We've all heard it before: is automation really better? In some cases, such as recruitment sourcing, it can actually be the key to your success. Your HR department is busy. No matter how much time your hiring manager actually has to dedicate to sourcing, it is never enough. Automated talent systems, also sometimes called automated recruitment software, are designed to help you identify the candidates that you need and select the best person for the job.
Struggles to find the right staff can be down to the market - or to the employer. CIOs believe they are burdened with the greatest technology skills shortage in a generation - and the challenge of finding and keeping great people is only getting bigger. Almost two-thirds (65 percent) of CIOs believe a lack of talent is preventing their organisation from keeping up with the pace of change, according to recently-released research from Harvey Nash and KPMG. The global survey found the number of CIOs who believe the skills gap affects business responsiveness has risen 10 percent since last year. So why do IT leaders believe the skills gap is such a concern, and how can businesses attract and retain skilled technology professionals?
Arjun Pratap is founder and Chief Executive Officer at EdGE Networks. Fueled by the vision to build innovative, future-focused HR technology solutions – which re-engineer Human Resource Management to positively impact business outcomes – Arjun leads EdGE Networks to be a disruptor in the skill development space. Prior to EdGE Networks, Arjun worked with organizations such as SpeedERA Networks and Akamai Technologies, where he was responsible for building their India and international businesses. He also headed the sales function at Dexler Information Solutions to provide strategic direction in building the company. Arjun holds a post graduate degree in Information Systems and International Business, from The University of Sydney, Australia.
HR is fast embracing the latest emerging technologies and transforming the way talent management happens. From cloud to social to Artificial Intelligence (AI), each seems to play a significant role in HR sub-domains such as performance management, recruitment, employee engagement and so on. Technology and HR are being integrated in a bid to make HR interventions more productivity oriented. After all, HR leaders must justify their value-add to business by optimizing every HR process, and aim to achieve the best from the least investments. Recruitment is one such area, where positions continue to remain vacant for months, as organizations struggle to find the right candidates.
Digital is truly disrupting both our market and workplace. At one end, it has eliminated the need for middlemen thus, changing the relationship businesses have with customers. Internally, it has demanded confluence of technical, domain and business knowledge, thus changing the needs from talent. No wonder, chief executive officers (CEO) and senior human resource (HR) leaders repeatedly tell us critical skills availability and leadership pipeline are amongst top two factors that are impacting their growth. We asked 557 talent acquisition professionals across Asia-Pacific and the Middle East about their priorities and key challenges, and evaluated their readiness to make strategic shifts in line with business needs.