The document emphasizes the importance of technology in improving talent acquisition and pipeline management, particularly amidst challenges like high turnover and a competitive labor market. It outlines three strategies: integrating systems to align expectations, addressing skill gaps through data-driven insights, and focusing on essential competencies to enhance efficiency. Utilizing technology such as AI and advanced HR systems can help organizations effectively navigate changes in workforce dynamics and improve hiring outcomes.

1. Working From the
Inside Out:
3 Ways to Improve Your Talent
Pipeline with Technology

2. Introduction
Talent is the lifeblood of every company. Whether it’s a startup, SMB, or enterprise,
there would be no systems or processes in place without the people to drive them.
Considering the value of talent, it’s crucial for HR leaders to get it right when it
comes to turnover, time-to-hire, and cost-of-hire. However, according to Aberdeen
data, over half of all organizations today are increasingly struggling in these key
areas. Adding to this complexity, disparate datasets are multiplying, recruiting
channels are expanding, contingent workforces are on the rise, and skill
requirements are often too specific when compared to competitor positions –
companies today are looking for the proverbial needle in a haystack. Data-driven
Best-in-Class (BIC) organizations are differentiating themselves by investing in and
leveraging cloud-based HR systems to competitively position and outperform
others.

3. Advances in Technology Bring Real Change to
How Organizations Manage Their Workforces
From standalone human resource (HR) applications to complete unified human capital management (HCM)
suites, information technology is enabling dispersion and integration. It’s fostering speed and agility and
driving efficiency and effectiveness. It’s helping small, medium, and large businesses alike navigate the
changing talent landscape. Nowhere is this more evident than in talent acquisition and pipeline management.
Recruiters, like many others, are under stress and burned out. Not only are organizations struggling to
compete for talent (full-time, part-time, and contingent workers), they’re facing growing voids in their ability to
source and select. Recruiters are not exempt from the “Great Resignation.” According to the Wall Street
Journal, open recruiting roles more than doubled during 2021. Technology can help alleviate many of the
precursors of burnout for not only today’s talent acquisition professionals but also for their hiring manager
counterparts.

4. Advances in Technology Bring Real Change to
How … contd
Across the globe, workplace relationships are suffering. The growing strain of limited staff, missed deadlines, and
operational impacts are dividing productive recruiter-hiring manager relationships. Expectations regarding swift
hiring of high-quality talent are being shattered by a highly competitive labor market, candidate preferences, and
the rising costs of TA efforts.
Thoughts of pre-pandemic normalcy continue to fade as many remote and hybrid workers evaluate newfound
improvements in their flexibility, personal productivity, and wellbeing. In fact, Gallup recently reported roughly one-
in-three (31%) remote workers would be extremely likely to pursue other opportunities should they lose the option
of working from home. The constant churn is likely to continue well beyond post-pandemic operations.

5. Advances in Technology Bring Real Change to
How … contd
Today, most organizations (17%) report having a workforce consisting of 11–20% contingent workers (e.g., temp,
contract, freelance) whereas many Best-in-Class firms are reporting a 31–40% contingent workforce. The swirling
mix of labor categories coupled with hybrid location practices are impeding accurate forecasts and slowing
decision-making. Without a single system of truth, managers find themselves throwing good money after bad as
they attempt to create stability in a sea of uncertainty.
To realize technological benefits in your recruiting and pipeline management initiatives, one approach would be to
work from the inside out – focus on expectations, experiences, and efficiencies.

6. 1. Integrate & Align [Expectations]
Manual systems and miscommunicated plans negatively impact productivity. Integrating systems and aligning
expectations is an actionable first step in achieving pipeline excellence. With an average predicted increase of 54%
in disruption to industry, jobs, and skills, most organizations are forecasting financials, headcount, and required
skills monthly to better align to future needs.
To offset escalating time to requisition new headcount, nearly half of recently surveyed HR leaders (43%) indicate
use of technology to align costs to strategy – to ensure a single system of truth drives the dynamic capabilities
required to achieve sustained success. Modern platforms with self-service functionality enable greater partnership
between business unit leaders, finance teams, and HR by supporting real-time budget and hiring insights.
Level the playing field and ensure internal stakeholders are well equipped for success in evolving conditions.

7. 2. Mind the Gaps [Experiences]
Nearly one-in-four (24%) HR leaders identified an inability to fill emerging skill gaps as the leading talent
management issue facing their organization. Integration extends far beyond financial data. Forward-thinking HR
leaders are linking people, capabilities, and experiences to mind the gaps in their workforce planning initiatives. To
that end, four out of five (80%) Best-in-Class companies and more than half of All Others (54%) are increasing their
capability and competency management budgets in 2022.
Not all processes are created equal. Definitions of ‘quality’ and ‘readiness’ of talent are open to interpretation.
Technology assists in creating less subjective views of potential and performance, resulting in more meaningful
workplace conversations. Putting triangulated data in the hands of recruiters and managers mitigates widening
gaps of subjective need. Integrating HRIS data (e.g., performance management, learning and development) and
ATS data (e.g., job descriptions, candidate profiles) into pipeline strategies increases transparency in hiring and
helps create seamless experiences for all stakeholders.
With 60% of employees expected to master new skills as their jobs evolve, providing a reliable roadmap will
strengthen understanding of expectations [and performance], resulting in a more engaged workforce.

8. 3. Focus on the Vital Few [Efficiencies]
With shrinking headcount and deflated engagement levels, managers’ abilities to justify, identify, and develop
talent are under scrutiny. Managers are crafting unrealistic job descriptions in hopes of finding a unicorn in a field
of horses. They’re wanting more…and expecting more from today’s candidates.
More is not necessarily better (generally speaking, of course).
Technology can assist in tempering myopic views of need and create a more agile platform to manage shifting
requirements. Most solutions offer the ability to use stock competency frameworks or create custom models
intended to differentiate performance. Most solutions provide for corporate skill inventories and succession
planning. With advances in artificial intelligence (AI) and machine learning, most solutions can adapt to shifting
winds of change – but they’re still dependent on human input and prioritization.

9. 3. Focus on the Vital Few ... contd
In additional to cultural fit and learning agility, managers should seek candidates that poses the top 3–5
competencies required for the job – not a laundry list of 15–20 nice to have areas of knowledge, skills, and/or
abilities. Don’t cast a bigger net. Cast a stronger net. Let technology work for you.
Best-in-Class organizations are 2x-more likely to incorporate or increase the use of AI throughout the recruiting
process. They’re simplifying. They’re using technology to sift through hundreds of internal and external candidates
to identify those with the greatest chance of success. They’re using integrated assessments to test skill levels.
They’re using automation to streamline scheduling. They’re using hiring analytics to increase the odds of landing a
Top-3 candidate.
AI helps to find ‘qualified’ candidates, faster. Hiring analytics helps to ensure landing the ‘right’ candidate,
repeatedly.

10. Design a Future-Proof Pipeline Management
System
Learn more at - https://www.aberdeen.com/hcm-essentials/jim-stefanchin-3-ways-improve-talent-pipeline-
technology/