Competition for young and fresh talent in the market is growing each day. With the age of millennials and advent of technological revolutions, it’s no brainer that young talent is what the industry needs to survive the future. Most of the time, the suggestions or solutions for ways to acquire talent comes from young innovators. However, it’s the duty of the HR and managers to research and find the best methods to acquire talents.
Some of the features characteristic of the talent acquisition process include application tracking systems, candidate relationship management tools, and employee referral systems, among other diverse technologies. With so much happening in the talent acquisition platforms and new solutions coming up every day, there are strategies used by cutting edge talent recruiters that stand out when other technologies or strategies fail. Some of these cutting-edge talent acquisition methods include;
Positive candidate experience and engagement
With the rise of social and consumer technology, the interactions between companies and candidates have changed over time regarding expectations. Unlike before where recruitment involved an impersonal and transactional form of communication, in today’s world, the candidate expects much personal interaction and transparency from employees. They want to know the various challenges they will encounter in their line of work. With the internet, candidates can research about your company, hence get clarity about various points.
According to research, candidates now do not just need an automated “thank you” email response, they need a personal engagement on why they were not selected or honest feedback. Majority of candidates who receive negative candidate experience say they will never apply for the said company again; hence you stand to lose talent in the process.
Use of big data efficiencies
By now it’s evident, big data is here to stay and for a good cause. With data generation doubling up every day, talent recruiters virtually have everything they need at the click of a button. All the information you need about a candidate is out there in the form of data. Any question you may have about a candidate big data knows.
With the strategy, recruiters can know the candidate who is serious about the job as compared to the one who isn’t, by looking through how many job sites the candidate has visited. Also, predictive analysis helps you predict what would happen with you and the candidate in the future working together based on their qualifications and information gathered about them.
Programmatic advertising rules
Placing ads in a job on the newspaper or website is no longer as effective as it used to. However, there is hope in programmatic advertising. The technology streamline ad buying and placement processes for the advertiser and the publisher for useful results, i.e., it redirects the ad to the most talented candidate with the best-predicted results.
Using big data predictive analysis, the programmatic technology uses the data mined by analytics to reveal where the best candidate for the work on offer is. The predictive analytics then determines the best place to put your advert so as to reach the candidate you want.
The technology is not only sophisticated, but it’s also designed to make the work of the talent recruiter easier and better. In many cases, if the ad fails, there is storage of the data collected for analysis to evaluate where they went wrong so they can improve in future transactions or recruitment.
In a nutshell, talent acquisition works better than ordinary recruiting since it addresses many issues before hiring. Programmatic technology and big data work perfectly in the talent acquisition. The two features can produce good results and save on dollars spent on ads that go with the wind due to poor advertising.
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