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Talent is our world.

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Talent Technology Translator

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Talent Technology Translator

Do you speak talent technology? 

The talent industry is facing a changing landscape. To truly make the most of it, you need to stay ahead. The AMS Talent Technology Translator is designed to help you explore technology in talent by learning about key terms and tools, and how they can benefit your business.

An effective talent strategy depends on using the right technology, at the right time, for the right reasons. But as the world has moved so quickly, are you sure you really know the basics?

Our translator helps you to ‘talk tech’ fluently – meaning you can make informed decisions, faster.

Adaptive learning platforms

Adaptive learning platforms are seen across all levels of education. They are tools that can personalize or customize the learning experience for every individual student. Adaptive learning platforms use data and algorithms to create specific educational processes based on the strengths and weaknesses of the user.

What does it mean for TA?

Adaptive learning platforms are very relevant to TA, as they can be used to personalize onboarding, training modules, feedback sessions and skills analysis platforms for both candidates and internal team members. For example, companies may choose to use adaptive learning platforms for employee engagement as part of an internal mobility strategy, to assess skills gaps and capabilities that already exist in the organization.

Advanced connectivity

Advanced connectivity refers to the use of fast and streamlined communication technologies that connect networks and tools with more efficiency. It includes smart devices, high-speed internet, cloud computing, AI and other modern applications.

What does it mean for TA?

In the context of TA, advanced connectivity means using faster and more efficient technology and communication methods to improve the process of finding, attracting and onboarding the right new hires. It can positively impact the hiring process in many ways, such as: conducting remote hiring interviews, finding more global talent, gathering data from various sources for decision making, and collaborative or video hiring and training. Advanced connectivity allows the HR industry to integrate across contemporary technologies.

AI-enabled chatbots and virtual assistants

Chatbots and virtual assistants are conversational AI tools that engage users to complete tasks more succinctly and efficiently. Both are components of a digital experience, but while chatbots are often used to perform a specific and pre-determined set of tasks, virtual assistants are multi-functional and model a human-like interaction. 

What does it mean for TA?

Chatbots and virtual assistants cannot replace the ‘human touch’ of typical recruitment, but they do provide significant value-add. These tools help to streamline the candidate experience and create consistency in the process. Some other benefits of chatbots and virtual assistants include reduced time-to-hire due to faster, more efficient interactions and a simplified pre-qualification process, increased personalization, multi-language support opportunities, and increased candidate insight generation. However, the implementation of these tools can be complex and requires a robust overall technology strategy to achieve.  

Applicant tracking system (ATS)

An applicant tracking system is a piece of software or platform that helps streamline and automate the recruitment and hiring process.

What does it mean for TA?

Applicant tracking systems help organize candidates for recruitment purposes. They can collect candidate data, group potential hires by their experience or map out their specific skills, then help choose the best candidates. They give TA managers a complete oversight on the entire lifecycle of job vacancy.

Artificial Intelligence (AI)

Artificial Intelligence, more commonly referred to as ‘AI’, is the ability of a machine to perform human-like capabilities.

What does it mean for TA?

AI is changing the face of hiring. It has the potential to change every aspect of the recruitment process, from allowing TA teams to spend more time engaging with candidates as manual day-to-day tasks become automated, to significantly expanding and diversifying talent pools. Overall, it means recruiters are becoming more like Talent Agents, rather than Talent Scouts.

Blockchain technology

Blockchain technology refers to systems that can aggregate transaction records. Its central benefits are increasing security and transparency for digital ledgers. Types of blockchain technology include smart contracts, cryptocurrency, supply chain management, cross-border payments, and notary services.

What does it mean for TA?

As it evolves, blockchain technology has the potential to transform the TA space. As companies and governments address issues such as data privacy, there will be more and more doors opened to its use. Some – but not all – of the opportunities presented by blockchain technology include improved HR processes and administrative overhead, improved candidate data security, and faster, more efficient reference checks.  

Cyber resilience

Cyber resilience is the ability of an organization to be prepared for and manage potential cyberattacks.

