COMMON TALENT ACQUISITION
Lack of Diverse Candidates in the Talent Pipeline
This challenge derives from the ability to benchmark an organization’s progress in diversity initiatives, difficulty keeping up with new diversity tools and best practices, lack of understanding in how to remove hiring bias, and confusion around what the right diversity hiring strategies are.
Poor Candidate Experience
Prospective candidates reporting negative experiences in the hiring process, have a poor application process with lengthy and complex applications, a lack of the right tools and resources to provide clarity and transparency to candidates, and limited knowledge of best practices for optimizing candidate experience.
Legacy TA Technology
Inability to integrate legacy systems with points systems, difficulty keeping up with all the too many systems and tools, lack of ability to access new features and functionalities with older technologies, and unstreamlined, clunky workflows caused by disparate tools and duplicate legacy systems.
Inability to Stay Ahead of Competitors
Inability to sift through the noise and find the right vendor and talent acquisition technology system, difficulty keeping up with all the changes caused by COVID-19 such a remote hiring and a remote workforce, lack of best practices to accurately and strategically weigh the risk in selecting TA tech, and not 100% sure if the technology is right and the best fit for the current TA tech stack.
Difficulties Sourcing Talent
Inability to attract the right fit talent, difficulty keeping up with multiple channels and maintaining an omnichannel presence, lack of best practices in how to source talent and market to today’s new generation of candidates, and not properly using analytics and data from sourcing to selection.
Poor Fit Candidates
Inability to sift through the noise and find the best-fit candidates, difficulty keeping up with all the emerging TA trends and tools to find the right candidates, lack of best practices and processes to select the best-fit candidate, and surplus of applicants and no efficient processes to handle this surplus.
Suboptimal Implementation Process
Lack of planning around implementation before undertaking the arduous process, difficulty with enacting a smooth implementation process, lack of best practices and tools to accurately and strategically undergo implementation, and too many systems and too many portals during implementation.
Inefficient Recruitment Processes
High volume recruiting and inability to sift through all the resumes manually, too high of workload and not enough employees to undertake the work, manual and reductive tasks that slow down recruiters’ efficiencies, and lack of understanding what channel(s) best talents are coming from.
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What We Do
Talent Tech Labs is a research and advisory firm specializing in analyzing the talent industry. Through our research and advisory services, we help leading corporations and staffing firms:
What We Offer
The talent acquisition (TA) and HR industry is overwhelmed with information, but it doesn’t have to be. TTL’s research offers a clear path into the latest TA and HR trends and tools. We cut through the noise so you can leverage the best TA and HR strategies and solutions.
Businesses that accelerate their digital transformation today will be the future of leaders. TTL’s advisory services help you navigate the digital transformation journey with a design-thinking and human-focused approach.
Want to be part of a TA and HR group that shares their experiences with technology, business initiatives, best practices, and more? TTL’s collaboration function creates an innovative community of TA and HR leaders with a series of events from Workgroups to Trend Talks.
Who We Serve
We are a true partner in innovation that helps these companies and providers navigate the recruitment and HR technology ecosystem. Ultimately, we save our partners time and money when achieving the ideal talent acquisition tech stack.
"Talent Tech Labs is the Library of Congress for TA platforms, so they’re uniquely positioned to quickly make recommendations on the best fit tech for my company or my clients. This saves me a ton of time in research, and more importantly, saves me from having to sit through endless sales demos."
Director of Talent Attraction
"The partnership with TTL has been fantastic! What they have been driving from both an analyst perspective across TA technology and peer collaboration, by directly connecting us with other TA members, has been equally valuable in our partnership."
Managing Director and Head of Talent Acquisition
North America, Bank of Montreal
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