Evaluating the best talent before they apply, isn’t a pipedream. But what do you need to discover and subsequently nurture this talent?
And how do you fuel ongoing interaction and get ahead in one of the most competitive job markets we’ve seen to date?
Gaining critical intelligence on your talent pool can mean the difference between candidate conversion or drowning in unusable, unintelligible data that loses a recruitment team’s competitive hiring potential.
UNLEASH and Symphony Talent teamed up to host this 1-hour (now on-demand) session to provide the key to unlocking a successful long-term recruiting strategy. The session uncovers how you can weave social, programmatic, and broader content strategy into a recruitment tech stack that will enable a unified approach to data and candidate intelligence.
Watch this webinar on-demand to:
- Understand what you need for successful tech adoption, from planning to implementation
- Breakdown how a CRM strengthens your hiring strategy by capturing talent, through to engaging, screening, nurturing, tracking, and more
- Discover the top recruitment marketing metrics your team should know
- Actionable ways to boost your CRM strategy for today, as well as the months and years ahead
What tasks are TA teams distracted by?
In this session, Theresia Hermes, Vice President Client Success at Symphony Talent opened the conversation by outlining some scary statistics.
According to her research, hiring teams spend around 14 hours per week on manual tasks, such as sourcing, screening, and matching. That’s nearly 2 full business days per week.
Business2Community states that “without automation, employers risk lower productivity, higher costs, and poor candidate experience. Thus, details that indicate candidate incompatibility might get lost in the process, which leads to a bad hire.”
As Theresia considered with the audience, talent acquisition is clearly a heavy-lift and with this in mind, many HR leaders are instinctively drawn to technology solutions as outlined by analysts like Business2Community, but time can then be lost when these tech choices aren’t made intentionally or are falling short of what good can look like.
In order to allow technology to be the hero, rather than the sticking point, Theresia and the team at Symphony Talent believe that a great starting point, to avoid these pitfalls with using technology, is to really understand and research what your TA teams are getting distracted by. They believe that a crucial downfall in being efficient in recruitment work is when TA teams end up spending too much time actually managing the tech stack, instead of spending time with candidates that the technology was supposed to help them rectify.
UNLEASH has explored many similar scenarios when considering digital transformation and technology projects with our community of HR leaders, where the adoption of technology has not been considered in the implementation process. And TA leaders are seemingly not immune. Theresia highlighted that “some TA teams are using as many as 11 different recruiting tools to do their day-to-day jobs, in addition to their ATS.” They also shared results from PwCs 2020 HR technology Survey that revealed that 82% of those they surveyed are struggling with new technology adoption.
Where do we balance bringing tech in to help whilst also being mindful that tech can take more time, training, etc?
To help dig into the pieces of successful technology adoption, Symphony Talent interviewed a sample group of global talent leaders with extensive experience in large technology implementations. In this session, Theresia discussed the common themes that TA leaders emphasized in describing successful implementation and adoption:
- Vendor Partnership
- Leadership support
Whilst discussing each of these processes, she weighed heavily on the fact that all of these top areas where adoption pitfalls occur, all involve people. To help begin to solve the challenge of adoption, Theresia and the team at Symphony Talent believe that there needs to be awareness, motivation, and education. Meaning, to ensure successful tech adoption, HR and TA teams have to want to use it, see the benefits of using it, and understand how it helps them in their day-to-day.
The webinar session also provided the audience with best practices to help tech implementors prepare and plan effectively. Tips like adding functionalities slowly, and not throwing everything a tool or vendor has available straight away into the fray is a really priceless takeaway for HR leaders beginning on their journey. Similarly, strategies like mapping and understanding the candidate journey, going through a data hygiene and consolidation process, and tracking key recruitment metrics will all lean into ensuring technology is working in a recruitment team’s favour.
How a CRM strengthens your hiring strategy
As Theresia highlighted in the session, instead of operating in reaction mode, a recruitment marketing software, or CRM, allows HR/TA leaders and their teams to be proactive and stay ahead of talent needs, even during such a challenging job market such as today’s. She described in detail how the use of a CRM can provide recruiting teams with purpose-built talent pools that will ensure an organization has a constant flow of best-fit candidates. These talent pools, as discussed by Theresia, can then enable leaders to:
- Identify key positions and skills needed in the organization
- Organize talent pools based on growth areas such as priority roles, department, location or skills competency
- Engage with people in the organization’s networks
If you want to find out more about how to source and hire smarter for the new talent landscape, watch the on-demand video of this webinar session today, or check out Symphony Talent’s guide to recruitment marketing tech adoption today, which provides a roadmap to CRM success.