Organizations’ Appetite for Talent-Acquisition Technology Continues to Grow

Download your free copy of Brandon Hall Group’s 2018 Talent-Acquisition Technology Research Summary

By Daria Friedman, Principal Analyst, Talent Acquisition, Brandon Hall Group

Brandon Hall Group’s 2018 Talent Acquisition Technology Research Summary was recently published and I am excited to tell you that the market is beginning to understand and react to the impact of AI on talent acquisition. There is increased demand for both standard and “emerging” solutions, such as chat bots and job matching. Organizations’ talent-acquisition technology maturity levels are rising and their technology priorities for the next two years have far-reaching implications.

In terms of demand, about one-third of the organizations seek to acquire these solutions in the next twelve months: analytics, applicant tracking systems, candidate experience portals and onboarding. Among a variety of emerging solutions/functionalities, about one-fifth plan to purchase (within the next two years), functionalities such as predictive analytics and job matching.

When looking at talent-acquisition technology maturity levels, there has been a dramatic increase over the past two years. Compared to findings from our 2016 Talent-Acquisition Technology Survey, there was a big drop in the percentage of organizations without technology and a significant increase in the percentage of organizations rising to Level 3 of the Brandon Hall Group Maturity Model. Organizations at Level 3 have a talent-acquisition technology strategy and roadmap in place, and their technology was deployed for most processes in a consistent and integrated fashion. The model starts at Level 0 (non-existent) and rises to Level 4 (optimal).

With respect to priorities for the next two years, the top three areas are: candidate experience, onboarding, and diversity and inclusion. These three priorities signal that organizations understand that in this highly-competitive market, they must provide a consumer-like and inclusive experience for all candidates and onboarding practices and technology should in place that will engage and prepare new hires for a successful career at their organization.

Of course, there are more compelling findings in Brandon Hall Group’s 2018 Talent-Acquisition Technology Summary. Click here to download a free copy.

Daria Friedman, Principal Analyst, Talent Acquisition, Brandon Hall Group

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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.