How Can Technology and Processes Improve the Talent Experience?
Innovation is changing how employers engage the workforce. Thanks to the advent of AI-driven tools, along with solutions that provide ubiquitous access to data and resources, workers should be able to do what is needed to apply for a job or get work done, anytime and anywhere. But when it comes to improving the worker experience, there remains a significant gap between the promise of new technologies and the reality on the ground.
And that gap matters. According to a March Allegis Group pulse survey, 58 percent of workers would consider leaving an employer if a lack of updated technology created communication issues or an inability to access resources. This statistic can help you make the case for investing in new technology, but what pain points can such investment really address? The answer varies by company, but what follows are three common gaps that can help employers improve the experiences they provide to current and prospective workers while also standing out in attracting and retaining critical talent.
We hear a lot about the value of chatbots in the candidate experience. The right application can help shed light into the proverbial candidate black hole of communication. Today, that black hole is still common, leaving applicants wondering whether they are in the mix for selection, when the next step may occur, or even if their applications were received. Chatbots can solve this by automating communications that answer many candidate questions about the status of their effort.
The Allegis Group survey found that 70 percent of respondents consider employers who utilize HR technologies like chatbots, video interviewing, and digital assessments are “more progressive” than their peers. At the same time, 51 percent agree chatbots do a good job of simulating human-like response, and 73 percent are comfortable interacting with the technology. The takeaway: even if conversational AI is not perfect, it gets the job done as far as improving candidate experience.
Evaluation and Selection
Gone are the days when the application process solely focused on weeding out workers. Today, it is just as important that the process keeps applicants engaged as companies look for ways to ensure they are not unnecessarily losing the best candidates to do the work that needs to be done. Knowing how applicants feel about the evaluation process can help reshape practices that can cause people to remove themselves from consideration.
To improve the experience, an open mind, and perhaps a sense of choice, may be a good bet. For example, much has been made about the power of video in the evaluation process. An applicant can use video to provide a dimension of interaction that is not available through the resume. In fact, 42 percent of survey respondents say video introductions can help better present them for a job opportunity. The takeaway: when great solutions are available, give the candidate a choice to use them rather than force them as a requirement.
Getting Work Done
Face it; work can be frustrating. Without warning, people can find themselves mired in a search for the right information or looking for people, passwords, or email addresses needed to complete the most basic tasks. If you feel like your organization is alone in its struggle to get work done, rest assured. You have company.
According to the pulse survey, 40 percent of respondents consider it “challenging” or “very challenging” to find the current versions of documents associated with work being done on shared folders/drives, and 38 percent are challenged to find the right people to answer questions about a project through online directories. On the administrative front, 31 percent have trouble finding the people to answer payroll and benefits questions, and 30 percent have trouble managing logins and passwords. If you’re looking for a technology investment, aim for choices that simplify processes. The takeaway: Make it easy. Make it transparent. Make it fast. Wherever your technology or processes get in the way of any of those demands, that’s the place to invest and improve.
Technology Makes a Difference
According to another recent Allegis Group talent technology survey, 77 percent of organizations are not current in the use of new talent technology, and 75 percent believe their need for new technology puts them at a disadvantage in attracting and retaining talent. In a highly competitive market for talent that is not likely to change soon, those new technologies, and the processes they support, will make the difference in addressing that gap determining who wins in the war for talent and who struggle to secure the human capabilities needed to succeed.
To learn more about the innovations and technologies at play, check out the latest research report from Allegis Group, “Smart Power: A Glance at Evolving Talent Technologies.”
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