What does it mean for TA?

As the technology space continues to evolve, the potential risk of cyberattacks increases. Having effective cyber resilience reduces the impact of an attack and ensures the organization can continue to operate effectively. Businesses should be hyper vigilant when implementing any new tools to their tech stack and ensure they are as safe as possible, since they will hold sensitive candidate information. To support with this, talent teams should begin to consider hiring internally for specialist roles that can mitigate cyber threats, such as Ethical Hackers or Risk Managers.

Data lakes

A data lake is a storage facility that allows companies to store huge banks of data. The beauty of data lakes is their flexibility, meaning data can be stored without first being structured. This saves time and money and allows different types of analytics and tools to be applied to help make better decisions.

What does it mean for TA?

Managing talent pools efficiently is a key consideration for TA professionals, and data lakes offer a simple and flexible way to do this. Integrating different kinds of information to create more informed candidate profiles will enable faster decision making. There is often a pre-conception that storing such vast quantities of data can de-personalize the hiring process, but with improvements in analysis and scalability, data lakes can help TA professionals to understand historic inputs. This in turn serves to streamline processes and develop job descriptions that more closely match candidate interests.

Edge computing

Edge computing refers to technology’s ability to send information to a local server rather than a distant setup. It enables information processing to occur much more quickly, since the process is not stalled by internet traffic, and allows for more privacy and security.

What does it mean for TA?

From a hiring and sourcing perspective, edge computing is a new technology skill that will be highly valuable in the modern work world, and demand for talent with this skillset is only set to increase. Internally, remote working policies may also shift as teams become more decentralized due to the faster and more efficient nature of edge computing. Edge computing may also create new privacy and data security considerations for HR teams.

Gamification

Gamification is the application of game-like activities to the digital user experience to motivate and engage users. This approach can help to make a company’s brand memorable by improving user experience. Gamification can also be used as a mechanism to increase the rate of a platform’s sign-ups, applications, logins, and more.

What does it mean for TA?

Skills testing and assessment. Rewards and recognition. Quizzes, simulations and challenges. These are the types of gamified, interactive digital elements that can be incorporated into the hiring process. Gamification can heighten and improve the candidate user experience, as well as collect valuable data and insights on your candidates and new hires. However, it is important to note that any gaming conventions adopted should always align with an organization’s values to ensure continuity with the company culture.

Generative AI

This type of AI uses deep learning and neural networks, allowing users to ask questions so the AI can provide solutions. Unlike traditional AI, which can only analyse data and tell you what it sees, Generative AI can use the same data and create something new. A well-known usage of Generative AI is Chat GPT, but a well-trained AI tool can also be used to analyze data or create Virtual Assistance interactions.

What does it mean for TA?

Generative AI is streamlining processes for hiring qualified candidates. Just like robots are connecting better with people through natural language, Generative AI is helping technology to communicate better with talent – providing a more personalized and engaging experience in job ads, emails, and more. It means talent professionals can do what they do best, removing administrative burden and repetitive tasks to allow them to focus on the nuances of fitting the right candidate to the right role.

Immersive reality

Immersive reality is a technology that surrounds the user with a simulated or synthetic environment. Types of immersive reality technologies include virtual reality, mixed reality, and augmented and 3D content. Users engaging with immersive reality may experience sensory effects such as surround sound and panoramic displays.

What does it mean for TA?

The future of talent acquisition may see forms of immersive reality play a role. Examples of this may include virtual job fairs, simulated training or onboarding, engaging and collaborative hiring processes, interactive tests and skills assessments. Immersive reality is in a transformative stage, but for talent acquisition, it could open doors to creative recruitment approaches and super-charge the candidate experience.

Large language models

Large language models are a subset of AI. They are deep learning algorithms that can understand and predict human language. At the basis of these models is the ability to generate a wide range of language-related outcomes, often in the form of chatbots, text summaries, sentiment analysis, or text creation or completion. 

What does it mean for TA?

