Aspects to make Talent Acquisition Science & Technology Driven
The HR fraternity speaks of VUCA every now and then, but are we really affected. With the incorporation of 4th Industrial Revolution, the need for data and processing power to gain business outcomes has gained importance.
The industry is going through a dramatic change and with the millennial ready to take charge of the upcoming era, the need for finding the right talent becomes a thing of paramount importance. The schizophrenic way of viewing Talent Acquisition as a HR aspect is also on the verge of changing, as the business needs to be driven by the talent and finding the right fit should be the role of the business.
In the era of data and information, Talent Acquisition as a function can also be more technology and data driven, some of the major aspects that can be incorporated into the system of talent acquisition can be broadly divided into 4 aspects:
Employer Branding
Talent Sourcing
Recruitment and Selection
Talent On-boarding
Employer Branding:
Employer Branding becomes a key to the talent sourcing and predicting the future of it using data driven methodologies is an important aspect of the Talent Acquisition Specialist. The employer brand depends on multitude of factors including- the brand value, benefits offered, scope of work associated, career development and numerous more. But, what matters in the long run is finding out which are the factors that is affecting the employer branding positively and which are negatively by running predictive analysis on the factors and checking for the correlation among the factors through the person and cluster analysis. Acting on the negatives while creating a differentiating factors from our competitors in the areas of our positives.
What a prospective employee looks for while choosing an organization is of paramount importance while deciding where the future of the organization is moving towards, as it helps in re-shaping the procedures and policies of the organization. Even the employer ratings by ex-employees plays an important role in the sites like Glassdoor. Hence maintaining an employee experience also affects the employer branding, creating an interconnected cluster of processes, each impacting the other.
Talent Sourcing:
It’s not about following the trend but about setting new trends, which becomes industry benchmarking standards. In the field of sourcing, organizations are moving towards having a social sourcing strategy. But how effective will social hiring remain in the future without incorporating proper data driven systems to compliment such a strategy, is a question. One of the brilliant strategy in the field of sourcing, which was completely driven by data can be considered as Google’s Rabbit Hole strategy, where the prospective data search on the web helps in sourcing in the right candidate. Unique but effective as well, such strategies are the sourcing solution of the future.
Not only is the process of sourcing but also identifying the proper source for sourcing also important. In this process, not only the past data in the form metrics comes in handy but also predicting the future by studying the workforce flow in the market and manpower availability also plays an important role.
Recruitment and Selection:
Organizations undoubted in the current scenario, goes for a right fit through basically focusing on a competency framework or cultural and value fit. Which makes the procedure quite systematic, but how can we make it more scientific and data driven. The availability of various techniques for multi-criterion selection helps making more informed decision and these methodologies not only helps finding the right fit but also helps in finding the reliability of the decisions taken by Talent Acquisition managers. Few of the available technologies in the market includes Analytical Hierarchical Process (AHP) and TOPSIS. The weightages to the criterion used for selection can be decided using fuzzy preference programming or cross entropy. These cross linkages of the various methodologies helps in identifying the right fit for the role.
Talent On-boarding:
This step post selection, is generally ignored by most of the organizations. But we often follow this period, affects the future of the new hire. A difference in the expectation and reality not only affects the time for attaining full productivity at work but also at times lead to infant attrition. Hence this becomes one of the most important aspects of the Talent Acquisition. But the question remains on making it scientific and getting the best out of it, the framework of 4Cs comes in handy while dealing with this phase. The 4C model can be elaborated as:
Compliance
Clarification
Culture
Connection
All the processes involved in the process of on-boarding can be sub categorized based on thematic categorization under these 4 Cs. To study the impact of these factors on on-boarding, running a predictive analysis against the factors can be helpful and also the use of capability study using the operational perspective can help improve in the field of on-boarding, which ultimately saves time and cost for the organization.
Conclusion:
Bringing in scientific approach to the methodologies to the talent acquisition function, organizations can make its way into the future of work place and this creates a future enabled workforce.
