Top Three Talent Acquisition Trends

Top Three Talent Acquisition Trends

Talent acquisition is the most dynamic area of talent management. In today’s competitive environment, organizations are looking to revamp their current strategies and technology options in order to create greater efficiency and innovation in the recruitment process. For many organizations this means examining past trends and planning for the future. In fact, 35% of organizations surveyed in Aberdeen’s recent talent acquisition research cited “proactively building a talent pipeline regardless of hiring needs” as the primary strategy. Organizations are looking to invest in technology providers that will enable them improve efficiency, align with the business and create a positive candidate experience. Technomedia is one provider that is helping organizations achieve these goals from sourcing to onboarding.

Below are a few examples of how Technomedia is differentiating itself in today’s complex talent acquisition technology landscape.

Sourcing: In Aberdeen’s 2012 Strategic Talent Acquisition report, organizations are prioritizing sourcing over every other area of talent acquisition. Although often considered an art in relationship building, strategic sourcing is only successful when organizations can use data to make decisions rather than instincts. Currently, only 18% of organizations can link organizational profitability to sourcing initiatives through validated data. Even more startling, 20% of organizations do not know if they are making this connection. Technomedia’s built in job optimization platform serves as a great source of data for customers looking for insight on the best sourcing channels to post jobs and identify talent. Technomedia collects this data and then its media recommendations engine and intelligence tool provides customers with recommendations on the sites they should be using.

Employer Branding: A strong brand can help drive quality talent to an organization by defining and translating the company’s image, organizational culture, and reputation. It is also the foundation of a positive candidate experience. Forty-nine percent (49%) of Best-in-Class organizations have a clearly defined employer branding strategy that aligns with marketing and communication initiatives compared to 32% of Industry Average organizations and 25% of Laggards. Technomedia’s recruitment solution incorporates measured sourcing and employer branding programs with technology to fulfill on all aspects of acquiring talent.

Onboarding: Strategic onboarding (adopted by over 50% of organizations today) is much more than a basic orientation and involves forms management, tasks management and socialization in the company culture. To gain a better understanding of Technomedia’s onboarding capabilities…let’s take a look at one of its customers, Caesar’s Entertainment. Prior to investing in an onboarding system, onboarding at Caesar’s was a negative experience for hiring managers and new hires. The cumbersome forms completion process was a contributing factor along with a failure to engage new hires early in the process. By investing in a new onboarding process and technology, Caesar’s greatly improved not only the data collection for new hire forms but also the level of communication and collaboration between new hires and employers. Once new hires accept an offer, they receive a link to login and complete all forms before day one. They also have access to a customized onboarding portal to provide personalized information to help socialize them in the company culture.

Talent acquisition is no longer an HR initiative. It is a business imperative. Organizations looking to identify and attract the best of the best are investing in technology that improves efficiency and creates a positive candidate experience.


Madeline Laurano is the Research Director, Talent Acquisition Solutions, within Aberdeen’s Human Capital Management research practice, and is responsible for leading and collaborating on Aberdeen’s research coverage across a range of HCM topics, including contingent workforce management, talent mobility, workforce planning, sourcing strategy, recruitment process outsourcing (RPO), employer branding, onboarding and talent acquisition.

Additionally she is responsible for delivering research findings via published works, speaking engagements, on-line events, and Aberdeen’s annual Human Capital Management Summit.

Before joining the Aberdeen Group, Madeline was a talent systems analyst for the Newman Group, driving the company’s success in the area of Talent Management Technology Evaluation and Selection. Madeline joined The Newman Group from Bersin & Associates, where she served as Principal Analyst of Talent Acquisition. Prior to joining Bersin, Madeline served as the Research Director for ERE Media where she created the ERE webinar series, published the Talent Acquisition Industry Analysis and Buyers Guide, lead the community discussion groups, and conducted various research products and services. She also worked as Research Director for Linkage, Inc, where she co-edited Best Practices in Leading a Global Workforce and Secrets in Succession Planning.

Madeline has a Bachelor of Arts and a Master of Arts in International Relations from Boston University.

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