Large language models can benefit the TA industry in several areas. Some of the most common ways they are used in the space right now are creating efficiencies around resume screening, candidate skills matching and interview scheduling, and supporting an enhanced candidate experience via fast and user-friendly chatbots.

Machine learning

Machine learning is a subfield of Artificial Intelligence (AI) that enables computers to learn without being programmed, but rather through experience. Machine learning can recognize patterns, generate predictions, and solve problems based on data. 

What does it mean for TA?

AI and machine learning are often used together in talent acquisition. While AI can help with simplifying HR tasks and automating administrative processes, machine learning can support data-driven programs like resume screening or candidate matching. The tools work in tandem to create solutions for talent teams. 

Natural language processing

Natural language processing (NLP) is an aspect of Artificial Intelligence that uses various techniques – such as machine learning and linguistic rules – to teach computers how to process human language. An example of NLP is speech recognition, which sees AI technology convert spoken language into written text. 

What does it mean for TA?

NLP has the potential to create never before seen efficiencies in the TA space, particularly for what are currently manual administration tasks. With the ability to monitor and analyze human language, NLP can power faster, automated resume screening, chatbots, candidate matching and sentiment analysis – to name just a few. 

Phygital convergence

Phygital convergence is the merging of the physical and digital experiences. In-store shopping experiences are examples of this concept, which sees technology used to create interactive displays or augmented reality experiences. Businesses can leverage these experiences to integrate online and offline marketing efforts. 

What does it mean for TA?

As phygital convergence evolves in the talent tech space, the application and hiring process will become more modernized. Digital platforms, virtual hiring, video conferencing, chatbots and more will evolve to bridge the gap between real life and the digital space. Technology will become more complementary to the candidate experience 

Predictive analytics

Predictive analytics involves the utilization of historical and non-historical data, machine learning and algorithms to extract future insights. This process is helpful for planning and can significantly mitigate risk. 

What does it mean for TA?

Predictive analytics helps HR and TA professionals identify in-depth and up-to-date insights on the talent market. By analyzing historical data on successful hires, organizations can focus their recruitment efforts on the platforms, channels and regions that yield the best candidate results. Predictive analytics can also be used in a variety of ways throughout the hiring process – from retention predictions, to skills gap analysis. As data sources grow, predictive analytics is becoming an increasingly important tool in hiring strategies.

Proprietary matching technology

This is technology developed and used in-house by an organization to match candidates to specific criteria or roles, making sourcing processes more efficient.

What does it mean for TA?

Proprietary matching technology allows talent teams to leverage data and insights on everything from niche skills to specific location and experience, to find the right candidates for their open roles. It allows organizations to speed up and fine-tune the hiring process by finding the best candidate fit, faster.

Quantum computing

Quantum computing uses quantum mechanics to solve complex problems that are beyond the capabilities of a typical computer.  Researchers and organizations are developing and refining hardware and algorithms for quantum computing, and as it advances, it is expected to have an extraordinary impact on all technology globally.

What does it mean for TA?

Quantum computing is the next leap in talent technology. Still in its infancy, this new technology will impact things like security, data analysis, optimization, bias, and the further evolution of AI. While the potential of quantum computing in TA is in its discovery phase, the possibilities of how this may be used include: the mass analysis of complex data to identify best-fit candidates, speeding up complex training processes, re-designing onboarding processes, and providing unprecedented insights for talent sourcing.

Responsible AI

Responsible AI is about using this new technology ethically and effectively. It means leveraging AI in a way that is aligned with current laws and regulations. It also acknowledges that AI should act in alignment with an organization’s policies and values.

What does it mean for TA?

With new AI regulation on the horizon, companies need to understand how to leverage AI responsibly and ethically. Abiding by changing AI laws is becoming increasingly important in the TA space, and companies that don’t take this seriously will put themselves at risk. It is vital to follow these changing laws and set up your organization for safe AI use. Understanding what, where and how AI is decision-making and functioning within your tech stack is integral to business values and success.

