When you think of the future of talent acquisition, what do you think of most? At Beacon Lane, when we talk to hiring managers, recruiters, and CHROs, they are largely preoccupied with how to recruit and hire diverse talent, but they are also concerned about the heavy burden that comes with doing the recruiting without the right tools in place.
Here are 3 simple strategies that will help you stay ahead of the curve as we move toward the future of talent acquisition:
- Spend more time with candidates and less time in the weeds. Like all processes, finding great talent and keeping track of processes takes a lot of time, regardless of how much technology you have in place. Most companies are looking for ways to help their recruiters become more efficient with systems, which is where AI can come into play. Utilizing AI to manage administrative tasks, such as interview scheduling, allows your human capital to maximize their time. The point really is to make sure you’re finding the best fit for the role and your culture, right? The best way to do that is to allow technology to take tasks off your recruiting team’s plate and increase their direct interactions and face time with talent and the business.
- Minimize ghosting and other hiring complications. Have you ever set up an interview with a bright, potential fit and when the time came the person failed to show up? Or perhaps you found a great candidate, and during the onboarding process, they just never came in. This is a phenomenon called ghosting. This is happening across business and nonprofit sectors and can be highly frustrating. While there is no definite answer for why ghosting is becoming more common, consider your interview as a first step in the onboarding process. Have you taken an engaging, talent-led path, or are you still holding the –traditional – outdated – formal interviews? It may be time to change or update your process.
- Modernize recruiting to attract early career professionals and new college grads. Thinking like Gen Z can help in your recruiting efforts over the next few years. We all know that Baby Boomers, Gen Y, and Millennials make up a lot of the current workforce. But it’s Gen Z filling the talent pipeline now, and we’d be remiss not to consider the ways in which this youngest generation of professionals imagines and reacts to the workplace. Recent studies have found that top Gen Z talent are looking for workplaces with three things: efficient hiring technology, intentional diversity, and a positive reputation. The best recruiters change strategies for each new wave, so make sure you are considering methods to snag that best-fit candidate from Gen Z.
The future of talent acquisition might not fit into any one box, but one thing is certain: Having a standard, stable recruiting process and the right technology in place will make it easier. Beacon Lane is dedicated to helping you strategize talent recruitment, no matter where the future takes us.
