Digitalisation: what is it, and what does it mean for talent acquisition?

One of the biggest challenges facing people leaders in today’s organisations is digitalisation. Digitalisation is a tectonic shift in the way TA functions. It’s changing everything, from the way we hire and develop through to how we raise performance.

In fact, a 2018 survey revealed that digitalisation was the number one priority for CHROs. Two years later, and we’ve witnessed a global pandemic – the biggest digital accelerant of the decade. 97% have reported that COVID-19 has sped up digital transformation.


Digital technologies fall into four broad categories (often referred to as SMAC):


Social media platforms such as Twitter, Facebook, Instagram and Snapchat have provided businesses with new ways to reach, interact with, target and acquire top talent.

From a broader talent angle, social technologies include platforms like Slack and Microsoft Teams that foster intrapersonal communication.


Mobile technologies have changed the way people communicate and work. Making your careers site and application process available on mobile means you can capture talent anywhere, not just when they’re at their laptop.

But that’s really just the beginning. Think about how you could be integrating mobile tech into your entire talent lifecycle.


A truly digital TA function will utilise people analytics and insights to continually improve their attraction, selection, onboarding and retention strategies.

Harnessing this data not only gives you far more accurate performance measures but can also help you to identify areas of bias in the employee experience that you can then work to remove.


The cloud-based delivery of software and apps can help to integrate the many talent acquisition and talent management systems organisations use.

Beyond payroll data calculations and data management, the Cloud could help to track the progress of applications, fine-tune performance appraisals, create error-free reports, and locate the most relevant resumes.


Knowing the kinds of digital technologies that are available to people leaders is only step 1. When we apply our diagnostic methodology to talent acquisition functions, we look at 4 critical success factors. These are:


To what extent do you use technology to streamline administrative work?

Other factors to consider are:

  • Are your TA technologies seamlessly integrated with the wider HR technologies?
  • Is your ATS configured correctly?
  • Could more of your processes be automated?
  • How compliant are the team to documented processes?


To what extent do you use technology to innovate your TA practices?

Other factors to consider are:

  • Is your tech stack capable of supporting a digital strategy for TA?
  • Is the selection process linked to scientific testing and predictive analytics?
  • Does the business currently use AI / how could the business adopt AI principles?
  • Have you got an innovation roadmap for TA?


To what extent do you use technology to access analytics and insights?

Other factors to consider are:

  • How is TA productivity assessed and measured?
  • Are your TA systems capable of providing meaningful TA insights?
  • How dependable are your TA reports/ dashboards?
  • What intelligence do you gather from the market or competitors to improve TA performance?
  • What D&I reporting do you have in place?


To what extent do you use technology to create and foster connections?

Other factors to consider are:

  • How well do you use technology to facilitate interpersonal conversation?
  • How well does your employer brand communicate your EVP across the SMAC technologies.
  • How well does your employer brand communicate your EVP to engage your employees using SMAC technologies?

It is our firm belief that you cannot recruit tomorrow’s talent with yesterday’s technology. If you want to talk to the Caraffi experts about your digital TA strategy then get in touch, or sign up for one of our free 2-hour workshops.

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