Signs your Talent Acquisition Tech Stacks Needs a Tune-Up

5 Signs Your TA Tech Stack Needs a Tune-Up

In today’s evolving digital landscape, it is more important than ever for talent acquisition teams to measure their current tech stack against industry leading platforms. With new recruiting solutions appearing, it can be difficult to determine the best use of technology for your company’s HR and recruitment strategy. It’s easy to overlook some of the common and simple attributes that should be present in all modern recruiting strategies. Just because there is a new solution to an old problem, doesn’t mean that it’s the right solution for you. While checking out new tools and HR trends, take the time to evaluate whether your TA tech stack is overdue for a tune-up.

Does your career site send the right message for attracting high quality candidates?

One of the most overlooked (and most important) aspects of recruiting in a digital world is the career website. Not only is a career site vital to supporting your digital recruiting strategies, it will also deliver the first impression of your company to most internet-based job search candidates. Seeing that half of all web searches originate on mobile phones, not only do you need a career website, it must be built with mobile users in mind. Career websites that are not mobile ready suffer from poor engagement, low Google rank, and ultimately create a negative impression.

The goal of an organization’s career website should be to sell your company to prospective applicants. Just like a marketing piece for your company’s products provides features and benefits, it is important that your career website promotes your company in a complimentary fashion. Delivering a transparent and simple job application process is a major step towards talent acquisition success.

Is your recruitment process mobile friendly?

Is your career site mobile friendly?
Just because a recruitment website is responsive, does not mean it is mobile friendly.

With recruitment channels becoming more mobile oriented, most companies have at least considered integrating mobile first recruiting techniques. A modern, mobile-friendly ATS is a great way to level the playing field with candidates and to simplify recruiting for your organization. It’s also worth mentioning that half of today’s web traffic originates on mobile devices.

Without mobile integration, applicants must wait and finish an application or respond to a message later. This is of course assuming they can at least access job descriptions and company information on their smartphone.

Just like consumer marketing strategy, you don’t want to let an applicant leave without completing the application. If they abandon the process, the chances of the candidate returning are poor, and the chances of another company stealing your best candidate is high. You should prioritize mobile when designing your talent acquisition strategy.

Are high employee attrition rates keeping your HR teams running in circles?

If your organization is suffering from high employee attrition rate, take advantage of all the data available to you in order to uncover common factors. Often, these common factors include poor culture fit and/or not being a good fit for the position in the first place. Evaluate the sourcing methods for these candidates to look for fallacies in your talent acquisition infrastructure. You may find that many of these revolving door candidates come from well-intended but misapplied recruitment strategies.

The newest applications to hit the recruitment tech space come overflowing with proprietary algorithms promising the world. They are even delivering page after page of keyword-matched candidates. While the number of candidates might be impressive, take caution during the candidate evaluation process as this keyword based matching technology can be severely skewed by incorrect candidate data and shortcomings in the algorithms that are protected by trade secret laws.

How are you incorporating social media into your recruitment strategy?

Social media sites have become much more than a place to share snapshots of last night’s dinner. Platforms like Facebook, Twitter, and LinkedIn have become so commonplace that candidates will assume your organization has and maintains an active social media profile. They will research you, make judgments about your culture, and start deciding if your organization is the type of place they want to hang their hat. This is all before you even reach out with an open position.

If you are not actively using social media channels to source talent and drive a digitally integrated talent acquisition strategy, you are eliminating a very talented and capable candidate pool without even knowing it. Even worse, old and outdated profiles that haven’t been active since the last Harry Potter book came out send a clear message that the organization is not engaged with the digital crowd.

How sophisticated is your company’s employee referral program (ERP)?

Employee referral programs deliver more qualified candidates faster, while decreasing turnover and hiring costs. There’s just one caveat: If your organization isn’t already working towards a next-generation employee referral program, your competitor may end up hiring the next all-star instead of you.

The workforce of the future is digital in every way, and successful talent acquisition programs will be as well. This is especially true for next-generation employee referral programs. ERPs must be digitally integrated, social media savvy, and easy to operate with a thumb and a swipe.

Return on recruitment investment

Employee referrals can create significant gains for return on recruiting investment, but in this digital era, you must provide employees a way to share jobs with candidates of their choosing. Many emerging platforms promise giant stacks of resumes as a result of social media profile scraping and keyword matching. The problem is when they deliver, the recruiter must then sort through a mess of unqualified and unfit candidates to whittle the list down to a number small enough to effectively manage and recruit.

The bottom line on modern employee referral programs is this:

If you build it, they will come. You can tap into an employee’s personal and social network, but only if the employee is engaged, motivated, and provided an easy-to-use digital solution.

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