Technology is disrupting nearly every industry, at a pace that has never been seen before. As we shared in our earlier article on how to create a workforce equipped with the skills of the future, this pace of change means that employers need to take a proactive role in ensuring their workforce is prepared for this change. As in-demand skills shift towards prioritising complex problem solving, critical thinking, emotional intelligence and creativity, workforce leaders need to rethink the way they are acquiring talent.
We’ve explored the pending change of skills in the workplace and its impact on employees, but what does this mean for an in-house recruiting team? As roles are redefined and employers move from traditional job descriptions to skills-based definitions, traditional recruiting teams must learn to adapt.
In this article, we’ll examine the need to change the way jobs are defined and categorized to attract the right talent, how the shifting candidate experience drives continued focus on digital sourcing and recruiting strategies and what these changes mean to in-house recruiting teams.
Changing Skills in the Workplace and the Impact on Recruiting Teams
Jobs are being redefined, which impacts the way recruiting teams must work to find the best candidates. How can internal recruiting teams that have traditionally been aligned to specific business units adapt to meet the needs of workforce 4.0?
- Some companies are realigning their recruiting teams away from business units to talent segments, where they focus on recruiting for a specific skill set
- Others are outsourcing select talent segments to RPO providers for additional support and expertise
- Other employers are moving from job-based recruitment to skills-based recruitment
The shift towards aligning recruiters with specific skills creates a challenge for in-house recruiting teams, which may not have the bandwidth or ability to shift to this model. In-house teams are struggling to keep up with the pace when recruiting for a large variety of roles and skill sets, as the number of jobs being redefined to adapt to new skills increases. Analysis of some in-house client teams show time-to-hire is actually increasing as teams find difficulty with new skills and unique roles to fill.
The digitisation of work is also having a major impact on recruiting. It’s difficult for enterprise recruiting teams to keep up with the pace of change in talent acquisition and HR technology. Recruitment teams have access to more technology, which should increase productivity and improve the quality of candidates. But in truth, it can be overwhelming. The HR technology marketplace is valued at more than $14 billion, and new technologies continue to enter the space.
As employers continue to shift their recruiting processes to keep up with the pace of change, many are turning to outsourced providers, like RPOs, to help with talent segments they’re having trouble with. Partnering with an outsourced firm also brings access to improved talent technology. At PeopleScout, for example, our Affinix™ technology is equipped with AI, machine learning and predictive analytics tools that enable our clients to connect with the best talent faster. We are also continuously evaluating and implementing new tools and features, so our clients are on the cutting-edge of emerging technologies in the marketplace.
Changing Candidate Experience: Ways to Engage with Candidates Online
Employers need to contend with changing candidate expectations in addition to adapting their jobs for the skills of the future. Candidates today want benefits like flexible working hours and virtual work opportunities and have in-demand skills that translate across multiple job categories. And, candidates today have more options than ever. With very strong job growth and low unemployment in many of the world’s leading economies, it is becoming a more candidate-driven job market every day.
How do you find these candidates of the future? Employers need to shift their employment branding strategies to fit the digital era.
Many employers invest large amounts of time and money in their career sites and application process, however most candidates are not finding your career site organically and the application process is often still cumbersome and slow.
While it is critical for candidates to have a good experience when they hit your career site, you need to first find and reach candidates where they are. With the rise of Amazon and other personalized online retail experiences, candidates expect to be treated like a consumer throughout the recruiting process. Recruitment marketing tactics must evolve to meet these requirements, with career sites recommending jobs to candidates the way online retailers recommend products to consumers.
Developing candidate personas can help employers understand exactly who they are targeting. With the candidate in mind, you can develop targeted digital advertising campaigns, post positions on specialty job boards and develop recruitment marketing content to guide candidates through the application process.
It is also critical to closely monitor job rating sites. A poor candidate or employee experience can result in a loss of candidates due to negative reviews on sites like Glassdoor and Indeed. A positive review, on the other hand, can be more meaningful as it is coming straight from an unbiased individual, rather than a company career site.
The right talent acquisition technology tool can also help provide a superior candidate experience.
- AI-enabled sourcing tools help recruiters find the best candidates faster.
- A streamlined application process can allow candidates apply with just one click.
- Personalized recruitment marketing tools like chatbots, SMS messages, email campaign and individualized landing pages provide candidates with the consumer-like experience they have come to expect online.
Why Turn to Outsourced Recruitment?
When enterprise recruiting teams are struggling to implement technology or source the right candidates for positions requiring new skills, some employers bring in a talent partner to focus on specific job functions or skillsets. Talent acquisition leaders are turning to RPO providers for their expertise in hard-to-source talent segments. They’re also looking for a partner who can bring the right technology to improve sourcing and hiring metrics. Visit our website to learn more about PeopleScout’s RPO solutions.