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Intoday’senvironment,theskillsandroles
businessesneedtosucceedareconstantly
changing.WhiletheTAteamofthepastcouldrelyonaclearhierarchicalstructureandstableroles,thepicturetodaylooksverydifferent.
Thedigitisationofworkhastouched
everysectoranddepartment,increasingtheneedforhighlyskilleddataanalysts,developers,andcommunicators.
Thisdemandshowsnosignsofstopping,
andwhiletheriseofAIisthreateningsome
roles,itisalsocreatingnewones,includinganewrequirementforthosewhounderstand
theinnerworkingsofthetechnologyandthosewhocanuseiteffectively.
Meanwhile,technologicaladvancesandthepushtoremoteworkduringthe
pandemichaveremovedthegeographicalbarrierstoworkformanyroles.
Whilethishastheadvantageofbroadeningthepoolofavailabletalent,italsopresentstheoperationalchallengeofeffectively
managingandengagingremoteworkers.
Thecombinationofeconomicinstabilityandthepaceoftechnologicalchange
hasresultedinasignificantrestructuringofthejobmarket,astheskillsemployersarelookingforshiftdramatically.
Competitionfortherighttalentis
fierce,sothepressuresTAteamsfacetoattractandretainareincreasing.
AdaptingtothePaceofChange
TAleadershaveanewstrategicrole:
Shapingtheirpeoplestrategytoattracttalentandensuringthattheiremployerbrand
helpsratherthanhinders.
Areyoureadyforthechallenge?
WhiletheroleofTAprofessionalswaspreviouslydrivenbytransactional,
operationaltasks,thescopehasgrownincreasinglycomplex.
OrganisationsneedaTAfunction
thatworksstrategicallytokeep
pacewithchangingneedsandgivestheorganisationacompetitive
advantagetoattractthebestpeople.
Thisincludesadaptingtonew
technology,optimisingthecandidateexperience,embeddingdiversityandinclusionintheTAprocess,andusingdatatoguideindividualoffersandtheoveralltalentacquisitionstrategy.
Skills-basedhiring
Thepaceoftechnologicalprogressis
challengingthetraditionalcredential-basedapproachtorecruitment.Organisations
needhelptokeeptheirpeopleuptospeed.
Somanyareshiftingthefocustoskillsand
corecompetenciestobridgetheskillsgapandidentifythosewhohavethemeanstoadapt
andthriveinanever-changingenvironment.
Askills-basedapproachalsohasthe
benefitofopeningthedoortoadiverserangeoftalentbyremovingtheneedforatraditionaleducationalbackground.
PlatformssuchasMeVitaeandAppliedprovideoptionstoreducebiasinthe
recruitmentprocessbyanonymisingCVsandshiftingthefocustointerview-stylequestionstotestskillsattheoutset.
Reportssuggest
thispivottoskills-basedhiringcanincreasethetalentpoolbyafactorof10.
Thefocusonskillsismirroredacross
organisations,withskillsmappingprogrammestoidentifypotentialgapsandinternalmoves.
ChangingBusinessNeeds
ofrecruiterssayhiringbasedon
skillsisapriority.
Source:
Pivotingtoskills-basedhiring
canincreasethetalentpoolbya
factorof10.
Source:
AIandthe
HumanConnection
Muchhasbeensaidoftheimpactofnewtechnologyontalentacquisition,with
automationsavingtimeandthepotentialusecasesforAIonlyjustbeingdiscovered.
Researchshows
AIsupportshiringinoneinfourbusinesses,andinoperationswithover5,000employees,thisincreasesto
42%.Usecasesincludethecreationof
jobadverts,screeningandshortlistingtools,creatingdynamicjoboffersbasedonpubliclyavailableinformation,and
automatedcandidatecommunication.
Wediscusstheprosandconsof
eachusecaseinourguideto
The
RoleofAIinTalentAcquisition
.
Themainbenefitofthistechnologyisthat
itfreesuptimeforhumaninteractions
thatAIcannotreplicate.Thisplaysoutin
timespentbuildingrelationshipsthrough
meaningfultimewithcandidatesandin
timeinvestedincollaborationandimprovedcommunicationacrossthebusiness.
ItcanalsoallowTAleaderstotakeamore
strategicrole,operatingasadvisorsonpeoplestrategy,whichleadsustothenextarea.
ChangingBusinessNeeds
Thecasefor
Data-driveninsight
TAprofessionalscanoffervaluable
insightintohowthebusinessisviewedexternally,particularlyinregardto
howitisseenasanemployer.
Thesefirst-handinteractionsare
particularlypowerfulwhenbackedbythedataofferedby
Talent
Intelligence
,helpingyoucreatea
strongcaseforchangingpoliciesandmakingdecisionswhichimpactTA.