Sustainable technology

Sustainable technology, or ‘green’ technology, refers to the evolving use of technology that has a reduced environmental impact. Sustainable technology aims to limit its effects on the next generations through innovative solutions such as renewable energies, recycling, waste and water management, and other clean efficiencies.

What does it mean for TA?

Sustainable technology will have implications for most industries, and TA and HR are no different. In these spaces, green tech will be on the forefront of skills, with organization’s increasingly looking to fill roles in renewable energy, sustainable design and other environmental specialities. TA strategies will also have to consider a variety of disciplines, as the professional expertise needed in these areas can span a diverse range of backgrounds. Candidates’ commitment to corporate social responsibility is also becoming more important when crafting an Employer Value Proposition (EVP), as many young people are eager to work for companies that genuinely prioritize sustainability – both in their tech approach and more broadly.

Talent intelligence

Talent intelligence is the process of safely and securely gathering, analyzing, and using information about individuals to help make more informed decisions on hiring and retaining talent.

What does it mean for TA?

Talent intelligence, when used effectively, can provide organizations with a significant competitive advantage. By leveraging in-depth data and analytics, it can inform many aspects of talent acquisition, from ensuring diversity in a specific talent pool, to overall market research. All this helps reduce time-to-hire and drop-out rates, and make better hiring decisions.

Talent tech strategy

This is a strategic, long-term plan for how to leverage technology in sourcing, hiring and retaining top talent, as well as plan ahead for future talent gaps.

What does it mean for TA?

Having a robust talent tech strategy in place ensures organizations can implement the right technology for their specific business needs and challenges. This allows companies to get a maximum return on investment for new talent tech tools and avoid unnecessary cost.

Tech-enabled RPO

Recruitment Process Outsourcing (RPO) is the outsourcing of a company’s recruitment process to a dedicated third-party organization. RPO providers like AMS specialize in strategy and processes for talent acquisition. They have access to, and in-depth knowledge of, the latest talent technology tools on the market. Outsourcing your recruitment processes can help to build a talent acquisition model that grows and adjusts to your business’ evolving needs. 

What does it mean for TA?

Leveraging RPO operating system technology can help improve hiring and cost effectiveness. A company might be looking to outsource just one aspect of their recruitment function, or for an external vendor to manage the entire end-to-end process. RPO partners can support with everything from candidate sourcing, screening and interviewing, to specialist advisory services in diversity, equity and inclusion (DEI), or technology implementations. They have access to advanced tools and technologies that can help to seamlessly source and attract candidates. RPO providers can also help organizations to operate their recruitment and technology processes legally and within compliance frameworks. 

Tech-enabled skills-based hiring

Skills-based hiring is an approach based on matching the skills required to perform a particular job with the right person, rather than focussing solely on a candidate’s education or past work experience.

What does it mean for TA?

Skills-based hiring can significantly widen the talent pool for a particular role, shining a light on candidates who may have otherwise been overlooked after being siloed into a specific job type. This allows businesses to increase their time-to-hire after spending less time sourcing the right person for the role. Technology can play a big part in this process, as many tools in the market will allow businesses to gain oversight of the skills that currently exist within the business, as well as areas where there may be skills gaps.

Tech stack

A tech stack is a group of tools, programming languages and/or frameworks that are used to build and run software applications. A successful tech stack sees a business’ various technologies work together to deliver a solution.

What does it mean for TA?

A tech stack is the suite of technologies that helps a company to hire at scale. Choosing the right tools for your tech stack, and selecting the best people and processes to manage and support new technology, is crucial for successfully hitting your talent objectives.

User experience

User experience, more commonly referred to as ‘UX’, is the journey a person experiences while interacting with a product, service, or system.

What does it mean for TA?

In recruitment terms, UX is the experience a recruiter, employee, candidate or hiring manger has during the sourcing, interviewing and/or onboarding period. For candidates, a positive user experience likely involves a speedy and communicative process, enhanced by the inclusion of mobile-optimised technology platforms. For recruiters, technology can also be a significant aid to user experience, reducing the burden of admin-heavy tasks such as interview scheduling.




