies
This new breed of technology is being used to help streamline the recruitment process; from seeking candidates to on-boarding and retention, talent acquisition technologies are designed to help employers solve talent shortage problems. Here are some examples:

• Application Tracking Systems
• Big Data Analytics
• Automated Reference Systems
• Mobile Optimization and Apps
• Sourcing and Screening
• Prospect Engagement
• Social Media Aggregation

While career sites (job boards) are still the main sourcing tool for employers, the entire process of talent acquisition has correlated technologies for each step. Much of this technology can be condensed down to cloud and mobile computing and big data solutions.

Dynamic Shifts in Talent Acquisition
The rapid advance of technology over the last couple of decades has created a dynamic recruiting environment for HR departments. Having tech savvy recruiters to navigate this new digital environment has become a necessity for companies desiring to compete for talent acquisition.

The growing willingness of candidates to relocate, the solidification of a global economy, and advancing technologies, are all making global recruitment a viable strategy for brands. Shifting industry emphasis, lags in education, and social development – are adding to migration patterns and leading to skill shortages.

Developing Effective Recruitment Strategies with Technology
Talent acquisition technology is offering to supplement recruitment strategies, yet is limited in its ability to solve the complexities involved with acquiring talent, especially, internationally. We learn more from a Wired article called:“Big Data Brings Big Changes to Recruiting”, written by Michael A. Morrell, as he explains:

“There’s no shortage of workforce analytics and applicant tracking systems designed for recruiting purposes…But the trick isn’t merely in collecting the data – it’s in interpreting it, and understanding the importance (or lack thereof of) each data point.”

Working from a lean methodology, employers will benefit by assessing their unique needs and goals for recruitment. With pin point objectives identified, strategies can be developed using talent acquisition technologies as needed.

This strategy may have more to do with building brand recognition than it does with sourcing; there needs to be a balance between finding talent, attracting them, and then retaining them long-term. Talent acquisition for top candidates can become excessively expensive if they can’t be retained long-term, or too much is spent on the acquisition process to find and vet them.

This point is validated in an article found on Jibe,called:“9 Global Recruiting Statistics Every Talent Acquisition Leader Should Know”, written on July 15, 2015 by Nicole Lindenbaum, as she explains:

“5. 29% of respondents listed investments in employer brands and improved employee retention as the biggest threats they face from competitors
6. Employee turnover can be cut back by 28% simply by investing in employer brand…Linkedln estimates that cost-per-hire among businesses with strong brands is more than two times lower.”

Basically, employers should implement talent acquisition technologies on an as-needed basis when beneficial within their overall strategy, yet work to optimize their brand as a marketing technique for better retention and referrals. Implementing talent acquisition technologies in low performing areas in the recruitment process will help when managed and deciphered by tech savvy human discernment.

Summary
Employers are learning to approach talent acquisition with marketing techniques, as the need for filling talent shortages becomes more pronounced in certain industries and areas of the world. Using talent acquisition technologies is giving employers actionable data and solutions for: sourcing, understanding applicants, and facilitating recruitment processes; yet, the key is to effectively decipher the data and build a strong brand to attract and retain the talent long-term.

Implementing mobile recruitment technologies and big data analytics are something every employer will do in the future to some degree, yet they’ll benefit when working within a lean methodology that fits their needs.

Employers should also remember that job boards are still the main method of recruitment; The Network partners with 60 job boards to find talent in over 130 countries, giving employers a great tool to meet their international talent acquisition goals.

This article was originally published on our website at www.the-network.com/spotlight