Win the talent war with seamlessly integrated HR solutions.

Businesses are operating under relentless competitive pressure. During the last decade of economic expansion, organisations have majorly focused on finding the right talent to drive business growth. The constant need to stand out has led to an increase in demand for filling vacant positions with high-quality talent, in short spans of time.

But with record-low talent quotient in the workforce and acute skills shortages in many technical areas, recruiting has gotten harder. HR teams need to acquire talent with thought and care in ways that attract passive job seekers too. They need to devise new strategies, to lure the right candidates from the talent market. This has led to an escalating war of employment brands, proactive targeting of passive candidates via recruitment marketing campaigns, and adoption of artificial intelligence (AI)-driven tools to boost recruiting productivity.

Under these circumstances, an extremely agile and effective selection platform has become the baseline for talent acquisition leaders – one that gives them ultra-fast speed of selection as well as the assurance of highest quality of hire.

Accessing talent is a strategic process

In today’s world of changing jobs and skills, organisations have the opportunity to take a fresh look at how they approach talent acquisition. HR teams need to find talent that is skilled not only for the present role but also prepared to adapt and learn new skills to navigate the developments that the future role brings. This is causing HR teams to make a shift from tactical recruitment to strategic talent acquisition, thus elevating the human resource function from a back-office task to a strategic business decision - an opportunity to understand and meet the unique requirements of their organisation and align their workforce.

“But What’s the difference?”, we’re glad you asked.

While the goal of recruitment is to fill a vacant position with a qualified applicant, it is usually a short-term strategy that aims to find a suitable candidate to fulfil the job role. However, talent acquisition is a long-term and on-going business strategy. The focus of such a strategy is to attract the best and most qualified people while driving them to bring skill and expertise to the company. The key difference here is that talent acquisition teams look for the right talent regardless of vacancies. Rather than automatically opening a job requisition when a manager needs a role filled, it’s time to think about how organisations can continuously “access talent”. This can be done in varying ways while strategically leveraging tools to improve the recruitment metrics. Hence, well thought out talent acquisition strategy is critical to winning the war of talent.

So What Should HR Do?

Needless to say, the next step involves designing a talent acquisition strategy. As mentioned before this is a long-term HR strategy. Its well established that to succeed in the long run it’s critical that your organisation is ‘always hiring’ to build a pool of talent, (irrespective of vacant roles), and also focus on retaining top talent, and high performers. (remember it’s a war for talent, and competitions is eyeing your top performers)

In the highly competitive job scenario, companies that stand out are switching the tables with the candidates in their talent acquisition strategy. However, a high retention rate and maintaining other recruitment metrics at positive levels would require companies to create an environment characterised by constant feedback in which these young recruits can develop, grow and collaborate.

Hence, HR teams need to re-strategize the way they acquire talent. However, doing this needs reimagining hiring process by leveraging cutting edge technologies.

With a hyper-connected mobile workforce, always on the go and constantly craving engagement, it is important that organisations adopt newer ways of delighting their candidates. Organisations need technology platforms that empowers HR teams to:

Streamline the application process: : Applicants today do not look at employers like the previous generations. They are driven by opportunities to be engaged, and convenience is not just a bonus anymore. With the gig economy continually on the rise, candidates are not only tech-savvy but also expect organisations to enable their digital behaviours.

Communicate effectively: Every interaction that your organisation has with the candidates is an opportunity to showcase an exceptional work culture and a riveting employer brand. Effective communication without the hassle of scheduling and the freedom of accessibility makes candidates feel valued and hence, plays a critical role in their decision making. Automated communication systems, easily accessible assessments and interviews that allow for branding, even having the corporate profile or video, are all methods that smart organisations employ to stand out.

Engage the Candidates: The Millennials and Gen. Z are generations that are constantly bombarded with information and spend the maximum time on mobile devices, it is crucial for companies to deliver equally captivating digital experiences. From screening, skill assessments to ID verification and even interviews, the candidates can be meaningfully engaged throughout the hiring process. But do HR teams have the technologies that enable such seamless interactions? Especially when hiring millennials? We’ll answer this question shortly.

Organisations will also have to build engaging candidate experiences, while showcasing a compelling employer brand in an agile fashion with the capability to scale. But is so much effort worth it? It absolutely is! How?

A well-planned talent acquisition strategy not only helps you deliver incredible experiences but also speeds up the process of acquiring the right talent. Studies show that each bad hire can cost a company 50% to 60% of the employee’s annual salary. An article also reported that “the global talent shortage could reach 85.2 million people, costing companies trillions of dollars in lost economic opportunity.” Therefore it makes sense to look at hiring with a long term perspective but with agile technology that makes your company’s goals attainable in the not-so-distant future.

But how is all of this possible in the real world where deadlines are looming in and business targets are as steep as ever?

Rewire to transform

The most transformational way to find more qualified talent is to leverage new technology. Why the most transformational? Because it is the area where recruitment organisations are the furthest behind. Global Human Capital TrendsSurvey findings reveal that only 6 percent believed they had best-in-class processes and technology.

This is where EasyTalent steps in. We know that the right candidate for the right job at the right time can make a world of difference for you and your organisation. We also know that timelines are often short and HR teams need to constantly deliver.

We like how Netflix solved the entertainment conundrum with such suave and ease. That’s why we’ve created a fully integrated platform that seamlessly optimizes your Talent Acquisition strategy. We empower your teams to design their own talent acquisition strategy, proactively ask the most relevant questions, compare candidates on multiple parameters, do a holistic evaluation while using unique ways to acquire the right talent. Gone are the days when certain skill sets would mean success across roles in the organisation. With the emerging requirement for specialised expertise, the personality traits and digital competencies required to succeed at different jobs are highly diverse. Even experience and age have given way to skill, the ability to learn and be curious, to embrace failures and adapt to be a culture fit in the organisation - as the most important reasons to be hired. Hence, there is more need now more than ever before for technology that understands the nuance of your organisation’s business needs and empowers HR teams meet recruiting KPIs.

Find out how we can help.Write to us today.