Start Smart

Driven by shifts in candidate behaviors and expectations, the war for talent is now much more than a competition among employers for new hires.  It also encompasses changes in process, technology, and culture in recruiting teams and in the greater priority they are accorded by the c-suite.  The reset is not universal, to be sure, but it is widespread enough to be reshaping what it takes to succeed in talent acquisition, today and into the future.

That’s just one of the topics we discuss in this episode of Start Smart.  Stephen O’Donnell, the CGO at TAtech, joins us in our review of a report from industry research company Aspect 43, entitled The Talent Acquisition Technology 2022 Market Guide.  In addition to our discussion of organizational change, we also explore the impact of an accelerating introduction of and greater reliance on new technology among recruiting teams and the challenges of making the right product acquisitions and effectively implementing those products in an employer’s tech stack.  As always, it’s a lively 30-minutes of point-counterpoint that’s guided by the facts, the latest findings in TA research.

Links mentioned:

Aspect43's 2022 Guide to Talent Acquisition Technology

TAtech Leadership Summit on Applications of Recruiting AI for Enterprise Employers

Almost half of the candidates in a recent study said they don’t even bother to read the communications they get from recruiters.  The same study also found that many employers reverted to bad behavior during the pandemic and no longer communicate with candidates and applicants on a regular basis.  The net result is a crisis in communications that is undermining both the candidate experience and employer’s recruiting results.

In this episode of the Start Smart podcast, we explore some of the findings of a recent report from Aptitude Research entitled “The Rise of Text Recruiting and the Business Impact.”  First, we noted that the communications crisis is often driven by recruiter overload and burnout, and that problem deserves as much attention as the need for new tools that can improve candidate outreach.  Second, we discussed what recruiting teams are trying to accomplish (or need to) with their candidate communications.  And third, we talked through some of the benefits of text cited in the report and whether the medium was sufficient, in and of itself, to shoulder the bulk or even all of an employer’s candidate communications.

Links mentioned:

The Rise of Text Recruitment and the Business Impact – Aptitude

Go to most HR conferences and you’ll quickly sense the prominent role that HR tech plays in modern talent acquisition.  It’s not an inappropriate position, of course – HR tech products for compensation and benefits administration, human capital management, HRIS, and learning and development are definitely important and helpful, but there is a caveat. When it comes to cutting edge technologies, today’s HR tech can’t match the contribution TA tech is making to recruitment.

In this episode of the Start Smart podcast, we take a look at Gartner’s whitepaper entitled “Six Emerging HR Technology Trends” and its assessment of where those technologies are in their development and implementation.  In every case – whether it’s Virtual assistants in HCM, Internal talent marketplace, Employee productivity monitoring, DEI in HCM, Blockchain in HCM, or AR/VR applications in corporate learning, the implementation of those technologies is behind their use in recruiting.  And not by a little, but by as much as five to ten years, based on the products’ positioning in Gartner’s HCM Hype Cycle. So, tune in and take a listen to the show that’s all about the facts in talent acquisition.

Mentioned in this episode:

This episode is brought to you by Khelo

Are you looking for better talent acquisition? Well, you’ve found it! At Keloh, we provide proven results. We’re a team of high-level Developers and Recruitment marketing Gurus specializing in talent acquisition optimization. We consistently and programmatically deliver our client’s quality leads while simultaneously lowering advertising spend. At Keloh, we create meaningful solutions to make your talent acquisition easier.

Keloh.com

For a show that’s all about the data, today’s report from Appcast has hit our sweet spot. Its “2022 Recruitment Marketing Benchmark Report” is based on an analysis of 136 million job ad clicks that led to 8.1 million job applications from 3,100 employers, collected between January and May, 2022.  What’s the bottom line?  As Appcast says right at the beginning of its report, “What a time for recruiting!”

In this episode of Start Smart, we explore the implications of three of the report’s findings: Based on cost-per-application and cost-per -click data, it ain’t getting any easier to hire good talent and the c-suite needs to get the message; Based on apply rates, we have a long way to go in capturing the full capabilities of our recruiting technology and optimizing the performance of our ads; and Based on the differences in apply rate among job categories and locations, it is now more critical than ever to carefully target our outreach to job seekers.  It’s a lot to unpack, but the message is clear – regardless of the economy’s direction, only those employers that make smart investments in their talent acquisition function will be able to prosper in the post-pandemic market.

Start Smart is sponsored by Keloh.

Visit their site today.

Links mentioned:

2022 Recruitment Marketing Benchmark Report - Appcast

June job openings decrease; hires and total separations change little – JOLTS

The Soporific Job Posting – TATech

Recruiting Grabs a Seat at the Table Next to HR

Mentioned in this episode:

This episode is brought to you by Talent.com

Talent.com is the solution to finding talent, your way. Work with the fast-growing, tech-savvy company dedicated to making the search for candidates easy. Are you looking to fill one job? 1,000 jobs? Do you need a way to integrate your recruitment technology? Talent.com can find the answers for your business, on time and on budget. Start growing with Talent.com.

Talent.com

Hiring has become a business issue, not just an HR or recruiting concern according to a new research report from Lighthouse Research & Advisory. The study surveyed 1,000 job seekers and 1,054 employers and collected its findings in “Hiring Is More Central Than Ever: How Employers and Candidates are Evolving in the Current Market.”

In this episode of Start Smart, we discuss several of the report’s major conclusions, including the growing visibility and priority of talent acquisition in the c-suite, recruiting teams’ growing reliance on talent technology to meet those leadership expectations, the primary kinds of talent technology in which they’re investing, and the lagging attention to measuring the effectiveness of their recruiting processes. 