Onamoregranularlevel,talent
intelligencecanbeusedtobenchmarktheofferforindividualroles.
Our
salarybenchmarkingservice
takesaholisticapproach,evaluatingtotalrewardalongsidethescopeofsimilarrolesandusesamixofprimaryandsecondaryresearchtogiveyoua
comprehensivepictureofthemarket.
Promoting
Diversity&Inclusion
Diversityandinclusionremainmajorbusinesspriorities,withthebenefitsevidentinbusinessoutcomes.
Therequirementfortransparencyondiversityissettoincrease.
Thetalentacquisitionfunctionis
pivotalinensuringthatrecruitmentpracticesarefairandequitableandthateveryeffortismadetoremovebiasfromtheprocess.ThisincludesusingblindoranonymisedCVs,usinginclusivelanguageinjobadverts,
implementingskills-basedhiring,
reviewinghowandwhererolesare
advertisedandremovingrequirementsfordegreeswheretheyarenota
necessityforthejobathand.
Formoreonthistopic,downloadourguideto
DiversityandInclusion
.
CandidateExperience
Withhighcompetitionfortalent,thecandidateexperienceiscrucialtosecuringthebesthire.
Fromtheadvertisementandapplication
processtotheinterview,communicationand
feedback,employersmustbemindfulthattheyarealsobeingassessed.
Researchshows
thatcandidateabandonmentratescanbeashighas65%withthemainreasonsincludingpoor
communication,amismatchinexpectationsandvaluesandadrawn-outprocess.
Thiscanincludecomplexorrepetitive
applicationprocesses,screeningsorteststhattakeanunreasonableamountof
timetocomplete,differencesinsalary
expectations,last-minuteorrepeated
reschedulingofinterviews,longwaits
betweenstages,offerstakingtoolong
tomaterialiseandadislikeofthecultureshownthroughtheinterviewprocess.
TAleadersshouldlooktoimplementa
candidatefeedbacklooptoevaluatetheprocess,identifyareasofimprovement,andensuretheyvaluethecandidate’s
ChangingBusinessNeeds
•Arecandidateskeptuptodatewithconsistentcommunication?
•Aretheymadeawareofthestepsinthehiringprocess?
•Arecandidatesawareofthesalaryrangefortherolewhenapplying?
•Doyouprovidefeedbackonassessments,evenwhena
candidateisnotsuccessfulinreachingthenextphase?
•Howlongdoesittaketoissuewrittenconfirmationofinterviewsandoffers?
timeandeffortthroughoutthejourney.
ofcandidateswhoclickapplydon’tgoontocompletetheapplication.
ofcandidatessay
thesmoothnessof
aninterviewprocesswouldaffecttheir
finaldecisiononwhetherornottotakethejob.
ofglobalworkersfeelacompany’svalues
ChangingBusinessNeeds
andpurpose(includingsustainability,diversity,andtransparency)
areimportantwhen
selectinganemployer.
Source:
SHRM
Source:
Cronofy
Source:
Randsta
d
TheEmployerBrand
WhileHRteamsarefocusedonimproving
theEmployeeExperience,TAteamsaredialledintotheemployerbrandand
EmployeeValueProposition(EVP).
Awell-craftedemployerbrandoutlines
yourpurpose,values,andwhatyouofferto
employeesinseveralkeyareas.Theseincludecareerpath,flexibility,compensation,workingenvironment,culture,andcommunity.
Wediveintothedetailsofeachareainourguideto
TheEmployeeValueProposition
.
Crucially,theclaimsmadeheremustalignwithwhatisdeliveredtoemployees,or
thismaycauseissueswithretentionanddamagetheemployer’sreputation.
ofcandidates
reporttheyhavewithdrawnfromahiringprocessduetoanunattractiveEmployeeValue
Proposition.
ChangingBusinessNeeds
Pre-onboarding
TheTAroletraditionallyendsatthepointofoffer,butthiscanleadtoacommunicationgapthathasthepotentialtoincreasepost-offerdropouts.
Inthegapbetweenofferacceptanceandtheall-importantfirstday,theTAteamcanhelpsmooththetransitionfromcandidatetoemployeeby
makingintroductions,ensuringall
relevantchecksanddocumentsare
underway,andprovidingaconsistentpointofcontacttokeepthenewhireengagedinthelead-uptodayone.
AIandAutomation
TheimpactofAIandautomationonbusinessesisonlybeginningtobe
understood,andtheskillsgapiswidening.
Onlyasmallsubsetofworkershavetheskillsandexpertiseneededtoutilise
theseinnovationsfully.62%offull-time
employeesbelievetheydon’thavetheskillstoeffectivelyandsafelyusegenerative
AI,and
almosthalfofleaders
anticipateskillgapsastheirworkforceadoptsAI.
