In the rapidly evolving landscape of talent acquisition, digital orchestration is emerging as critical to optimize and conduct frontline hiring at scale. This approach involves meticulously designing and managing system workflows to ensure every step of the hiring process is efficient, compliant, and tailored to the needs of all end users. 

Let’s explore digital orchestration in recruiting and the dedicated roles necessary to make it a reality. 

Digital orchestration in recruiting refers to the integration and coordination of various digital tools and processes to create a seamless, highly personalized, efficient, and scalable hiring workflow. 

Key components of digital orchestration include: 

• Intricate workflow design goes beyond the days of steps and statuses and focuses on detailed elements of automation. This includes push notifications, SMS based calls to action, in system prompts, dashboard refreshes, and content delivery that is tailored by role, location, and manager.
• Multi-channel communication isn’t a one size fits all as we know from our day-to-day consumer lives. Directly within the workflows and experiences, enable multi-channel communication that includes SMS, WhatsApp, AI based conversational interfaces, and email across the entire lifecycle. The channel options should span candidates, managers, and recruiters and configuration should be aligned to personas and individual preferences.
• Dynamic content that gets delivered based upon what we know about the individual candidate and role. Historically content development and refresh for the purposes of recruitment has been done as a project or initiative once or twice a year with ad hoc attraction campaigns. Here we are talking about leveraging both AI based experiences combined with purposefully designed videos, photos, and written snippets that may be refreshed and linked to workflow automation as often as weekly.
• Deep integrations that go well beyond the years ago approach of one- and two-way feeds happening every few hours. A well-designed TA technology ecosystem leverages a real-time API based approach with digital experience roles also working with integration experts as the various system configurations evolve.

System workflows are the backbone of digital orchestration. They ensure that every action in the recruitment process is predefined and automated where possible. Digital experience experts leverage data, insights, and sentiment from lifecycle listening to refine and improve workflows continuously. 

With this comes responsibility to work very closely with compliance teams on regulations to ensure fair hiring processes are maintained. When there are significant experience re-designs or changes, adverse impact analyses should also be considered. 

Organizations that embrace a highly digital driven experiences typically find the need for further specialisms that include brand strategists, automation gurus, and technical consultants. The outcomes of this approach and having these capabilities include increased scalability, amazing candidate experiences, increase in manager satisfaction, decrease in time to fill, and more time available to spend in meaningful conversations with candidates and managers.

Digital orchestration is transforming the way organizations approach recruiting. 

As the hiring expectations for frontline talent continues to grow, the roles dedicated to digital orchestration within TA teams will become increasingly vital in ensuring successful volume hiring.

The outcomes of this approach and having these capabilities include increased scalability, amazing candidate experiences, increase in manager satisfaction, decrease in time to fill, and more time available to spend in meaningful conversations with candidates and managers.