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Digitally Transforming the Talent Acquisition Process


Synopsis: Digital technologies help recruiters effectively manage the end-to-end talent acquisition process, from short-listing resumes, scheduling interviews, doing assessments to ensuring smooth onboarding.

Key Takeaways for HR Leaders


How digital technologies can help you in:

  • Screening, identifying, and short-listing the potential candidate
  • Planning and scheduling interviews
  • Ensuring behavioral and cognitive assessment of candidates
  • Storing the rejected but with ‘future-potential’ resume
  • Detecting cheating during online tests
  • Verifying candidates’ background
  • Generating customized and accurate offer letter
  • Onboarding candidates in a seamless manner

The significance of acquiring the right talent cannot be overstated. Talent is the only non-depreciable asset you have in your organization. They are your extension and help you in making your vision a reality.  Finding, hiring, and retaining the right candidate is crucial.

To find suitable candidates and drive strategic growth for your organization, digitally transforming your end-to-end talent acquisition process is an absolute must to help employees at every step of their journeys.

Managing Talent Acquisition Process Effectively – The Digital Way   

Let’s learn how digital can help you effectively manage the end-to-end talent acquisition process:

Resume Handling: In a country like India, where the unemployment rate is high at 7.12 %, the number of incoming applications for every job opening is enormous. As soon as you post a job vacancy on your website, job portals, or social media, resumes start pouring in from various touchpoints. Screening and identifying a potential candidate from the large pool of applications is the most challenging part of the hiring process. However, when the procedure is backed by cutting-edge technologies, such as robotic process automation (RPA), artificial intelligence, and machine learning (AI/ML), the identification of the right talent is fast and accurate

Interview and Assessment: Once resumes have been filtered and candidates are shortlisted for an interview, the modern recruitment platforms simplify the process of planning and scheduling interviews for the HR managers. The managers get a holistic view of the candidate’s profiles based on technical, behavioral, and cognitive assessments. Furthermore, this often helps managers identify candidates with the right skills who perhaps lack experience.  This approach helps create a repository of candidates even if their candidature did not move forward. These candidates can be further approached on social platforms and engaged at an opportune time in the future

Video Proctoring: Use of video proctoring improves the online assessment of job applicants, ensures a positive candidate experience, discourages cheating on pre-employment tests, allows access to top talent globally, and tracks candidates’ test-taking time. These features provide a seamless hiring experience, verify candidates’ identities, automate test scoring, assess candidates fairly, and keep a record of tests for future reference.

Background Verification: Once a candidate is selected, it is imperative to do a thorough background check to avoid possible losses and liabilities in the long run. The hiring platform allows you to seamlessly initiate the candidate’s reference checks. Third-party background checks can be initiated and results can be easily captured

Negotiation and Offer Letter Generation: Next comes the stage where you negotiate compensation with the prospective employees. Modern tools allow you to capture all interim communications during negotiations. They seamlessly integrate with other systems and make it easier to generate accurate offer letters. All comments and approvals are recorded and available for further reference. This stage must be seamless and appear quick for the candidates, which will keep them engaged and motivated to join

Induction and Onboarding: Onboarding is the final step in the talent acquisition process and the first step for employees’ association with the company. Doing that right will create a lasting impression on candidates. So, these processes must be streamlined, facilitating continuous employee engagement

To Conclude

With the pace of technological advancements and digitally empowered candidates, the need of the hour is to be at par with the dynamically changing workplace and bid adieu to the conventional ways of managing the talent acquisition process. By leveraging the right digital technologies, recruiting personnel can easily find the right talent for the vacant position and save their valuable time for performing constructive tasks while maximizing operational efficiency.

(The author is Mr. SJ Raj, Senior Vice President, HR Operations, Newgen Software and the views expressed in this article are his own)

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