From AI to the gig economy, these are the talent acquisition trends shaping recruiting this year
Artificial Intelligence. The gig economy. Personalization. We sat down with Envoy Global’s Vice President of Human Resources Lindsay Dagiantis to learn more about these hot-button topics and how they’re shaping talent acquisition across the globe.
Talent acquisition Q&A with Lindsay Dagiantis
Thanks to a tight labor market and the skills gap, it’s taking recruiters longer to fill roles. What strategies are talent acquisition teams adopting to combat these shortages?
Recruiting and talent acquisition now has to start before a job is even posted. Candidates are shopping for jobs before they even know they want a new one. They’re looking at brands and companies that they can align themselves with and what a company brings to the table from a mission standpoint, whether it’s social impact, a new innovative technical challenge or an industry disruption.
Candidates are drawn to companies with those value propositions, and talent acquisition has to position itself not as “we have a job available,” but rather, “how can you see yourself in this company?”
How has the gig economy and the emergence of remote work and talent mobility affected talent acquisition?
More and more, companies are looking at remote work or the gig economy as options to fill a variety of roles, even beyond those that are technical or temporary positions. In one way, the gig economy has expanded the talent pool, adding the availability of nontraditional talent we haven’t been able to pursue in the past. But it also requires more collaboration with talent acquisition, HR and hiring managers to open jobs, manage expectations around what success looks like, manage remote teams and predict the future of a given role.
Companies are also evaluating the implication of hiring overseas talent or positioning employees abroad. When it comes to U.S. companies hiring inbound talent, there’s a larger conversation happening on how to do it correctly, rather than just saying “it’s too hard,” or “it takes too much time.” The cost-per-hire may go up as a process, but companies are finding that it’s a necessity in order to fill roles with quality hires.
In general, companies that are able to be more flexible are proving much more successful in hiring the right talent.
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Our 2019 Immigration Trends Report found housing, relocation expenses and green card sponsorship to be among the most popular immigration-related perks. What kind of shifts have you seen in perk packages over the years?
The shift is really more around offering more personalization for what the candidate and the company feels is in their mutual best interest, rather than a set relocation or compensation package. It’s become much more of an ongoing process between talent acquisition, HR and the candidate, and the conversation isn’t just between the offer and start date—it happens earlier in the recruiting process and can extend into the first few months or even the first year of employment.
This is happening because there’s a huge value on the candidate experience, and organizations want to retain talent. If we want to give employees the best experience, a one-size-fits-all process won’t work.
Artificial Intelligence has been around for a while, but its role in talent acquisition seems to be evolving. Where are we now in terms of its use?
AI and data predicting technology can be a value in areas where talent acquisition and HR are spending their time heavily—such as compliance—but it needs to be complemented with the human touch. Technology can help sort out resumes when you have a surplus of applications—and it’s also being used for video interviewing and assessments—but recruiters should evaluate areas in their process where they or others in the organization can reach out to candidates one-on-one and build real human connections.
To learn more about talent acquisition best practices and the role a strategic immigration program can play in today’s talent landscape, head to Envoy’s Resource Library.