Learn how to focus on the single most important recruitment metric.

So, what is changing?

HR function has moved from the backend office to the board; talent acquisition has become strategic in nature, companies are prioritizing learnability and curiosity as the most important skills, and redefining attributes like interpersonal dynamics and cultural intelligence or cultural quotient (CQ). HR teams now need to accurately assess candidates’ current skills, and also predict their learnability, curiosity and cultural quotient to ensure retention.

Antiquated talent acquisition metrics measure outcomes based on productivity and past performance but fails to ‘lean forward’. Talent leaders need to add a strategic, long-term dimension to their function. HR/TA team will need to play an active part in equipping the organizations with a skilled workforce that can address businesses’ current needs and develop a talent pool to combat potential disruption.

This change is not just confined to the workplace, the workforce is changing too. The Millennial and now even Gen Z talent have already made their way into the workforce. To stay relevant to the new generation of workers, HR teams will have to abandon traditional performance reviews for a more growth-oriented, tech-enabled, and flexible process that can accommodate the unique needs of the younger generation. Hiring is an experience and HR/TA team needs to think strategically how to curate it and provide candidates with the a personalized, engaging, and unobtrusive journey that they get from leading consumer brands.

Our workplaces of the future are demanding a different toolkit. How do we measure critical thinking skills - the most foundational of human skills; or the ability to learn and be agile, and people skills – the ability to handle uninspiring managers and disgruntled colleagues, and overdemanding clients or regulatory overhaul.

Arm yourself with data that matters…to win the war for talent. Building great ‘candidate experiences’ requires that your HR team thinks strategically about how they organize, share and maintain the hiring data. Gaining insights from dozens of assessments, profiles on social media, comments and feedback, resumes, and application forms can be a daunting task. Hence, recruiters only use a fraction of it, and rely on the minimal information contained in a resume – which itself is padded with keywords to cheat the algorithms.

To build a holistic image of the person you are trying to engage, you need more information than what is on their resume. Weaving all the elements of the selection process – application, assessments, and interviews - on a single platform will help your HR team build relevant profiles.

Every step of the candidate selection journey can be understood and analyzed with granular details and can be archived for future hiring or for baselining their appraisals. Talent leaders also have information such as interests, online behaviour, language proficiency, soft skills, and even historical interactions with the company. This enables talent leaders to exponentially improve the talent organization’s reporting metrics.

Right talent gives your organization a huge competitive advantage. In most organization, talent acquisition still remains an “internal services” function, tasked with reacting to the strategies and timelines set by other teams, instead of contributing to the strategic direction of organizations growth.

With EasyTalent you will get a deep understanding of how to link back talent acquisition activities to the business objectives and attract competitive talent to help your workforce outperform your competitors.