I’ll be spending the next few days at the HR Technology Conference – the first time I’ve been able to go.
I’m lucky enough to be part of the blog squad so have been thinking about what new trends and innovations I’ll be looking for.
In recent months I’ve been at a recruiting leaders round table, as well as two FIRM (Forum for Inhouse Recruitment Managers) conferences, and at all three events current recruiting pain points have been discussed. Invariably they are very similar, whichever group of delegates has been bought together. The key ones, unsurprisingly, have been:
ATS – specifically how to get one to do what you want them to do
Creating a positive experience for everyone who applies
Reducing the volume of unsuitable candidates tied in with better screening
Talent pipelines
Improving internal mobility
Difference between generating names and creating candidates
Hiring for potential vs hiring for now
Many of those are linked to technology so wearing my recruiter’s hat I’m going to be looking at how tech suppliers can help ease that pain. And how they can give a better experience to applicants and candidates.
From an HR perspective I’m keen to see how the employee experience can be enhanced. From attraction and nurturing, through on-boarding and performance management to internal collaboration, personal development, promotion and succession, I’ll be interested to see if what works for the employer is also creating a great experience for the workforce. And how technology can help not hinder.
As the level of connectivity, and the demand for an experience that has a positive, shareable impact, all grow it will be interesting to see if technology that offers a streamlined, cost effective and superior service to the company can also create an enhanced experience for the end user – the job seekers, recruiters and employees.
Talent Trends & Insights 
Sorry to say Merv, but to look for tech to solve these issues is not the right place in my opinion.
2/3 of what problems there are, and what people experience in their daily lives can and should be addressed by looking closely at the methodologies applied, the structures, the systems the processes. I bet you that a lot could be changed very fast if those areas were addressed rather than think that a tech solution may be the answer.
A significant amount of problems in the market have to do with mind-set and will and less so with whether the ATS is optimal, whether there is the necessary technical support and solutions in the marketplace.