talent acquisition, hiring, recruitment, HR, HCMTalent acquisition has been around for a long time, but is a constantly evolving practice. As organizations rethink their current recruitment strategies and look to align talent acquisition with business outcomes, we identify six areas where organizations are focusing their efforts. These pain points represent a shift towards empowering recruiters with better data and tools to maximize their flexibility and effectiveness:


With a shortage of key skills and increasing competition in a global market, uncovering qualified talent is a daunting challenge. Organizations looking to gain a competitive advantage can no longer afford a reactionary approach to sourcing. As a result, they are reexamining existing methods in order to broaden their reach and improve efficiencies. Innovation in sourcing technology is helping to drive this change.

Background Screening

Background screening is a critical component of any talent acquisition strategy. Without a standard and efficient approach to compiling and authenticating candidate information, organizations will lose quality talent and become vulnerable to risk and compliance issues. In today’s highly competitive market, HR leaders need to think more strategically about background screening- particularly around their technology investments.

Recruitment Process Outsourcing

RPO helps companies create greater efficiencies, reduce costs and improve processes during both a strong and weak economy. Historically viewed as a tactical, administrative service, RPO has evolved into a more strategic endeavor –responsible for igniting organizational change and driving business outcomes. This study will look at the maturity of RPO into a transformational business initiative.

Mobile Talent Acquisition

The “consumerization” of enterprise mobility is redefining today’s workforce. Employees that have grown accustomed to a simple, modern user experience in personal consumer applications now expect the same of business and talent management applications. Recruiting is no exception. Although mobility is omnipresent, enterprises should ask themselves how mobile talent acquisition solutions are, and should be, used in their organization.

Video in Talent Acquisition

Cutting costs, improving efficiencies and standardizing processes are just a few of the reasons that organizations are embracing video interviewing tools. When it comes to innovation in talent acquisition, video is unquestionably part of the discussion.

The Role of Learning in Onboarding

Organizations that extend the onboarding program are integrating onboarding with learning and development functions. Traditionally, organizations have focused on the integration of onboarding with recruiting functions to easily pre-populate new hire forms and facilitate the hand-off between pre-hire and post-hire stages. Integrating onboarding with learning can improve productivity and engagement.

There is one prevailing theme throughout all of these individual elements; overall, while the strategies and tools might have changed, talent acquisition’s main goal still remains the same: drive business outcomes with proactive, strategic recruiting. Were you not expecting that answer? See why the best companies don’t wait for an opening to hire top talent by reading “Talent Acquisition: Reverse the Regressive Curve.”