#Nextchat: The Evolution of the Talent Acquisition Ecosystem

 
 

Recruiters are always chasing the new shiny objects, and with good reason. Talent management—and specifically the talent acquisition ecosystem—is a constantly evolving model and, much like Charles Darwin’s survival of the fittest theory, those who adapt to its changing landscape (and its new shiny objects) will have the best chance for survival.    

While social platforms such as LinkedIn still rule the world of social recruiting, newer and ever-changing technologies are transforming the ways organizations use social networks to search for talent.

In the article, 'Social Recruiting': The Growing Power of the New Kids on the Block, Jonathan Kestenbaum, executive director of Talent Tech Labs, a New York City-based talent acquisition technology incubator, says that "Social media recruitment is one of the most effective ways for employers to reach both active and passive job seekers,” however, “scenarios such as LinkedIn's user agreement, which restricts data scraping on user profiles, mean niche players catering to industry-specific networks are popping up left and right to meet that need … and some are even more effective at bringing in top talent than LinkedIn.”

As talent management continues to change, so too do the top trends in recruiting. Kestenbaum says that “the biggest trends today revolve around customization, creating an unforgettable candidate experience, personalizing recruitment campaigns and job advertisements, and cultivating relationships with active and passive candidates.”

The Talent Tech Labs’ report The Evolution of the Talent Acquisition Ecosystem mentions many of these new trends—and some are past trends with a new twist.

One new trend is crowdsourcing recruitment, where companies can announce a specific project and have job candidates submit their solutions. This helps employers identify innovative, high-performing individuals and potential recruits.

There’s also an increase in the demand for psychometric personality and aptitude technology to analyze candidate fit—but now as a social game where co-workers can rate each other.

The emergence of the gig economy has encouraged the growth of the on-demand labor market and mobile apps that can quickly access this temporary labor marketplace to help companies find not only short-term but also per shift hires.

How are you using new social tools and technology to find top talent? What’s new, and what will help you to be more efficient and effective in the talent acquisition space?

Please join @shrmnextchat at 3 p.m. ET on September 14 for #Nextchat with special guest, Jonathan Kestenbaum (@jkestenbaum), executive director of Talent Tech Labs. We’ll identify the new trends in social recruiting and chat about how they’re changing the ways employers find and keep top talent.
 

Q1. As an employer, what is your biggest challenge with talent acquisition today and the pace of change in this technology?  

Q2. How do you manage your employer brand presence specifically on employer review sites like @Glassdoor?  

Q3. What steps has your recruitment team taking to eliminate bias in the recruiting and hiring process?  

Q4. Do you trust psychometric assessment results when determining cultural fit?  Why/why not? 

Q5. Aside from traditional sourcing channels, what new methods is your company interested in exploring?  

Q6. How are social networks shaping the way your recruitment campaigns are developed?  

Q7. How do you use job boards for recruitment and how did you select the right platform for your team?  

Q8. What new organizational/workflow tools help you keep track of candidates (notes, stages, tasks and reminders)?  

 

If you missed this #Nextchat you can read the RECAP post with all the tweets here. 

 

Check out this HR Technology Q & A with Jonathan Kestenbaum

 

 

 

The SHRM Blog does not accept solicitation for guest posts.
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