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RECRUITMENT TRANSFORMATION

What makes the difference between winners and losers in today’s digital world is the ability to identify, recruit and retain the digital talent that makes the technology work 

Delivering digital transformation without the right talent is hard. Especially when the talent pool is shrinking.

In their New Way of Working Series, Boston Consulting explains, “There can be no Digital Transformation without the right people. As Digital Transformation disrupts the workplace, one factor more than any other will determine which companies turn digital to their advantage. That critical element is people”

Businesses that want to thrive in the modern economy are embarking on a Digital Transformation journey and need to deliver the necessary people, and cultural change to do so.

THE THREE ERAS OF RECRUITMENT

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RECRUITMENT TECHNOLOGY PLATFORMS

The last few years have seen a new, third-era burst onto the scene.

The Digital Age can be characterised by apps and digital technologies centred around improving your ability to ID and source talent, engage with talent, improve the Candidate Experience (CX) and improve assessment.

The Digital Age came in response to the failures of the preceding two, with a focus on adapting to candidate behaviours.

The technologies that it comprises of are known as Recruitment Technology, or RecTech.

Analogue Age

WHY IS THIS PARADIGM SHIFT HAPPENING?

The third-era is being created by the need to adapt to changing candidate behaviours and the new trends we are seeing today.

Just as Digital Transformation is radically changing many businesses around the world, its effect on the recruitment industry can be seen through vast numbers of new tools, apps and digital platforms. Some focus on talent pooling and sourcing, some focus on improving engagement and bots can transform the candidate experience to create a seamless process for candidates.

Artificial Intelligence, what we like to call Augmented Intelligence, has the ability to radically improve the abilities of in-house teams, by reducing time spent on routine, low skilled, repetitive behaviours and more time on value areas that can drive productivity.

As every CEO in every business is driving digital transformation, the goal for every Head of Talent is to move successfully from one era of recruitment to another, as they undergo Recruitment Transformation (RX). 

Recruitment Transformation (RX)

As we move deeper into the Digital era of recruitment, only the recruiters leveraging modern sourcing techniques and the latest apps and digital technologies will be able to access the industry’s top-rated candidates.

Through a combination of technology and the interpersonal skills from the analogue age, a renaissance of the talent acquisition profession is driving performance for those recruiters who are adapting to change. 

Spray & Play Age

We call this change in sourcing Recruitment Transformation (RX).  It is characterised by the move away from traditional recruitment methods to more modern, forward-thinking resourcing methodologies.

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At the organisational level, Recruitment Transformation means cultural, technological, strategic and people change:

Cultural change is the recognition, throughout an organisation, of the market trends impacting candidate behaviour.
The Candidate Experience (CX) has to adapt to a market where candidates now have the power, and every stakeholder involved in hiring needs to be changing their mindset and behaviours in order to move with the times. 

Strategic change sees diversified, omni-channel recruitment strategies, along with modern sourcing methodologies, plus the creation of new roles such as Recruitment Marketing.

Technological change embraces the new RecTech eco-system of apps, tools and platforms that have the ability to help recruiters source, engage and assess new pools of talent more effectively. 

People change replaces 2nd era recruiters with those who have a flare for modern recruitment; people who are networkers, headhunters, and digitally native. 

At the people level, recruiters now need to learn new ways of sourcing talent. That means learning new skills, new methodologies and how to leverage advanced recruitment technologies.

The modern day recruiter is a marketer as much as they are a sourcer, they are digitally native, have a flair for creative writing, and see themselves as a networker.

“Despite increasing skills gaps in many key job families, embracing Recruitment Transformation and the new recruitment methodologies  that underpins it will allow in- house recruitment teams to source and attract the talent they need into their organisations”

Mat Roche

Co-Founder Third Republic