The Talent Acquisition Big Picture is a Small Screen

Big Picture

[Today’s guest blog post is from Meghan Biro, CEO of TalentCulture Consulting Group.]

I’m still fascinated by the dual nature of talent acquisition — an unchanging necessity whose methods necessarily have to keep evolving. In 2014, as our global economy continues to emerge from the recession, our challenge is to find the qualified talent that can advance business goals and deliver competitive advantage. But those top performing employees are in greater demand than ever. 

It may be an age-old “without you I’m nothing” construct, but this is no longer a brick by brick world, it’s brain by brain, and organizations have to keep pace. These are, in a sense, different brains: by 2025, millennials — Gen Y, born in the ‘80s and ‘90s — will comprise majority of the workforce. And millenials don’t just love transparency, they expect it — even before they’re hired.

All things being equal, what will catch your new talent’s eye? 

It starts at the recruiting process — in essence, your brand’s front line. The major competitive differentiator in attracting and building relationships with promising people is a strong candidate experience. Every year, that key factor is underscored by the annual Candidate Experience Awards — the CandEs — an innovative awards and benchmarking program recognizes excellence at the root: in the recruiting process. The CandEs show participating companies just how they can improve their current candidate experience practices. 

More and more, that means an experience that transcends the present tense and that is saturated with possibility — not just for the candidate, but the company, with palpable evidence that the company has a clear, forward trajectory. The candidate can better visualize a future with an organization that is transparent about its ability to move forward, to evolve and stay innovative. 

How to show that? We come to another fascination of mine: research, the harbinger of what’s to come. Even before we figure out which way the wind is blowing, the numbers tell us. According to research conducted by Recruiting Trends in March 2014 and sponsored by PeopleFluent, the new key to successfully finding talent is video. The big picture in talent acquisition is a small screen and more transparency. 

Most of you probably have some idea of how powerful it’s become in general. In terms of talent acquisition, it’s even more so. Of the nearly 100 organizations surveyed, the Recruiting Trends study found that, by 2016, nearly half will have deployed video-enabled talent acquisition, and the majority (55%) expect to increase their use of video-enabled talent acquisition Video-enabled talent acquisition combines collaborative video and mobile technologies, embedded analytics, and contextual social learning — all in a branded environment that mirrors the consumer technology experience — and it’s turned traditional recruiting and candidate processes on their head. 

Video is fast becoming a key to the new mode of finding talent, a flexible tool. In terms of a great candidate experience, nothing better conveys both a sense of transparency and of forward thinking. Next time, I will take a closer look at just how it works in talent acquisition. My prediction is that in a short period of time, it’s going to be the norm. Stay tuned.

 

Meghan M. Biro, CEO of TalentCulture Consulting Group, is a globally recognized talent management leader, career strategist and digital media catalyst. Named as one of the “Top 25 Trendsetters in HR” by HR Examiner and "Top 25 Women To Follow On Twitter For Your Job Search" by CEOWorld, she’s consulted with hundreds of companies — new ventures to global brands, including Microsoft, IBM, and Google — to recruit, empower and retain talent. Meghan's concepts on recruiting, brands and social media in the workplace set the standard for best practices in leadership development and HR. Meghan was named on Huffington Post’s “Top 100 Business, Leadership & Tech Twitter Accounts You Must Follow” and “100 Must Follow on Twitter” for three years running. Her weekly Twitter Chat #TChat World of Work is now a go-to in the world of work, an expanding, dynamic community of business leaders and innovators, and a leading source for HR and business professionals worldwide. 

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