Last month I attended a retreat my company organized for talent acquisition executives from across the country. It was an insightful event as presenters and panelists shared their views on the future of technical recruitment.
But interestingly, some of the most eye-opening insights I gained were from the proverbial “hallway track”—the informal gatherings and sidebar conversations between sessions.
As talent leaders confided in me their challenges, worries and hopes for the future of talent acquisition, a few trends began to emerge. Reflecting on what I learned from this diverse and formidable group, it became clear that their main concerns centered around three key areas: data, tools and culture. As business and talent leaders look ahead to 2023, here’s a summary of what’s top of mind for today’s most prominent talent acquisition leaders.
Data
Having a diverse workforce is not just the right thing to do—it’s also a smart business move. Diversity-rich companies generate 19% higher innovation revenues, and 75% are on track to exceed their financial targets by the end of 2022
The talent acquisition leaders I spoke with recognize the importance of attracting candidates from diverse and nontraditional backgrounds. And the data shows that they’re not alone in this:95% of CEOs consider diversity, equity and inclusion (DEI) a top priority. However, the intention doesn’t translate into initiatives for many organizations. An HBR survey revealed that up to 97% of hiring professionals still rely on intuition or mental synthesis of information when processing applications.
Whether explicit or implicit, biases play a significant role in candidate evaluations. But recruitment shouldn’t follow gut instincts. Data-driven hiring is key to putting human bias and judgment in the back seat. To move the needle in the right direction, it’s vital to analyze candidate performance data, including pipeline and pass-through rates.
Monitoring your recruiting processes for instances of potential bias allows you to take steps to prevent it from creeping into hiring decisions. You can layer demographic analysis with interview feedback trends and pass-through rates to determine if any areas need a course correction.
As an example, analyzing your data may reveal that your technical hiring process has a gender bias that favors men. To overcome this, there are several strategies you may decide to implement, from using structured interviews to implementing a technical interview and assessment platform.
Tools
Technology plays a bigger part in the talent acquisition industry than ever before. Approximately 75% of recruitment professionals and firms use tools to expand their candidate pool and streamline their recruitment process, 94% of whom find them beneficial. Going far beyond basic applicant tracking systems, another study reveals that recruiters increasingly use automation and artificial intelligence (AI) software to screen, schedule and chat with candidates. As a result, many talent acquisition leaders are rethinking technology’s role in the technical hiring process.
At the retreat, I had many conversations about how successfully the tools available for obscuring resume identifiers work—and whether we’re better off using tools that help us eliminate resume reviews entirely. After all, resumes tend to elicit biases. An applicant’s name alone can influence hiring decisions. BBC Inside Out conducted a months-long experiment that showed a person with an English-sounding name received three times as many interviews as someone with a Muslim name.
Hiring teams risk overlooking the best candidates when focusing exclusively on a resume’s content. If that’s the case, an excellent self-taught programmer will lag behind an average prestigious school graduate. Pedigree is a poor proxy for skills, and it makes more sense to gauge a candidate’s performance using tools that directly measure their abilities. Using consistent, objective technical screens, for example, can eliminate the need for a resume screen and more efficiently identify skilled candidates.
Technology plays a bigger part in the talent acquisition industry than ever before. Approximately 75% of recruitment professionals and firms use tools to expand their candidate pool and streamline their recruitment process, 94% of whom find them beneficial. Going far beyond basic applicant tracking systems, another study reveals that recruiters increasingly use automation and artificial intelligence (AI) software to screen, schedule and chat with candidates. As a result, many talent acquisition leaders are rethinking technology’s role in the technical hiring process.
At the retreat, I had many conversations about how successfully the tools available for obscuring resume identifiers work—and whether we’re better off using tools that help us eliminate resume reviews entirely. After all, resumes tend to elicit biases. An applicant’s name alone can influence hiring decisions. BBC Inside Out conducted a months-long experiment that showed a person with an English-sounding name received three times as many interviews as someone with a Muslim name.
Hiring teams risk overlooking the best candidates when focusing exclusively on a resume’s content. If that’s the case, an excellent self-taught programmer will lag behind an average prestigious school graduate. Pedigree is a poor proxy for skills, and it makes more sense to gauge a candidate’s performance using tools that directly measure their abilities. Using consistent, objective technical screens, for example, can eliminate the need for a resume screen and more efficiently identify skilled candidates.
Culture
Organizations face a monumental cultural shift, with 70% of full-time employees moving their workspaces to their homes. Based on INSEAD research, 45% of respondents believe camaraderie and teamwork have gone downhill since the pandemic began. Changes in the workplace, such as working in silos, can drive morale to the ground.
Retreat attendees expressed concern about preserving a healthy workplace culture in this new environment, especially as it relates to employee retention. One survey found that of new hires that quit within the first 90 days, 34% did so because of unsatisfactory work cultures.
While employee retention isn’t typically considered part of recruiting leaders’ responsibilities, the talent acquisition team is often a candidate’s first glimpse into the culture of your company. As such, talent acquisition can serve as a starting point for overcoming the issue by conveying your culture to employees. Asking the right interview questions can also help recruiters identify candidates who align with the company’s values and can work well remotely.
Another area where recruiting teams can make a difference is during the pre-boarding process. Data shows that 83% of top-performing organizations start onboarding before the employee ever sits at their desk. Sending video messages, email series, pre-boarding information packs and welcome kits can start things off on the right foot—and ensure the right cultural fit. A Priority In 2023
Make These Three Key Areas A Priority In 2023
As these retreat attendees confirmed, recruitment tools and remote work are shaping the future of technical hiring. While there’s no one-size-fits-all recruiting solution, recruiters can choose the technology that best supports their hiring objectives. Recruiting teams will also need to find ways to identify candidates that will thrive in remote work settings.
In 2023, DEI programs will require renewed focus and ongoing improvement. Shifting to a more data-driven recruitment process can contribute to this goal. While it isn’t the panacea to level the playing field for all candidates, it gives recruiting professionals a new perspective by helping them distinguish between essential and ancillary factors.
As HR and talent acquisition organizations plan their 2023 priorities, keeping in mind these three critical areas—data, tools and culture—can help organizations more effectively attract and retain top technical talent.
Source: forbes.com