The talent acquisition technology landscape has shifted over the past few years. According to Aptitude Research, 72% of companies are investing in new technology in 2022, but only one in two companies measure the ROI of that investment. Traditional providers are reinventing themselves, startups are emerging overnight, and new categories are being created. Talent acquisition buyers have more opportunities, but they also face new pressures when considering remote work, candidate communication, and employer brand.
Talent acquisition success is measured by its ability to adjust to change. And talent acquisition leaders face pressure to adopt the latest technology innovations in a short time. Keeping up with the latest trends is no small task.
I am excited to share the latest research on TA tech from Aptitude tomorrow on a webinar with Appcast, a leading programmatic job advertising provider. A few of the trends we will discuss include:
- The ATS Is Not Enough: The modern talent acquisition system is more than a workflow or a traditional ATS. It includes recruitment marketing, CRM, onboarding, and internal mobility. Many providers have enhanced their interview management capabilities, have dabbled with AI-matching, and have made commitments to diversity, equity, and inclusion (DEI). The modern talent acquisition system is an end-to-end platform that supports attracting, recruiting, and hiring talent.
- Diversity, Equity, and Inclusion: DEI is a priority for companies investing in TA tech but not every provider is providing support beyond marketing messaging. We will discuss what tech can and cannot do to support DEI through leadership team, culture, product capabilities, and services.
- AI Matching: It is difficult to talk about talent acquisition technology without including the impact of AI. Providers have focused on AI matching in a big way over the past year. Many providers are investing in both candidate-centric and employer-centric matching as part of their solution.
- Internal Mobility: Companies are looking closely at their internal mobility as it relates to talent acquisition. Most providers offer basic capabilities in this area that include dedicated career sites and personalized communication to internal hires. Few providers go deeper with skills frameworks, succession planning, and career development.
- Foundational Layer: This presentation looks more closely at the foundational layer of the TA tech stack and includes analysis and considerations for integration, data management, and automation. Companies that achieve the most success with their talent acquisition systems are paying close attention to this layer of technology.
- Programmatic Job Advertising: : Unlike traditional job advertising models that are slow and time-consuming, a programmatic approach solves an immediate need for companies today – greater efficiency. Companies state that the key driver for technology decisions is reducing time to fill and improving overall efficiency. By streamlining advertising and targeting the right candidates, the process of attracting and recruiting talent improves significantly. Aptitude Research found that for companies using programmatic job advertising, 90% are either continuing to invest or will increase their spend this year.
- Candidate Communication: Candidate communication is a critical part of improving the candidate experience, especially in a remote world. Communication is more than mobile apply and SMS texts. Our analysis of each provider included integration with messaging platforms, conversational AI, and collaboration platforms. 42% of companies are investing or planning to invest in conversational AI this year.
It will be an exciting year in TA tech! I hope you can join us!
