For this monthly hot seat, Bhumika sat down with Pag Miles the Head of Global Partnerships at Alexander Mann Solutions to discuss the topic of ‘Navigating the Noise in the World of Talent Acquisition Technology.’
In this discussion, Pag gave his advice on how to go about deciding the best technology, measuring and reporting, integration and difficulties faced by businesses in this ever-changing sector.
If you would like to watch the discussion in the full video, scroll to the bottom of this page.
Navigating the Noise in the World of Talent Acquisition Technology
Pag starts out by explaining why the topic of ‘Navigating the Noise in the World of Talent and Acquisition Technology’ resonates with all organisations. The ‘noise’ he refers to is whether this is the number of new technologies there are, the speed at which new technologies are being created, or all of the terminology being used. It is Pag’s job to try to understand what clients are wanting, what the market is positioning as new upcoming technology and what is disruptive.
Part of Pag’s role is to help organisations navigate this ‘noise’ through educating them on what is out there for them. With so many different options available it can be difficult to differentiate between them all.
When looking to implement or deploy any new technologies, companies need to investigate the impact this may have and how it will fit within their current set up. You cannot buy a single platform to do everything. So, companies need to buy into an eco-system; but how does this fit into the business? How integrated will this new technology be? Will data flow correctly? Can you embed new applications into existing ones? There are many questions to answer.
Processes and Measurement in Talent Acquisition Technology
Pag predicts there are currently about 450 products within the talent acquisition marketplace and around 2,000 across whole employer lifecycle – figures that are growing each year. Alexander Mann Solutions have 100 products within their ecosystem which are constantly reviewed based on client demand, market demand and how disruptive they are within their talent category.
They always try to have 3 within each category, e.g. CRM. They follow a strict vetting process to include;
- Experience and how can this be personalised for the client
- Speed to value and agility
- Data and insight
- Integration and risk
Through these measurements, AMS can give the full picture, ‘warts and all’, including issues there may be surrounding integrations due to API’s and whether capability matches business needs.
Integrating new talent technology
Everyone’s ‘digital transformation’ is entirely different depending on where they are as a business and their level of maturity. Pag emphasises that companies need to ensure they are not side-tracked by the latest ‘tech’.
Integrating new talent technology can be a culture shift for organisations. Quite often different departments within the same organisations can be using different platforms and systems without having looked at the wider business strategy.
Businesses also need to weigh up the balance between ‘box and bodies’ – automation vs people. New technology can be fantastic, but you still need the people aspect within any project.
You can watch the full discussion between Bhumika and Pag in the video below.