Urbanhire Jobseeker

Have You Evolve in Talent Acquisition and Management?


Mar 2017

These days, in the talent acquisition matters, the balance of power will continue to shift from employer to candidate. Well, I can speak to my experience in the use of data – leveraging HR technology tools and sites, recruitment has evolved dramatically over the past decades and is now a multi-billion dollar industry, which I can say thanks largely to the development of and advances in technology. Up until the 90’s, the only way to advertise an open position was through bulletin boards or posting an announcement in the job section of the newspaper. Nowadays more than 97% of job seekers search for career opportunities online. Head hunting became popular and 2003 saw the launch of LinkedIn which enabled people to search for candidates on the site.

Based on that, I can say there’s always some element of marketing in recruitment but now recruitment and marketing have become completed intertwined. I’d like to share few points of what’s the situation that shows recruitment has evolve nowadays:

  1. Trend of Digital Recruitment

As I mentioned earlier, decade ago, recruiters use job boards and newspaper ads to advertise the vacancies, but now, most HR or recruiters using marketing techniques to attract talents. So it is important to utilize service or platform where you can minimize the effort to make job ads and push it to many different channels at one time, showcase your company information through visual, get close with your talent market and even, push the job ads to your personal or company social media. Those actions taken to ensure the job placement reaching the widest community and increase the chance in getting more relevant talents.

  1. Employer Branding Gets Familiar

Before now, companies only focusing in maintaining how their customers see their business through the product branding which focusing only for commercial metrics. But now, most of companies taking a high concern on how to create or maintain their branding as employers. Mostly, they take the voice of the employee trumps the voice of the company. This means positioning your company favorably in the job market in order to attract the best talent out there.

  1. Employee Experiences Does Matter

One of the important strategy related with talent management is how to make the employee engaged and automatically gives the benefit to increase the value of employee retention. Since the competition within the professional workplace is increasing, companies need to increase the efficiency and productivity by keeping the best employees for the jobs. To be able to do that, subgroup of employees must be treated in a way specifically tailored for them. The definition of employee experiences is even wider than talent management alone, it’s more the summary of the various perception that employees have about their organization / working dimension in which they work. If a company attends to its employee experience with the same level of discipline and intention that it does to its customer experience, the results can be seen across the board. Employees are more satisfied, companies enjoy higher employee retention and other benefits, and customers get better service.

  1. Not the Good Kind of Turnover

Either looking for replacements or new hire, most of companies almost have no time to manage the systematic process in doing recruitment. The demand always come now, not later. This situation require the companies to start thinking on how to create talent pipeline. There’s no other way to prepare a good talent pipeline than to build awareness about the company to the talent market. This kind of campaign also need to be added with a very good collaborative management with the top leaders in getting their commitment and to actively help the retention of the team.

  1. The Changes in Response to Big Data

Each method of sourcing talent needs to be analyzed and measured to ensure that recruiting resources are allocated effectively. New platform and sourcing field will finally allow recruiters to identify the most fruitful avenues to pursue for getting top talent and where to most effectively concentrate their efforts, and it will be through data that speaks. While incorporating new methods, technologies and approaches is very important, the best way to stay relevant in the face of change is to be flexible. In the end, the increased complexity of talent acquisition and more sophisticated tools have contributed to a new, data-driven approach to talent acquisition

These emerging trends within the recruitment industry, can help recruiters find and attract quality talent, build a solid talent pool of active and passive job candidates, and for sure help the company to stay one step ahead of the competition with innovative recruiting tools and strategies.