Recruitment is changing
So, consider this. Talent acquisition managers are increasingly asking the strategic question “How is the workforce changing?”.
But not only how, but why it’s changing and at such a rapid pace?
It’s in this context that HR executives and talent teams need to start considering Recruitment 4.0 – an emerging methodology designed to help companies thrive, not just survive in a fast-changing and complex human capital marketplace.
But what is Recruitment 4.0?
Taking inspiration from the rapid shift and adoption of process automation seen in corporate enterprises, it’s a method that’s challenging executives to consider the benefits and risks of automating the recruitment process.
Recruitment 4.0 represents a new era in talent acquisition. It’s an automation-focused approach to tackling the longstanding challenges, driven by:
- Alarmingly expensive and complex software estates
- Candidate experience underinvested
- Candidate attraction is overwhelmingly misplaced and badly designed
- Lack of global alignment and standardisation for talent processes
- No measure specificity across the funnel and into post-hire
- Worryingly qualitative in the ‘big data’ age
- Missed opportunity because of dated technologies and their increasing redundancy
External factors driving Recruitment 4.0
Global marketplace for talent
Increased competition
The importance of candidate experience
Manual tasks
Employer Value proposition (EVP)
Building a winning strategy in Recruitment 4.0
Companies that deploy automation technologies can realise substantial performance gains and take the lead in their industries, even as their efforts contribute to increases in business productivity.
Designing the Recruiter’s experience should take a data-backed and 4.0 Tech-led strategy. Data about the existing skill gaps and proactive hiring plans topped with AI technologies can incite hiring at speed and scale.
