Reasons Responsible For Talent Acquisition Technology's Need Of People

The Great Resignation has been the hottest topic for a big chunk of the year. The term refers to the lurching number of workers who quit their jobs in order to search for better ones. However, when there are quitters, there are also people who are willingly searching for jobs. But sadly, it's possible that your applicant tracking system (ATS) may be filtering out these job-seeking people as soon as they apply for a job role with you. 

A report stated by the Harvard Business School says the researchers took a deep dive into the predicament of "hidden workers." The hidden worker is a term that includes people actively searching for job roles; however, they aren't making it through the interview process due to one reason or another. And the parameters that companies set in their ATS are mainly responsible for these rejections. 

Categories Of Hidden Workers

Hidden workers can be divided into three broad categories:

• Missing hours: Workers who are willing to take full-time job roles but have to do one or more part-time jobs. 
• Missing from work: Workers looking for new employment opportunities with one or more unemployment gaps in their resumes.
• Missing from the workplace: Passive workers/ non-working candidates who are willing to work at places or circumstances suiting their needs. 

According to the verge, "The exact mechanisms by which automated software incorrectly rejects candidates vary, but they all stem from the use of overly simplistic criteria to distinguish between good and bad applicants." For example, an ATS can filter out hidden workers as they miss one of the qualifiers despite having all other necessary factors to get the job. 

How Can An RPO Service Provider Help?

A quick fix to this issue can be found with an RPO service provider. An RPO service provider prevents you from missing good candidates just because they are missing one of the qualifiers while having everything they require excelling at a given job role. Thus, with a dedicated recruiter who has the proper knowledge of navigating the ATS technology while understanding the nuances of vendors' relationship with these systems by your side, you will be turning more candidate heads. 

With hiring an RPO provider, you hire his expertise and benefit from his relationships, which can help you quickly deploy recruitment technologies. Although technology comprises an essential part of the hiring process, these ATS processes should have human talent behind them. 

Our recruiters have expertise in these systems, and thus, they can help you not to miss out on the right talent. By adequately accounting for the employment gaps, including maternity leaves, determining skills that may be missing, & considering in detail the need of your job role, we ensure you get the best lot to choose from. 

Talent Acquisition vs. Recruitment

While both talent acquisition and recruitment have the same goal of filling unfilled positions, they differ in a number of ways. The most significant distinction is that recruitment focuses on the company's current situation, whereas talent acquisition focuses on the company's future.

To put it another way, recruiting is more concerned with swiftly filling an available job. In contrast, talent acquisition is more concerned with the company's goals and takes the time to locate the qualified applicant who best fits the company's needs. Talent acquisition teams examine prospective workers' existing talents and their potential future development and function within the corporate culture to acquire this larger view.

Other differences between the two extend from the common major difference:

• Talent acquisition primarily requires a little extra time and strategic plans than recruitment.
• Talent acquisition uses data analytics in order to improve the recruitment process, primarily to make a better and more informed decision.   
• Unlike recruitment, talent acquisition requires teams to understand the roles and diversification within the company primarily to pay attention to each area. 
• Talent acquisition takes more time figuring out where to get the finest people for specific roles and then cultivating relationships with people in each of these areas. Recruiting is more likely to use a general-purpose job search site and spends less time managing potential or prior candidates' relationships.

Finally, talent acquisition is cyclical and strategic, whereas recruitment is reactive and linear. Talent acquisition focuses on building a talent pipeline in preparation for future demands, whereas recruitment focuses on satisfying a present need.

Conclusion

Being a recruitment Process Outsourcing (RPO) partner, E-Global Soft Services ensures a world-class recruitment strategy to help you hire & retain the right talent. For this, we aim to people & their capabilities above the aspects of their resume that may have been missing. Our experts are well-aware of the needs of hiring and retaining new hires who suit their job roles entirely.