In an era where technology and talent are intertwined, a platform-led approach is not just relevant but essential. Discover how it streamlines talent acquisition, enhances candidate experiences, and accelerates time-to-market in our latest blog.
“The question is not how fast tech companies will become car companies, but how fast we will become a tech company.” This is how the board member of a global car company recently articulated the central issue facing most incumbents today: how to operate and innovate like a tech company
Talent organizations are no exception to the rapidly changing technology innovation challenge nor to the changing market dynamics. Research firm IDC predicts that by next year, 60% of enterprises globally will have articulated and would be in the process of implementing a digital platform strategy.
As talent markets grow in size and complexity, the dependency on technology increases, to the point where they appear tangled together. When systems develop in functional silos, areas of friction begin to materialize, addressing these frictions becomes critical to the organization’s ability to leverage talent markets to the fullest.
In a platform strategy, we can envision ‘blocks’ that represent different capabilities in a process, with the steps required to enhance efficiency and reduce complexity so that they can be used more effectively. This will help talent acquisition stakeholders build, deliver, and measure experiences, to ultimately achieve the organization’s talent ambitions enabling accelerated time to market and repeatability.
It is becoming increasingly essential to nurture and keep talent engaged throughout the hiring lifecycle.
Platforms are used to simplify the hard, automate the redundancy, and personalize the journey of each person who interacts with your company.
That is why leading talent organizations across the world are all building and integrating platform-led mechanisms into their talent acquisition tech stack to efficiently enhance the front-end processes in the candidate lifecycle and ultimately the candidate experience. The primary goal is to attract quality leads and achieve genuine candidate experiences and seamless collaboration at every step of the talent journey.
Synchronizing every stage of the recruitment cycle also allows recruiters to source more prospects, build talent pipelines, speed up screening, simplify team collaboration, and hire top talents in a manner that is not only smarter but also more precise.
LinkedIn notes that candidate engagement is crucial, the shorter and better candidate experience the lesser the chance of talent dropping out from the funnel, leaving a positive impression about the organization.
To redesign and rediscover experiences for all the stakeholders a platform-led approach will not only enhance systems with a best-in-class tech stack and a growing ecosystem of out-of-the-box integrations but will make the process more adaptive and the critical workflows more intuitive.
Strategies for a Talent Organization:
Ready to transform your talent acquisition approach? Explore the insights, strategies, and tools that will help organizations navigate the dynamic talent market in our Diamondpick exclusive 2023 Talent Playbook. Download your copy today!