“We explore because we are curious, not because we wish to develop grand views of reality or better widgets.” Brian Cox, Physicist
“Quiet quitting” ‚ “productivity paranoia“, and the “Great Regret” are just some of the phrases that have been coined over the last few years in an attempt to make sense of the changing world of work. But, if talent acquisition (TA) teams are going to overcome these challenges, they must get to the root of the problem that inspired the jargon.
It’s only by asking “why” that teams can do this – seeking a greater understanding of people’s needs and behaviours. Strong, future-proofed TA strategies should be driven by this curiosity when developing systematic solutions if they want to help meet long-term business goals. And this is where data comes in.
Bridging knowledge gaps with data
When implemented at the heart of planning, data-led decisions provide valuable insights that can optimise recruitment and retention. AI, for instance, can streamline the recruitment process by screening resumes, conducting initial interviews, and assessing candidate suitability. AI also has the potential to help reduce human bias by introducing objective and data-driven processes into various stages of the HR lifecycle, including recruitment, performance reviews and DE&I strategies. By leveraging data, TA teams can bridge knowledge gaps to make better decisions faster.
Data-led thinking can help to improve:
- Candidate attraction and fit: If you understand company compatibility with candidates, you can contribute to better retention rates. TA teams, for example, can translate this thinking into refining their Employer Value Proposition (EVP), branding materials and networking strategies. By spending time on sourcing and creating well-researched longlists – backed by data – teams can build a strong foundation for successful candidate outreach and potential opportunities.
- Succession planning: Data analysis, paired with human expertise, can help to review the success of previous hires and retention rates and identify patterns, as well as potential skills gaps. This can build objective hiring frameworks and learning and development strategies.
- Organisational processes: There is the opportunity to collect data throughout the employee lifecycle – from conversion rates, feedback surveys, and even exit interviews. This creates better processes, documentation, competency assessments and tools of investigation to enhance how TA teams work.
Clearly, data can be a hugely advantageous tool when it is supplemented with human expertise. However the challenge we are seeing is that many TA teams are lacking in the analytical expertise required to assess the complex data and ultimately reap the benefits. This means their curiosity can only go so far.
Businesses must, therefore, prioritise investment into TA strategies to upskill the team in these areas.
Empowering future-proof talent acquisition
The curious mindset should be a key component at every stage of TA, helping to encourage teams to explore and test various tools and processes that can help them succeed. By being open to change and innovation, we can adapt strategies to align with emerging trends and technologies and stay abreast of candidates‚Äô evolving needs in this new world of work.
As you embark on the journey of future-proofing your talent acquisition strategy, allow curiosity to be the key to unlocking untapped potential in your team and candidates. This blog series is continuing to explore the five key pillars of future-proofed TA teams:
Lookout for the next blog, focusing on the importance of advocacy.