How Talent Acquisition is Changing in the Digital Age

Technology has transformed all areas of business, including how firms and dedicated recruitment agencies go about acquiring the top talent. It’s essential to keep pace with the latest developments, companies that fail to do so will find they’re struggling to attract, screen, and hire those professionals that are leading the way in their sector.

It’s clear that talent acquisition is changing, even when you look back over the last decade. Does your approach and partnership reflect these five results of digital tech?

Removing geographical restrictions

This is a trend that’s been evident over the last few years and it doesn’t show any signs of stopping. The digital age means that firms from numerous sectors can now recruit employees from across the world for positions that don’t need to be based on-site. It’s given companies scope to reach out to the leading talent within their industry, removing previous location restrictions. Tech that allows remote working has effectively widened the talent pool for many roles within companies and can help save substantially on costs.

Automated tools making talent rediscovery simple

One of the biggest applications of new technology for recruitment is the ability to rediscover talent. Have a pool of potential applications that have registered their interest previously can speed up the whole hiring process and better use resources. Technology has made it possible to work through a talent pool in just a few clicks, it’s particularly useful for recruitment firms that hold huge databases. It’s also an important technological development for targeting passive candidates that could be perfect for a role.

Focus on candidate experience

The digital age is making it easier than ever before for businesses to create a positive candidate experience from beginning to end, and it’s set to become a differentiator between companies. Candidates today expect to be able to find information on the company and receive updates throughout the application processes. Focussing on the experience of candidates sets the bar for how your company is viewed, in turn, enticing the professionals that you want to attract.

Online marketing tools essential for connections

Online marketing is affecting all areas of business and recruiting within the medical device sector is no different. For recruitment managers and HR professionals, it should be considered a core part of the job to build up an online presence and create a network. Social media, including professional platform LinkedIn, provides a way to share the company’s mission, purpose, and values while forging connections and generating interest in vacancies. It’s one of the best techniques for capturing leading professionals that aren’t actively looking for a new position.

Rising use of artificial intelligence

Artificial intelligence has developed hugely in the last decade and it’s set to play an instrumental role in how talent acquisition is done. Some businesses may already have elements of its potential process in place, such as screening out unsuitable candidates immediately, but, as we step further into the digital age, expect AI to take centre stage. AI will be able to trawl recruiter databases to bring up CVs that match job specifications, speeding up processes and eliminating human bias.

 

Josh Levine is a MedTech industry expert and Head of Medical Device Recruitment at Templeton Parker.

Contact Josh: Josh@templetonparker.com

Templeton Parker is a newly launched specialist London based executive search company that does things differently, aiming to help MedTech businesses embrace a proactive mindset to talent acquisition.

Get in touch: www.templetonparker.com

Contact us: info@templetonparker.com

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