DECEMBER 2020HR TECH OUTLOOK8In MyOpinionBack thenIn 2006, the buzzwords in human resources transformation were Business Process Outsourcing (BPO), Human Resources Outsourcing (HRO), and Recruitment Process Outsourcing (RPO). Large deals were being forged between consulting firms and companies that wanted to streamline their HR and recruiting functions. HR transformation then encompassed creating standardisation and time-bound efficiencies. Offshore recruitment teams came on board, standard processes followed and documented scopes of work were agreed upon.Recruitment metrics and operational excellence were topics that kept me up at night. We were constantly chasing internal `success measures' such as achieving the `Service Level Agreements', changing red metrics to green, and understanding the root cause of poor quality or time-lapses. These efforts, back in the day, laid a strong foundation for the talent acquisition (TA) landscape. But is it enough for today's acquisition world?TodayNow, in Recruitment 5.0, we are in a time when customisation and personalisation are key. Thetalent acquisition function today is much more than an application hub for interested candidates. It is an eco-system. Candidates do not want to be another statistic in your Time-to-Hire but want to have a meaningful conversation with companies that provide a purpose. They want a career, not a job.These uncertain times call for different ways to attract and recruit top talent. A company's purpose and the way it drives value in its communities are attractive qualities to potential candidates. Talent acquisition requires an eco-system - one that piques the curiosity of a candidate, Delia Ann Ho, Head of Talent Acquisition, APAC, Global Talent & Leadership, HEINEKENByThe Talent Acquisition Eco-system
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