Unifying the talent experience to overcome today’s hiring challenges

The last few months have uncovered and extenuated some critical, deep-rooted hiring challenges across the world, and across industries. From the “Great Resignation” in the US, to the fuel panic-buying situation in the UK resulting from a shortage of HGV drivers, through to restaurants having to reduce opening hours across Europe – everyone will have a story of at least one organization they know that’s struggling to find employees.

UNLEASH caught up with Nathan Perrott, VP Innovation at Radancy to discuss the current state of play for TA and HR professionals. We also quizzed him on how creating a “hi-to-apply” talent experience can solve some of these critical hiring challenges.

Nathan leverages Radancy’s connected data, unified platform, and expertise to drive innovative change in talent acquisition. He uses his 20+ years of experience in digital recruitment marketing and employer branding to ensure organizations have the optimal infrastructure in place to deliver a next-in-class candidate experience, ensuring employers create connections that count.

Combating talent scarcity

Nathan feels that there is clearly a supply and demand issue in today’s job economy. When speaking to UNLEASH he stressed that there’s a “mismatch of jobs and available talent”. He believes one of the biggest challenges that TA leaders are facing is due to “talent scarcity and skills alignment” – a twofold issue for acquisition leaders of firstly identifying and attracting competitive talent and secondly, finding and convincing talent for high-stress roles.

So, what’s the solution?

“A greater focus on training, learning, and development, as well as career mapping and progression planning”, says Nathan. This is because, in his opinion, bettering internal mobility by increasing budgets and attention to investing in talent as organizations adapt, is critical.

It’s clear from Nathan’s insights, that this can’t be done without a focus on technology and data. Talent acquisition leaders cannot measure the effectiveness of their employees and the skills they have when technology and data are disconnected and spread across different solutions, platforms, and teams.

But it’s not just about collecting data on your current employees and your talent pool. “Data is meaningless without a story”, explained Nathan. He believes that there is too much money in the HR and TA industry being spent on ‘solutions’, without knowing if they’re even working, and without a truly seamless journey for both the HR leaders, candidates, and employees. A unified, connected solution can help solve this disconnect and provide the story to your data to really inform decisions.

Creating meaningful, data-led connections that count

Differentiating and standing out in an already tough market is a challenge, even in “better” times. UNLEASH wanted to understand from Nathan’s perspective, given his experience in digital recruitment marketing and employer branding, how TA leaders can succeed in today’s difficult context.

“Employers need to prioritize and communicate a clear EVP that will convey their values and the offer that will appeal to today’s candidates,” he told us. “They’ll need to build and nurture relationships at scale and a long-term approach to the TA strategy needs to be considered, one that will alleviate the reactive-based approach.”

Nathan also shared that given the shift to hybrid working realities for many, and a large uptake in remote models too, the change to the candidate’s experience needs to be considered. And data can only help HR leaders succeed with this. Having holistic data that can measure things like performance, the impact of messaging, and what’s being engaged with, can really map the candidate journey, from hi-to-apply. Potentially then, leaders will have the upper hand in the world of acquisition and talent management.

You’ve got to ensure you’ve got a holistic view of your data to avoid blackholes that could impact your hiring strategy.

Talent intelligence – connecting the dots

As much as technology and recent evolutions and uptake in different tools, like programmatic ad tech, have helped TA leaders with the scale and accuracy of their recruitment, it’s clear that the missing piece for many organizations is understanding and mapping the full candidate experience from end-to-end.

This is where it’s clear that Radancy can really fulfill a need. Nathan considered with us that this is where the difference is between “awareness and action”. Having the data and unified platform that provides actionable insights, all in a centralized place is a key strategic differentiator for the TA space.

With the help of their hi-to-apply technology, Radancy sees that candidates are finding employees that align with their values, and retention figures are increased for employers. Nathan also noted that “for the employer, the data on the talent pool becomes richer, which helps prioritization of programs that will help current and prospective talent.”

From “hi-to-apply” – still not sure?

“Our approach is based on creating quality connections on both sides of the equation” Nathan explained. “Using our unified platform we can identify which touchpoint of the candidate experience needs optimization or personalization to offer an end-to-end solution.”

Nathan went on to disclose the pizazz of Radancy’s solution.

The bonus is that the global expert team at Radancy are providing the insights in collaboration with employers to build AI-powered career sites, and ad tech campaigns that convert, and a CRM to keep candidates engaged.

If you want to find out more about how “hi-to-apply” data management can fix your hiring, we’ve mapped out 5 of the top pains we see our talent management community struggling with today and compiled some bitesize takeaways for how better, unified data management might help solve these. Check them out here!

To get in contact with Radancy directly, please visit them here.