How to build a talent acquisition team that can withstand today’s economic turbulence

How to utilize automation during economic downturn

The last twelve months have been tough on many industries, but especially tech, where mass layoffs have dominated the headlines. 

Interestingly, one of the most affected jobs in tech has been talent acquisition (TA). While the market was in a boon, enterprises increased their TA teams disproportionately. But as soon as the market took a nosedive, they didn’t know what to do with their massive TA teams and the hard decisions followed.

It’s high time for business and HR leaders to rethink their talent management strategy for TA teams. Here are 3 tips that can help guide your team.

1. Keep your TA teams agile

It’s time to take a close look at planned headcount both within and outside of TA and understand what agility means for your TA team. 

Say your company has 50 employees who work in TA and are responsible for recruiting 1,000 people over a year. You can look for levers that make each individual on the team more productive and that don’t compromising the candidate and employee experience. It’s a difficult balance to find, but the rewards are well worth the effort. For example, if you use enterprise automation as a lever for increasing agility, you might only need 25 employees in TA to recruit the same number of people.

2. Use enterprise automation across TA processes

TA teams have to manually go through every resume for a specific role, ask the hiring manager for feedback, schedule interviews, and so on until the organization finds a suitable candidate. But the pain doesn’t end there. The TA team also has to be in close touch with candidates until they officially join. 

Fortunately, these processes can be simplified and scale once they’re automated end-to-end. Doing so also allows TA teams to avoid low-complexity, repetitive tasks and focus on more high-value tasks instead. The result: they’re better positioned to improve their most important KPIs, whether that’s increasing their talent pipeline, hiring more diverse talent, accelerating their time-to-hire, boosting employee retention, and so on.

Estimate the cost savings you can realize from automating employee onboarding by using our calculator.

3. Upskill your TA team

Since your TA team are the process experts for your organization’s hiring and onboarding,  equipping them with the right low-code/no-code automation tools ensures that your organization is able to automate critical recruitment and onboarding processes successfully. Moreover, they won’t have to wait for IT or development resources for their automation projects. This not only prevents your TA team from growing frustrated with their cross-functional partners but it also allows them to work on exciting automation projects that make them more productive.

To that end, you can introduce your TA team to an enterprise automation platform like Workato. It offers ready-to-use connectors for all of the popular HRIS and talent tracking systems, as well as a drag-n-drop feature that enables your TA team to automate their processes quickly.

Learn how organizations like Broadcom and ChowNow have transformed their onboarding processes with Workato by connecting with one of our automation experts.