What’s Going Wrong With Talent Measurement And How To Hire At Scale Successfully
Talent markets have been redefined post-pandemic, and TA executives have an even more challenging role in finding and retaining talent. What’s more, TA teams are now expected to have faster and more reliable candidate insights to confidently make informed hiring decisions.
A Forrester Consulting study commissioned by Talview – entitled Enterprise Talent Acquisition Requires Effective Talent Measurement Tools – surveyed 150 senior leaders responsible for TA technology to explore the state of hiring processes at large US companies. Of the decision-makers involved, 9 out of 10 admitted facing TA process obstacles.
On the upside, at least 80% of the hiring leaders are focused on improving the quality of hires and the speed – many citing integrated tools and artificial intelligence (AI)-enabled features as ways to reduce manual work and hiring bias. The Forrester study dives into the role of modernized hiring tools and how they impact an organization’s ability to meet TA goals.
So, let’s look at what hiring managers are still doing wrong and what they can do to improve the process.
The Current State Of Candidate Insights
Let’s cut to the chase: Outdated hiring tools are ill-equipped for new realities. Commonly used tools often provide a limited view into critical information and lead to siloes in TA systems.
Ever felt candidate insights from interviews lack sufficient quality? Are your hiring teams overwhelmed? Are too many decisions made on intuition rather than data? You are not alone. 60% of Forrester Consulting survey respondents cite inadequate candidate insights and data as a challenge for decision-making.
Hiring leaders often default to using job titles or keywords in resumes to determine their top candidates – it’s the easiest data to extract, but bias is more likely to seep into the process. Leaders have realized that this information is insufficient for understanding an individual’s short-and long-term potential.
When evaluating a candidate’s fit, TA teams may look for technical skills, learnability, personal attributes, and values. But can you really work this out with outdated tools? Fewer than half of the leaders from the study believe their hiring systems are very effective at supporting any of these insights.
The main problem, though, and the elephant in the room that nobody is addressing, is that companies have amassed a multitude of hiring tools. TA leaders have many loosely connected instruments for the TA lifecycle to match potential candidates to jobs, run assessments, and schedule and conduct interviews.
The average recruiter is now using five unique tools for their TA processes, according to the Forrester Consulting survey. And as the stakes for talent decisions continue to rise, so will the reliance on more hiring tools. But as the number increases, so do data-related obstacles.
Leaders need a more holistic understanding of candidates and to find all these insights under one roof.
TA Leaders Seek AI Tools To Bridge Decision Gaps
The right AI tools empower teams to adapt to tomorrow’s hiring needs, improve the quality of hires, boost remote hiring capabilities, and advance the hiring experience for candidates.
AI-enabled features can also expose soft skills like leadership and communication, which would otherwise go undetected by some interviewers. The data intelligence capabilities can spot hiring biases, automate routine work, increase diversity, and ensure confident decision-making.
However, the issue is that, despite 85% of the decision-makers from the study trusting AI to improve the efficiency and effectiveness of TA processes, 55% have low confidence in their ability to take advantage of it.
Therefore, as TA leaders invest in developing the AI skills of their HR staff, they should look for all-in-one intelligent solutions and HRTech platforms that can scale with them and provide a personalized experience.
Today’s talent market is putting increased pressure on TA leaders to rethink their strategies. According to the study discussed throughout this piece, they need tools that go beyond keyword matching to provide a seamless and engaging candidate experience – but many leaders just don’t know how to get started. Leveraging AI insights can quickly reap awards: access to critical candidate insights and fast scaling.
Disclaimer: The Forrester Consulting study was commissioned by Talview. Get your copy of the Forrester Consulting study: Enterprise Talent Acquisition Requires Effective Talent Measurement Tools.