The next generation of talent acquisition—disruption is the status quo

The next generation of talent acquisition—disruption is the status quo

Tim Proehm

What does the next generation of talent acquisition look like?

Let’s face it: This question is top of mind for every talent acquisition professional. In recent years, we’ve seen demographic shifts in the workforce, a dramatic increase in the proportion of free agents in the labor market, an increase in remote work, and the rise of cloud-based talent. All of these trends have had a significant impact on recruitment. Currently, we’re seeing the development of recruitment tools based on disruptive technologies such as advanced analytics, AI, robotics, and automation. Since these tools greatly enhance capabilities while simultaneously reducing the need for human input, it’s clear that they herald the next generation of talent acquisition.

Feeling overwhelmed by technology is normal

Understandably, many talent acquisition professionals are feeling overwhelmed due to the sheer volume of recruitment tools and technologies that are appearing on the market every day. This is further exacerbated by the fact that it’s not yet clear exactly how these tools will impact the role of the recruiter.

As you navigate through what’s basically unchartered territory, you’re probably asking, “Which technologies do we need in order to prepare our organization for what’s ahead? With so many new applications on the market, how can we know which ones are worth investing in? Moreover, with more and more tasks being appropriated by technology, how will the recruiter’s role change in the short- and long term?”

The truth is that feeling overwhelmed is normal. Everything’s in flux, and disruption is the status quo. Yet if you focus less on the technologies and more on why they’re being used to create recruitment tools, you can become less overwhelmed. All of these applications are intended to support talent acquisition efforts in a rapidly developing labor market. They’re driven by the need to tap into worker preferences and meet business demands. For example, chatbots can provide an enhanced candidate experience in order to better engage talent. Advanced analytics can process talent data in order to optimize talent supply chains. Machine learning can improve the recruitment process by locating highly qualified candidates. Once you understand the capabilities of a specific technology, you’ll also have more insights into how it fits into the recruitment process and how it will impact the recruiter’s role.

It’s a marathon, not a sprint

If these technologies and tools are an integral part of the next generation of talent acquisition, how do you know which ones to invest in? The key is to approach the challenge like training for a marathon. There are a million different fitness devices, training programs, and nutrition plans out there—but not all of them are right for you right now. Similarly, not all technologies will be necessary for your organization’s talent acquisition strategy—but some will. And not all applications offer value—but some do. And you won’t need all of them right now—but you can probably benefit from one or two.

You may not have the in-house resources to know which technologies and tools are worth investing in. That’s what we research at the KellyOCG RPO Center of Excellence, and that’s what I’ll be writing about in this blog series. Please join me on this exciting journey to the future of talent acquisition.