Althoughconcerning,thisprovidesleaderswithahugeopportunitytoguideorganisations
throughthetransition.Helpingleadersbuild
apictureofhowtheorganisationcanbenefit
fromthetechnology,definingtheskillsand
capabilitiesneededtosucceedandcreatingastrategytoacquireorupskilltalentaccordingly.
AIvs.AI
TAleadersshouldalsonotethatthey
arenottheonlyoneswithaccesstoAI.
Candidatesalsousethistechnologytohelpthemthroughtheapplicationprocess,fromwritingcoverletters
toansweringskillsquestions.
Theissueissoprevalentthat
some
employers
areaskingcandidatestoconfirmtheyarenotusingAItools
intheirapplicationandhighlighting
thattheyriskbeingremovedfromtheprocessifitissuspectedtheyhave.
Ofcourse,therearemanytime-savinguse
casesbeyondscreening,fromscheduling
interviewsandprovidingreportstosurveys
andautomatedupdates.Leadersshould
ensurethattimeisreinvestedintothehumanconnectionandthatthiselementispreservedinthesurgetowardsgreaterefficiencies.
Thisentailsmoreface-to-faceengagement,
whetherinpersonorviavideolink,tobuildbetterrelationshipsanda
AIandAutomation
TheRoleofAIinTalentAcquisition
GETTHEPDF
Ourguide,TheRoleofAIinTalent
Acquisition,explorestherecruitmentuse
caseindetail,recommendingorganisationsadoptacautiousapproachtoimplementingautomatedscreeningprocesses.
WhileblindCVsandskills-basedtestingcanencouragediversity,therearemany
instanceswherethetechnologyhas
inheritedbiasfromthedataitistrainedon.
AIisnotyetadvancedenoughto
identifythepotentialofanapplicant
whohastakenanon-traditionalroute,sousingAIwithoutoversightcan
inadvertentlynarrowthetalentpool.
moreroundedviewofthecandidateandprovidemoreopportunitiesforfeedbackthroughouttheprocess.
TheTalentAcquisitionLeaderoftheFuture
TheTalentAcquisitionLeaderoftheFuture
AstheroleoftheTAleadersevolves,somustthecharacteristicsoftheTAleader.Herearetheelementsthattaketoday’sTAleaderfromasupportfunctiontoaleadingvoiceinshapingthebusiness’sfuture.
Representsthepeoplestrategyatthehighestlevels
Ensuresthatdecisionsthatimpacttalentacquisitioncanbeinformedandchallengedwherenecessary.
Championsthecompany’spurposeandvaluesandleadstheprocessofdefiningthemwheretheydon’texistoraren’tfitforpurpose.
Employeesarelookingformorethanjustajob;theywantanorganisationthatsharestheirvaluesandgives
themastrongsenseofpurpose.
Whatmayhaveoncebeenafootnoteis
nowacornerstoneofthetalentattractionstrategyemployersmusttakeseriously,
fromcommunicationtoupholdingthevaluesacrosstheorganisation.
Valuesandsolicitscandidatefeedback
Providescandidateswithmultiple
opportunitiestogivefeedbackontheir
experienceoftherecruitmentprocess,fromthepointofapplicationtothefirstday.
Leansondataandinsight
Theymeasuretheacquisitionpipelinefromawarenesstoapplicationstoqualified
candidates,listentoandrespondtocandidatefeedback,andusetalentintelligenceto
benchmarkrolesandguidestrategicdecisions.
Focusesonthequalityofhire
Valuinglong-termimpactonthe
organisationovershort-termseatfilling.
Championschange
Theycaninspireandshowcasewhatispossible,bringpeoplealong,andshift
mindsetsfromtheexecutiveteamtothe
frontline.Theycreateacultureofcontinuousimprovementandembracenewtechnology.
TheTalentAcquisitionLeaderoftheFuture
BridgesthegapbetweenTA&HR
TheCostofRecruitment
GetourfullguidetotheCostofRecruitmenttoday.
GETTHEPDF
WorkscollaborativelywithHRcolleaguestotransitionnewhiresintothebusinessanddevelopanemployerbrandandEVPthatistruetotheemployeeexperience.
TheBestApproachForYourBusiness
TheBestApproachForYourBusiness
Ifyou’relookingtoshapeatalentacquisitionteamfitforthefuture,wecanprovidethedataandinsightstohelpyouchoosetherightpath.
WecanuncoverawealthofinformationandinsighttoguideyourjourneyandassistwithyourTalentAcquisitionneedsbyprovidingaccessto:
•Labourmarketinsights,employmentstatisticsandsalaries
•Bestpractice,helpingyouunderstandthestrategiesofotherbusinesses,
eithercompetitors
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