Image by Olivier Le Moal
As we start to put the crushing impact of the pandemic behind us, businesses — and the talent acquisition function of HR in particular — continue to face a dilemma.
On the one hand, the hiring process must be efficient. On the other hand, it’s difficult to make hiring personal — more human — when so many potential candidates apply for every job. Any lack of efficiency means your business is trailing the competition. But a lack of personal touch may drive away candidates. Winning the war for talent depends largely on striking a balance in this all-too-gray area.
This episode of #WorkTrends will help. Today, we discuss HR technology designed to help businesses like yours find that happy medium.
Our Guest: Alex Murphy, CEO of JobSync
With me today is Alex Murphy, an entrepreneur, investor, and advisor to start-ups and other companies in the Talent Acquisition Technology (TAtech) industry. He is currently the CEO and co-founder of a 2021 TalentCulture HR Tech Award winner, JobSync. At JobSync, Alex and his team create a simple, seamless, and secure hiring experience for employers and candidates.
I started my conversation with Alex by asking why many of the tools available to HR today fail to meet the needs of candidates and recruiters. Alex described the root cause of the issue perfectly:
“Companies and buyers try to make the decisions that make their teams more efficient. But adding more standalone systems actually makes their teams less efficient. When a company gets to be hundreds and thousands of people, there are often 50, 80, 100 different data points unique to that company.” Alex added that far too often, vendors don’t design those systems to work together. And, despite the best of intentions, it sometimes brings the hiring process to a halt.
“There isn’t enough understanding around how to get that data to come together and to create that interoperability — that connectivity — we all need.”
Next Level Talent Acquisition: Improving Candidate and Recruiter Experience
Alex went on to say that without that connection, it is difficult at best to serve candidates and recruiters well. As a result, recruiters become Excel jockeys, and the expectations of candidates are left unmet. There must be a better way, right?
“That’s why we exist. We create these prebuilt connections between the various systems to be able to enable that data flow. It’s important… it’s imperative… it’s a requirement that the company has a company-first and client-first point of view.”
I couldn’t agree more. When it comes to recruiter efficiency and candidate experience, any discussion of talent acquisition must include “and” — not “or” — statements.
So you can learn more about the importance of an HR Tech stack that treats candidates and recruiters well, I encourage you to listen in to this week’s episode of #WorkTrends.