According to the U.S. Bureau of Labor Statistics February 2022 report, there are only 0.6 unemployed workers for every open position in the United States. And when you consider how many of these are either unqualified for or unwilling to take on the available roles, it becomes obvious that talent acquisition teams can’t fill all their open positions with externally sourced candidates. They need to do a better job of identifying current employees who are ready to make a move. That’s why the convergence of talent acquisition (TA) and internal mobility (IM) is inevitable for organizations that want to stay competitive.
In this article, we show you six ways you can better align the talent acquisition and human resource management functions to not only get to the best talent faster, but also to improve the employee experience and retain top talent within your own ranks.
Elevate TAs to strategic hiring partners
Given today’s tight market dynamics, TA execs no longer have the luxury of spending most of their time sourcing candidates on LinkedIn and mining other databases. They need to use technology to automate the screening and vetting process so they can spend their time on more strategic work and collaborate more productively with hiring managers.
Related link: Organizational Agility: Is Your TA Team Helping or Hurting?.
Focus on the employee experience
The impression employees and job candidates have of your company are more important than ever in the current labor market. Companies are being forced to make substantial enhancements to their employee experience (EX) programs to effectively compete for job seekers and internal candidates alike. To be attractive to top talent, companies need to emphasize professional growth and career portfolios. It’s essential for TA and HR teams to be aligned when it comes to promoting an employee-centric work environment.
Ensuring that employees have a solid EX and have clear visibility into career growth along with tools provided to achieve that growth is key. Too often employers have solid offerings such as LMS driven growth (i.e. LinkedIn Learning, Corsera), employee continuing education credits, or even just internal open positions that or offered through systems that are underutilized because they are clunky and hard to use.
Related link: Career pathing is obsolete. Here’s what to do instead.
Create an internal talent marketplace
In his HR Predictions for 2022 report, Josh Bersin states his belief that “an internal talent marketplace is becoming one of the most important systems that should exist in a business.” The best internal talent marketplaces leverage technology and Agile processes to not only match internal employees with job openings, but also to intelligently match people with other needs such as projects or mentors using AI. Such a platform is essential to delivering the level of EX a company needs to retain top talent.
Involve employees in internal mobility decisions
Believing that critical talent decisions are best made by managers, leadership or even HR executives is obsolete. Today’s employees want to be empowered. A SHRM survey shows that 70% of employees say being empowered is a key determinant of their level of engagement. Internal talent marketplaces and career portfolios are powerful tools for involving employees in internal mobility decisions.
Integrate disparate data repositories
One of the main barriers to TA and IM convergence is the disconnected nature of the databases that store candidate and employee information. TA teams often don’t have access to data about the skill sets and qualifications of employees, and HR teams often aren’t aware of the open reqs. Integrating your HR systems will give TA teams the visibility they need into the entire talent pool, including external candidates, internal employees and contingent workers.
Improve the UX for TA teams
Another barrier to accessing data on candidates and employees is the notoriously bad user experience (UX) of ATS (applicant tracking system) and HRMS (human resource management system) platforms. They tend to be so clunky and frustrating that recruiters avoid searching them altogether, preferring to go hunting on LinkedIn. Integrating your data repositories in a way that also provides an ergonomic UX and makes it easy for cross-team collaboration between recruiters, hiring managers and HR teams will allow you to get the most out of your data and create the best employee experience.
How MojoHire assists with TA-HRM convergence
MojoHire’s AI-enabled talent platform can help you achieve all of the above, without changing your existing HR tech stack. MojoHire sits atop your entire HR system ecosystem to intelligently analyze billions of data points like an expert recruiter to surface the perfect candidate – whether they be external, internal or contingent – to every open req.
Thanks to MojoHire’s seamless integration with any number of HR systems and data repositories, your TA teams, hiring managers and HR execs now have a single, user-friendly interface for viewing qualified candidates, open reqs, and all of the conversations and feedback around each opportunity. This greatly facilitates cross-team collaboration and visibility.
MojoHire’s internal mobility tools match internal fit both on the recruiting and employee side. Employees will be matched instantly to open opportunities they are a great fit for, or can get recommendations on career trajectories they may be interested. MojoHire can point them to internal, or external resource’s that can help them on their career growth (e.g. LinkedIn Learning, Corsera, LMS resources).
Because MojoHire uses a robust AI to analyze candidate information, it does a much better job than legacy systems of identifying the best talent matches. Because MojoHire “understands” resumes and can identify relationships between different types of data, it will pick up on best matches even if they don’t have the “right” keywords or phrases in their applications. This intelligence ensures that no good candidate goes overlooked.
Contact us today to find out how MojoHire can make your HR Tech work better for you, ensure you retain top talent and help you improve EX, and get you to the best talent faster.
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