By Paul Modley

Paul is the Director of Talent Acquisition and Diversity & Inclusion at AMS.

Talent is our world.

Discover how we can help you build a world-class workforce.

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The economy may be cooling off, but the search for talent is heating up. Despite years of advancements in recruitment technologies, data shows that hiring is getting progressively harder and taking longer than at any time in the last five years. As time to hire increases, businesses are working harder than ever to find the right talent for the right roles.

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Time-to-hire getting longer?

6 ways to reduce it.

Jim Sykes
Global Managing Director of Client Operations, AMS

The economy may be cooling off, but the search for talent is heating up. Despite years of advancements in recruitment technologies, data shows that hiring is getting progressively harder and taking longer than at any time in the last five years. As time to hire increases, businesses are working harder than ever to find the right talent for the right roles.

But there are practical steps that talent acquisition leaders can take to have an impact in the short to medium-term.

What’s happening?

There are three key things impacting time to hire in the job market right now.

  • Unemployment rates are still low. Thanks to the low birth rate and the exit of many Baby Boomers from the workforce, the working population in most companies is stagnant or decreasing. Year-on-year the demand for talent continues to outpace supply.
  • Jobseekers are becoming more selective. Even with lay-offs in many business sectors, today’s talent wants better pay, flexible working conditions, and enhanced benefits. 
  • Skill requirements are constantly evolving. Jobs in sectors such as technology, IT, supply chain and finance are demanding new skills and business needs are urgent. Employers are having to pay more for cutting-edge skills that fit with their business needs.

6 ways to reduce time to hire

So, how can businesses thrive in this new landscape – and attract, source, and hire the right talent as quickly as possible? 

With organisations competing against each other for the right people, they must look at talent acquisition from a new perspective; a new angle. It’s about thinking more strategically and looking inside, not just outside, to fill the gap. 

Here are six ways organisations can set new paths in hiring the right talent at speed.

1

Leveraging Talent Intelligence

Using insight, or ‘talent intelligence’, to drive the hiring strategy is a game-changer for talent acquisition professionals. By looking at historical hiring data, they can understand how best to hire for similar roles in the future. For example, if a business has hired 100 accountants, that historical information will give them a strong idea on where and how best to find that talent again. It also provides insights on strategies that have not worked historically and should not be repeated. On top of that, current external market information such as competitors the candidates are likely to come from, their specific skill sets, salary expectations and the locations that have the greatest supply of the required talent compared to demand will also prove useful. 

Talent intelligence is invaluable in empowering recruiters to become talent advisors. Ten years ago, the ability for recruiters to truly consult with hiring managers about the parameters of a specific job were almost unheard of. Today, with access to advanced market insight, recruiters can leverage their knowledge of the market to advise managers on how to best adjust hiring requirements – enabling success and reducing time to hire. 

Insight should be the foundation of all hiring. It should inform, consult and advise TA leaders on the best steps forward. To be informed is to be empowered.

“Insight should be the bedrock of everything we do.”

2

Tailoring recruitment brand messaging

If you want the right candidates quickly, you need to appeal to them directly. A tailored, segmented approach to employer branding will better help attract and engage the right talent in the marketplace. Companies, especially those with a global reach, need to understand that their standard EVP (Employee Value Proposition) will not be compelling enough for everyone. Candidates for sales roles will be seeking very different things from candidates looking for technology roles.  Direct, bespoke employer brand messaging will help to target and recruit talent more quickly. Let’s start thinking about Candidate Value Propositions.

“Leading organisations should move from considering their Employee Value Proposition, to considering the Candidate Value Proposition.”
 

3

Building an expert sourcing capability

Engaging passive talent is a difficult task. Organisations can’t rely on brand, attraction, media, or job boards alone. They need experts who can identify talent in the marketplace and proactively contact and engage. 

