Top Takeaways from the 2018 Talent Acquisition Institute

This May, we were excited to attend and speak at the Talent Acquisition Institute in Tampa Bay, Florida. The intimate nature of the conference allowed us to really dig in with talent acquisition leaders to learn about their business goals and key focus areas for the year.

 

Five main takeaways and learnings from the 2018 Talent Acquisition Institute:

1. Artificial Intelligence is becoming much more commonplace in recruiting. We were excited to learn from Montage that 40 percent of HR leaders are currently using some form of AI in their department. However, we also learned that a whopping 82 percent of job seekers believe they need to be informed ahead of time if they are going to interact with AI. This puts pressure on forward-thinking HR departments to not forget about the importance of the candidate experience and to be very transparent in how they leverage new tools.

2. Everyone agrees: the resume is a totally outdated signal for hiring. While many HR leaders would agree that EQ is much more predictive than IQ, resumes are still seen as the top way to screen through candidates. We think this will continue to change, especially as companies adopt data-driven ways to measure EQ and soft skills. (Hint: we can help here!)

3. Assessing for culture fit is a hot topic, but there seems to be misalignment. Bain consulting did some interesting research that Humantelligence presented. Sixty-eight percent of leaders believe that culture is a source of their competitive advantage. BUT, 95 percent of team leaders cannot even answer the question: “What is your team culture?” Culture building across the entire organization is now essential. If your managers and leaders aren’t true cultural ambassadors, it’s going to be hard to leverage culture as a real competitive advantage.

4. Internal mobility is a hot topic for diversity conversations. While traditionally companies have focused on recruiting and hiring externally to increase diversity, there’s recently been a spike in conversations about increasing diversity for internal job postings. HR is focusing on actively recruiting for diverse hires from across the company to fill open roles. But they’re stumped on how to do this in an unbiased way.

5. Candidate experience still reigns high. Montage noted in their presentation that 72 percent of candidates would not recommend an employer after a poor hiring process. Moreover, 82 percent said the hiring process influences their decision to work at an organization. It’s important for TA leaders to think about how all recruiting and hiring practices impact the candidate and how they would talk about you.

We’re excited about the energy around these themes and look forward to helping talent acquisition leaders navigate this new world of HR and work.

 

Jori Saeger

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