Talent acquisition isn’t an easy process for companies to complete. There is high competition for professional talent that only the speediest employers can manage. The aim of talent acquisition is for companies to make long-term investments in their business goals through reliable employees.

Talent acquisition is the process of recruiting, onboarding, and evaluating candidates done by human resources departments at companies. This process takes careful strategies into account to finalize company decisions. Nowadays, this process is greatly aided by carefully designed technologies to make the process faster, more efficient, and easier for recruiters and candidates. Recruiting softwares like FastTalent help with streamlining the hiring process with match-making technology that optimises time and effort spent on finding the best candidate for the job, freeing up resources for other business needs.

Why talent acquisition is so important

Talent, or employees, are what make up the functioning of a company. This means making the right decisions is pivotal in advancing the company. On the candidate side, career advancement is extremely important for employees to look forward to, as well as skill advancement and compensation.

There are many ways tech has advanced talent acquisition for the better, which is what we will be discussing below.

The role tech plays in hiring

Thanks to the population and, thus, the workforce growth, the influx of candidates has increased. The processing of job applications in the past was a grueling task done by recruiters one by one. Mundane tasks such as these have been streamlined and made automatic thanks to technology.

The geographical reach of companies has also increased thanks to the internationality of the internet and the increase in online jobs as a byproduct. Anyone can be contacted conveniently now, thanks to technology.

Online hiring

Online hiring has been the biggest innovation in talent acquisition. Recruiters can find candidates with higher qualifications more easily online thanks to the outreach online talent acquisition has.

The opportunities are endless, and online talent acquisition has not only made the process faster and easier but also increased diversity in the process thanks to no geographical limitations and stronger reliability for responses.

Online hiring has also automated many tasks that come with recruitment. One system that is popular among companies is a talent acquisition system. This software scours the internet searching for relevant resumes, with the capability of also sorting them. This type of software also sends out invites to interviews automatically, thanks to its scheduling capabilities.

The automation of talent acquisition has enhanced the need for candidates through the hiring process. It is important to mention that thanks to the internet, recruiters can conveniently use software to conduct background checks on candidates since so much personal information is available.

Recruitment technology has also brought us a constant level of candidate engagement, from automated reminders to messages.

During this section, we must mention Applicant Tracking Systems. ATS is essentially software that follows candidates through the whole recruitment process, from sourcing them to maintaining strong communication between candidate and recruiter. Some advanced systems use AI or machine learning to create an outline for ideal candidates and then acquire them.

Big data and analytics

Companies are always looking into the future, which means constantly making decisions based on predictions. Where do they get the predictions from, you may ask? The answer is data, which has now turned into vastly accurate big data.

Big data strategy is the gathering and clustering of information using the powerful algorithms that AI and many software used for talent acquisition utilize. This means that technology can have metrics analysis for you which will influence company decisions such as hiring. Companies can now use past and current data for hiring the right team members with more variety.

For example, these analyses can lead recruiters to hire someone without a diploma but with the right experience and talents, broadening the spectrum for finding qualified professionals. Recruitment teams can use analytical information to gather where to source the best talent from when the best time for hiring is, anticipate problems with hiring, and analyze current hires and their projected successes, all in real-time.

Cloud-based recruiting

The cloud is a buzzword we often see, especially in everyday personal tech used to save data. The cloud is essentially a virtual computer or a “software as a service.” This means the hardware is at a third-party’s location away from the company using this platform. In recruiting, it is an ATS that is found on a cloud-based platform, making it more convenient for talent acquisition online.

This enhancement to recruitment also provides data syncing across platforms. This allows for multiple employees to add to the overall data and increases its accuracy. The organizational capabilities of cloud-based systems make information easily accessible everywhere.

Employee referral systems

Employee referral systems are a digitized version of existing employees referring people they know to the company they work at. With these systems, recruiters can connect to potential employees who are linked to the existing ones and motivate passive candidates to potentially join the company, all done online. To optimize the effectiveness of employee referral programs, it is crucial to implement robust performance review mechanisms that ensure the system operates at scale and delivers meaningful results.

Chatbots

Chatbots are another tech addition to talent acquisition that greatly improves candidate experiences and increases the likelihood of hiring much-needed talent. Chatbots automate the messaging process with candidates to then filter and organize candidates using their qualifications accordingly.

This whole process converts applicants into candidates by gathering information and forwarding them into the recruitment funnel. These bots answer questions from candidates, filter them, and so on. The spread of information about the company can also aid in finding new applicants since company clarity is attractive to job seekers.

Conclusion

There are various technologies that prove their use in the world of talent acquisition, it is only a matter of time before they become more advanced and universally embraced by all recruitment teams. We’ve touched upon ATS, ERS, cloud, general online hiring, chatbots, and, most importantly, big data and analytics.

As companies continue to adopt technologies used for talent acquisition, the more advanced they will become. Artificial intelligence has shown promising outcomes for conducting online video interviews, understanding prompts, assessing situations and information, advertising, and so on.

With such advanced technologies, the sky becomes the limit for companies to use to find strong talent and maintain efficient levels of work through a highly qualified workforce and a potent way for recruitment to become convenient and quick.

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• Source: Plato Data Intelligence: PlatoData