HRO Today March 2017 - 44

Technology
and give them the time that they deserve as " consumers " of
the talent acquisition process.
After all, recruiters are working in an increasingly candidatedriven
market; in fact, the MRINetwork's 2016 Recruiter
& Employer Sentiment Study found that 86 percent of the
recruiter respondents would call the labor market candidatedriven,
compared to just 56 percent who said the same in
2012. It is more important now than ever that recruiters
spend the bulk of their time courting candidates through
employer branding and interviews, always looking for that
perfect cultural fit.
" What automation will open up is greater opportunity and
consultative support provided by HR to work with hiring
managers to really understand if someone is the right fit
for the company culture and the organization, " Candace
Osunsade, senior vice president and chief administrative
officer at the National Aquarium says. " At the end of the
day, that's what will move the needle in so many of the
key performance indicators in the HR space-engagement,
satisfaction, and ultimately, results. "
Although the talent acquisition process will still need
people in order to function optimally, this is not to say
that recruiters and other HR professionals won't need to
adapt and upgrade their skills in order to keep up in the
ever-changing digital age. Rather, they'll need to learn to
use these tools-analytics, cloud technology, recruitment
software-and become comfortable integrating them.
" As the adoption and integration of analytics across business
processes grow, the traditional roles of the HR department
constantly evolve. Today, the ability to translate data insights
into realistic HR programs and policies is the most valuable
skill, " Gretchen Alarcon, Oracle's group vice president
of human capital management strategy, explains. " With
the right analytics technologies in place, HR professionals
can provide valuable, in-depth information to inform and
improve the decision-making processes that have real impact
to their company's overall success. "
Given all of the potential efficiency and savings that
automated recruiting can bring, HR departments also
need to prepare themselves to meet new technology with
open arms. Beyond cultivating computer and web skills,
this preparation will involve examining existing recruiting
efforts, putting company culture under a microscope, and
carefully evaluating what qualities make a candidate a good
fit for the organization, not just the specific role. It will also
mean documenting current processes and making sure they
run smoothly even without automation.
Carey Walden, the National Aquarium's senior human
resources partner, agrees and adds that professionals must
have realistic expectations for automation and use the
technology as a tool instead of a replacement for thoughtful
candidate evaluation:
" At the end of the day, algorithms, automation, and
software are just the tools. They just streamline the
processes and bring them to life in a different way than they
would manually. The first thing that the aquarium does is a
focus on process and continuous improvement within that
process and focus on the diversity of roles that we have. "
Walden goes on to say that HR departments need to ask the
following questions:
* Are the current talent acquisition processes right for the
organization?
* Will those processes work well for every vacancy?
* Is the current recruitment strategy helping the
organization reach its goals?
* How can this strategy be diversified?
In other words, organizations need to diversify talent
sourcing methods when necessary and decide whether or
not automation is appropriate on a case-by-case basis. Some
positions can be filled with a combination of automated
sourcing and screening, but others may be better filled using
job fairs, by sourcing passive candidates, and using other
hands-on strategies.
" In some cases, you don't need someone who can put
together a resume with all of the key words to fill your
position. Maybe you have a skill set that is not academic
or professional in nature but is more aligned with trade
skills, for example, " Walden says. " I think that we cannot
rely solely on these tools to tell us that these are the best
candidates available. We need to be ensuring that every
search that we conduct is tied back to that position, the
candidate profile that will be most successful, and where we
are most likely to find those candidates. "
As automation continues to spread and more and
more practitioners discover the benefits of using them,
automation will likely become the status quo for certain
areas of recruiting. It may never have the human intuition
needed for highly specific job criteria, but, HR professionals
should be considering all the ways that this revolutionary
technology will fit into their current plan and be excited-
not afraid-of the possibilities.
" Recruiting will always be about connecting people to other
people, so it won't be automated entirely. What will be
automated is the middle part of the process, but at the end
of the day, job-seeking is a personal, emotional experience
that will require emotional intelligence on behalf of
recruiters to hire the best talent, " Godson says.
MARCH 2017 | www.hrotoday.com
[45]
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HRO Today March 2017

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