HRO Today Global Autumn 2017 - 23

Leveraging Technology to Reach the Next Level
With Steve Parker, Director, Global RPO Technology Practice,
Allegis Global Solutions (AGS)
Today's talent acquisition leaders are tasked with attracting, engaging, and landing top
performers in order to achieve business goals for their organizations. How can technology help?
Artifi cial intelligence tools can reveal the top sources for talent and match the best candidate for
the position based on qualifi cations. Steve Parker, Director, Global RPO Technology Practice for
Allegis Global Solutions (AGS), explains how the rise of intelligent automation helps eliminate
menial tasks and frees recruiters to provide a high-touch candidate experience.
How is technology impacting
the industry?
The market is currently in a
digitization era with the rise of
intelligent automation. These tools
help to streamline basic workfl ows,
communicate with candidates, and
build talent pipelines.
For workfl ows, digital automation can
have a large impact by aggregating
digital sourcing channels. This
includes job boards, company career
sites, and social media channels.
Digital automation helps remove the
repetitive tasks that recruiters face on
a daily basis. HR should tie the tools
into a single recruitment or candidate
marketing platform. This technology
allows HR to understand where they
are spending their marketing dollars
and which approaches are performing
the best. It also allows recruiters to
focus on what they do best: building
relationships. AI is not about replacing
recruiters; AI's job is to enhance their
capabilities by connecting them with
the right candidate more quickly.
Digital augmentation helps improve
the candidate experience. Today's
candidates want more communication
than ever before. Technology can now
drive some of those communications
through machine learning and
conversational AI, like chatbots.
For talent pipeline building, machine
learning has the ability to predict
outcomes without being programmed.
Within machine learning, algorithms
are driving process by receiving data
and using analysis to predict outcomes.
Today's organizations can also
leverage algorithmic matching models
that help determine if a candidate is
a good match for a specifi c role based
on qualifi cations.
How can HR best leverage the
technology that is available?
Today's global organizations
need a technology stack that can
address all their talent needs-and
those needs are bound to change.
AGSintellect is a methodology utilized
in a suite of integrated technologies
which represent a holistic solution from
omni-channel sourcing to onboarding.
With AGSintellect an organization can
begin with brilliant basics and evolve
or plan to implement a complete set
of technologies based on a defi ned
roadmap executed in phases or over
time as an organization grows. It is
based on three principles.
1. Services-enabled architecture. The
services an organization needs to
succeed are going to change over time,
and HR needs to plan for that by fi rst
building a core system. This typically
consists of a Recruitment Marketing
Platform with core CRM capabilities
and an ATS. A recruitment marketing
platform is going to offer a broad
range of capabilities, including job
distribution, email marketing, landing
pages, and text recruiting. A core
platform can take care of between
80 and 90 percent of operational
needs. Then organizations can enable
services outside of that core system
like video interviewing, chatbots, and
assessments, as needs change. So as an
ADVERTORIAL
Steve Parker
Allegis Global Solutions (AGS)
www.allegisglobalsolutions.com
organization matures, HR can connect
additional services to the core program.
2. Augmented intelligence. These
tools enable recruiters to be more
effi cient and effective while delivering
the right services at the right time.
This will drive recruiter productivity
by allowing recruiters to focus on the
more human elements of recruiting.
3. Intelligent automation. This is
a combination of the traditional
methods of recruiting. Most platforms
have a core workfl ow engine, but
organizations tend to not utilize it.
We can bring these three things
together and help augment the
digital experience for the candidate.
Where should HR start?
Once organizations understand
the services they are offering to
candidates and their sourcing strategy,
they can apply technology. Take a look
at baseline processes fi rst, understand
the sourcing strategy and services
offered to candidates, then look at the
technology.
The AGSintellect platform is adaptable
to a variety of sourcing strategies
and services. If improving candidate
relationships is a priority, the CRM
component can help reach that
business targets by proving intelligence
that will help drive change. Once that
is reached, the platform can help
achieve other goals like job postings,
email marketing, building targeted
microsites, and other advanced
recruitment marketing techniques.
http://www.allegisglobalsolutions.com

HRO Today Global Autumn 2017

Table of Contents for the Digital Edition of HRO Today Global Autumn 2017

HRO Today Global Autumn 2017 - 1
HRO Today Global Autumn 2017 - 2
HRO Today Global Autumn 2017 - 3
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