The adoption and integration of tech is a key priority for businesses across the board, regardless of sector. Those of us in HR are not immune, with advancements such as workforce, The Cloud, artificial intelligence and big data all having an impact on our industry, as well as the growth of LinkedIn. The constant developments that are taking place allow us to better understand the talent pool, the feedback from potential staff, our current employees and how our People teams, and most importantly, our business is performing.
One of the biggest investments we have made at Colliers is the adoption of the Smart Recruiters Applicant Tracking System which provides us with analytics to optimise each step of the recruitment process and increase business productivity to win the race for talent. It allows us to improve our productivity and manage our spending both actively and intelligently and reduce our reliance on external agencies.
In adopting technology into our day-to-day roles, we have more understanding than ever on the effectiveness of our recruitment campaigns, allowing us to provide feedback to the business on how to secure the best talent
In adopting technology into our day-to-day roles, we have more understanding than ever on the effectiveness of our recruitment campaigns, allowing us to provide feedback to the business on how to secure the best talent. The system provides a centralised way of interacting with potential talent; beneficial for both applicants and our People team. By analysing details including advertising spend, speed and sources of hires on one dashboard, we can understand what is working. It also allows us to gather the views of applicants giving us a deeper understanding of how our firm is perceived.
For us LinkedIn is also a key component not only for hiring new staff but for sharing our business’ success and engaging clients. We have implemented an annual strategy to harness this growing channel and create campaigns to roll out on the platform’s Life pages, allowing us to strengthen our employee value proposition, communicating this with our international audience. Through Smart Recruiters and LinkedIn we have seen dependency on external recruitment agencies drop from 80 per cent of hires to just five per cent. At the same time increasing the amount of people we have been able to recruit by almost 50 per cent, year on year, meeting our company’s growth target. We’ve also found that vacancies are filled much quicker too.
The pitfalls of artificial intelligence have been well documented including its not so positive impact for diversity and inclusion initiatives. At Colliers we have started the journey of addressing this topic, and it is firmly on our C-suite radar. We are conducting annual surveys with our employees on their perception of the workplace and the resulting data will allow us to understand if what we have implemented is having an impact and track sentiment. This will be invaluable in the shaping of our culture and ensuring we create a workplace everyone wants to be part of.
We are just at the beginning of the journey when it comes to technological developments in our industry but the results from what we have already incorporated are making it clear there are plenty of benefits to be reaped and fast.