In addition, we also explore the undiminished importance of compensation in employment offers and whether that trend means all the commentary around the new dynamics in the labor force is overstated as well as the report’s surprising conclusion about the length of time job seekers are willing to commit to filling out a job application.

Links mentioned:

The Rise of the Relatable Organization – Mercer

2022 Global Talent Trends – Mercer

Rise of the Relatable Organization: Actionable Strategy or Pipe Dream?

Hiring Is More Critical Than Ever – Lighthouse Research and Advisory

TAtech Events

Mentioned in this episode:

This episode is brought to you by Talent.com

Talent.com is the solution to finding talent, your way. Work with the fast-growing, tech-savvy company dedicated to making the search for candidates easy. Are you looking to fill one job? 1,000 jobs? Do you need a way to integrate your recruitment technology? Talent.com can find the answers for your business, on time and on budget. Start growing with Talent.com.

Talent.com

Mercer’s 2022 Global Talent Trends study surveyed 11,000 executives, HR leaders and workers across 16 countries and 13 industries. It explores how organizations are responding to changing workforce dynamics to reimagine work itself and their own value proposition as an employer. In the process, Mercer argues, organizations must become more relatable or better connected with and relevant to the people they want to hire and retain.

In this week’s discussion, we look at the facts presented in the report and acknowledge the logic of Mercer’s conclusion, but for several reasons, question whether a relatable organization is a genuine possibility in today’s business climate. In our view, the current occupants of the c-suite in too many employers lack either an appropriate grasp of the permanent new reality in today’s workforce or the sustainable courage to design and develop such an organization, especially with a recession looming on the horizon.

Links mentioned:

The Rise of the Relatable Organization – Mercer

2022 Global Talent Trends – Mercer

The Future of Work Trends: Scarcity, Individuality and Inclusivity

The Good Work Framework – World Economic Forum

Mentioned in this episode:

This episode is brought to you by Talent.com

Talent.com is the solution to finding talent, your way. Work with the fast-growing, tech-savvy company dedicated to making the search for candidates easy. Are you looking to fill one job? 1,000 jobs? Do you need a way to integrate your recruitment technology? Talent.com can find the answers for your business, on time and on budget. Start growing with Talent.com.

Talent.com

According to Glassdoor, 86% of job seekers research company reviews and ratings to decide on where to apply for a job. With such a huge number, we reviewed a whitepaper by the Public Insight Data Corporation on how to optimize employer branding and improve recruiting effectiveness. Titled ‘Winning the War for Talent with Employer Branding’, it covers some fascinating areas including leveraging employer reviews, competitor analysis and brand management.

Tune in to this episode as we unpack some key insights from this whitepaper, as well as the difference between brand and reputation, why candidates are asking more intelligent questions than ever before, how to handle negative reviews on platforms such as Glassfoor and Yelp, and how interns can help you with your employee branding. 

Links mentioned:

Winning the War for Talent with Employer Branding – Public Insight Data Corporation

The Future of Work Trends: Scarcity, Individuality and Inclusivity

Glassdoor

From Millennials and Gen Zs turning towards the metaverse to a significant cross-section of all workers opting out of conventional work arrangements, Microsoft’s Work Trend Index 2022 packs in a fascinating overview of some of the most disruptive workforce dynamics that are already confronting employers or are likely to do so soon. 

In this episode, we explore three of the key findings from Microsoft’s report, including its prediction that the workers huddling around the office watercooler will soon be replaced by their personal avatars hanging out in the metaverse; its conclusion that middle managers are not the principal driver of the Great Resignation as many now think; and its framing of the return to the office debate as a clash of values driven by a simple but powerful fact: we’re not the same people that went home to work in early 2020.

Links mentioned:

Work Trend Index – Microsoft

The Future of Work Trends: Scarcity, Individuality and Inclusivity

‘The Future of Work Trends in 2022: The new era of humanity’ by Korn Ferry

Top Trends in the Future of Tech

Gender Disparities in the Workforce During the Pandemic

McKinsey’s recent report ’The Top Trends in Tech’ predicts that we’re going to see 100 years of technological progress in just the next 10 years.  That will force every working man and women, including recruiters, to do their job even as it is undergoing significant levels of ever accelerating change. From blockchain and Web3 to Software 2.0 – it’s a lot to get your arms around, so in today’s episode we pick out some key findings from the report and review their implications for recruiters.

Tune in to our conversation as we unpack three key tech trends and explore the importance of genuine workforce planning (instead of headcount planning), the automation of practices and procedures in recruiting and the importance of building a trust infrastructure that will provide an effective foundation for the recruiting team’s acquisition and implementation of new technology.

Mentioned in this episode:

This episode is brought to you by Talent.com

Talent.com is the solution to finding talent, your way. Work with the fast-growing, tech-savvy company dedicated to making the search for candidates easy. Are you looking to fill one job? 1,000 jobs? Do you need a way to integrate your recruitment technology? Talent.com can find the answers for your business, on time and on budget. Start growing with Talent.com.

Talent.com

In this episode, we dissect some key insights from Aptitude Research’s report ‘The Power of AI in Talent Acquisition’. The research found that 63% of companies are investing or planning to invest in AI solutions in 2022 (up from 42% in 2020).  However, AI is still misunderstood and TA buyers are unclear about how to navigate the changing landscape. There are some very topical themes in this study, including the importance of ethics and how to keep humanity in the application of AI to talent acquisition.

Join us as we discuss some key findings from this report, including what’s behind the lack of trust in AI solution providers and how to be a smart consumer of the technology. We also look into the difference between AI and automation, the key role historical data plays in developing AI solutions, and the importance of data security and regular reviews of both input and output data as a solution is used.

Links mentioned:

The Power of AI in Talent Acquisition - Aptitude Research

TAtech Leadership Summit on the Application of Recruiting AI for Enterprise Employers