It is often said around these parts that talent is the number-one competitive differentiator for the contemporary enterprise. Talent, and its inherent skillsets and expertise, is what will lead the average business into a new decade. Ardent Partners research has discovered that nearly 75% of businesses today require better/more enhanced skills and expertise moving into 2020, a stat which proves that, in an age of new technology and innovation, the typical business must do whatever it can to ensure that they are developing the strongest possible alignment between current areas of need across the organization and the best-fit available talent…no matter where that talent is situated, be it contingent, independent, freelance, or full-time employee.
Procurement, HR, and talent acquisition executives, as well as hiring managers, are currently battling through a hyper-competitive talent market that is actively forcing them to reevaluate traditional talent engagement approaches. Although the “typical” acquisition/sourcing processes for talent will never go extinct, it is true that, in said market, these executives could use a helping hand from the innovation arena.
Artificial intelligence (AI) and predictive analytics can help businesses not only augment their decision-making in regard to talent engagement, but also transform how they perceive their current, and future, skills gaps. Many of the major industries and verticals are forecasted to face significant skills shortfalls in the decade ahead, leaving hiring managers across the globe with a critical choice: continue to pump significant resources into finding the best active candidates as a top talent acquisition strategy, or, balance the active candidate approach with a more robust outreach to passive candidates.
In 2020, the way to achieve this “balance” is by harnessing the relative power of AI to nurture passive candidate outreach in a more agile manner, helping hiring managers better understand which approaches are working…and which ones are not. Combined with the viability of self-sourcing tools, the convergence of artificial intelligence, predictive analytics, and self-sourcing can truly transform the way businesses find and engage the talent they need to thrive in the new decade ahead.
Join me on Thursday, December 19 (1pm ET) for a complimentary webinar hosted and sponsored by workforce management solution provider Workforce Logiq that will highlight the growing need for next-generation tools in the most competitive talent marketplace in business history. Workforce Logiq’s Chief Strategy Officer, Joseph Hanna, will join me to discuss the powerful union of AI and self-sourcing for predictive talent acquisition success.
This innovative approach towards talent acquisition is yet another promising reminder that the Future of Work movement is poised to transform how businesses build an agile workforce. As artificial intelligence boosts candidate engagement (and as self-sourcing harnesses the employer brand to better improve the candidate experience), businesses will find that 2020 is the year of a talent acquisition revolution.
Join Ardent’s VP of Research, Christopher J. Dwyer, and Workforce Logiq’s Chief Strategy Officer, Joseph Hanna, on December 19 at 1pm ET for an engaging and compelling discussion on the impact of artificial intelligence, predictive analytics, and self-sourcing on talent acquisition in 2020. Click here to register for this exclusive webcast event.