Many businesses still have 360 recruiters who look after every aspect of the hiring process. They do their own candidate sourcing, manage attraction channels, screen every applicant, even schedule interviews for hiring managers. Not only is this model inefficient, but it lacks expertise. 

Best practice is to segment recruitment operations to create specialisms – specialist recruiters to guide and partner with hiring managers, specialist administrators to provide candidate care, and specialist sourcers to manage talent outreach. By structuring the team around specialist skills focussed on specialist tasks, businesses can significantly increase their ability to hire at pace.

4

Putting candidate experience first

Once the talent has been identified, it’s critical that an organisation can deliver an incredible candidate experience. In today’s market, talent will be pursued by several prospective employers. So, the experience offered can make a huge difference. It not only attracts candidates to apply, but it can be a critical factor in how candidates choose one organisation over others. Businesses need to treat candidates like customers, offering them a consumer-grade experience.   

Sometimes it’s not about big changes. Simple things can make a big difference. For example, giving talent the ability to apply for roles on their mobile phones. Or ensuring the organisation’s application system is easy to navigate with minimal steps involved. For example, does it take three minutes to apply for a role, or 30 minutes? Does the candidate need to click through two screens, or 10? 

Seemingly minor elements like this can have a massive impact on whether organisations can move candidates successfully and speedily through their hiring process.

“Today’s talent will be being courted by a number of organisations. The experience provided to candidates can be a huge differentiator.”

5

Innovating and automating

Inefficient recruitment is the bane of many TA team leaders’ days. It can slow down the process to a crawl. So, looking at ways to improve speed is vital. That’s where automation can help.

Processes such as automated interview scheduling allow administrators to arrange an interview with a potential candidate in minutes, as opposed to days. Automation tools for tasks like completion of reports, or inputting data into a new system, can also be invaluable. Tools like these can shave anything from a few hours, to days, off a hiring process. And in a market in which the average time to hire for a role is over 43 days and competition for almost every new candidate is fierce, the ability to reduce this number wherever possible offers a significant advantage.

6

Delivering on candidate care

Candidate care is not to be confused with candidate experience. This is not about what the candidate gleans from their side of the process, but rather the effort an organisation puts into maintaining a meaningful relationship with that candidate.

For example, one of the biggest impacts on the time to hire process is candidates dropping out after they have accepted an offer. When this happens, many organisations will return to ‘Step 1′ and restart the whole hiring process. Investing more in candidate care can generate a enormous return. It’s important to give recruiters more capacity to maintain candidate relationships. They should be empowered to check-in with candidates throughout the hiring process (even after the candidate has accepted an offer) to connect on the role, answer questions, or addresses issues. This helps to encourage talent to stick with the process and move forward with their offer. 

When you consider how much time an organisation puts in to get the right candidate, keeping them engaged and offering them meaningful, genuine communication is critical.

“In most countries, the average dropout rate post-offer acceptance is about 5 to 10%. A shocking waste of the hard work that went into the hiring process.”

What’s next?

Challenging times demand new approaches to attracting and recruiting talent. That’s where partnering with a world-leading RPO partner can help. With up-to-date market insights and expertise, they can find, attract, and retain the right talent for your business – whatever the talent outlook.

It’s time to access a new pipeline of future talent.

It’s time to communicate the right employee value proposition that attracts the right candidates.

It’s time to explore new and innovative solutions that speed up the hiring process.

It’s time to put candidates first, delivering an experience that’s second to none.

Want to find out more about what RPO can do for your business? Make time to talk to us today and see how we can reduce time to hire and optimise your recruitment process.

Get in touch



By AMS

Talent is our world.

Discover how we can help you build a world-class workforce.

Talk to us
By AMS

Talent is our world.

Discover how we can help you build a world-class workforce.

Talk to us
By AMS

Talent is our world.

Discover how we can help you build a world-class workforce.

Talk to us
By AMS

Talent is our world.

Discover how we can help you build a world-class workforce.

Talk to us
By AMS

Talent is our world.

Discover how we can help you build a world-class workforce.

Talk to us