• Lindi Engelbrecht

Talent Acquisition in the future world of work

Competition for the right talent is fierce. And ‘talent’ no longer means the same as ten years ago; many of the roles, skills and job titles of tomorrow are unknown to us today. How can organisations prepare for a future that few of us can define? How will your talent needs change? How can you attract, keep and motivate the people you need? And what does all this mean for leaders?

Talent Acquisition : The future world of work
The Future belongs to those who prepare for it today - Malcolm X

The world of work is changing rapidly, and technological advances are permeating all aspects of the workplace. Universities are preparing students for jobs that currently do not exist, and for using technologies that have not yet been invented. Several industries are already witnessing acute skill gaps. At the same time, talented workers are becoming increasingly mobile, and their behaviors are changing fast, which makes talent attraction and sourcing increasingly challenging. With talent already the No. 1 priority for CEOs, the strategic role of sourcing is even more significant in driving a company’s success than ever before.


According to Gartner,

  • “By 2020, more than 20 million job seekers will look for automated advice on how to improve their rankings in job-matching algorithms”.

  • “By 2022, nearly 80% of organizational skills will have to be reprioritized or revisited due to digital business transformation.”

Three ways that leaders can get their companies ahead of the talent curve by acting on tomorrow, today.

  • Automation's relationship to top-of funnel hiring

Successful talent sourcing is of strategic importance to companies, and it is the responsibility of expert talent acquisition professionals to step up to this challenge and help companies find the people they need. It is not just about finding them today, it is about engaging them early on, so you can deliver the right people for the right jobs in four or five years’ time. Thanks to significant advancements in artificial intelligence (AI) and machine learning. New technologies and solutions are making it possible to automate previously manual tasks, helping speed up processes and improve hiring outcomes. (Free AI for Recruiting Guide)

As is the nature of the funnel, what happens at the top directly influences the eventual outcome. As a result, the more you automate, the smarter your process becomes. In turn, this saves hundreds, nay, thousands of hours every year, just on talent attraction and sourcing. But the benefits don’t stop there. By empowering your top of funnel activities, you’re likely to see improvements in time to hire and quality of hire as well as candidate experience. Potential applicants will engage more quickly and get the answers their looking for, all while providing you with valuable information to tuck away in your database. With both parties better informed, the hiring process moves ahead and your best candidates go onto interviewing, sliding right into that middle of the funnel.

  • The importance of a strong Employer/Talent Brand

The term “employer brand” has been around for a while, but social media & Technology has radically changed the game.

It’s not enough to think of your company brand or your employer brand, your brand has to be seen from the outside, by the talent: you ultimately want to attract - it’s your #TalentBrand that matters. (Download our free eBook : Employer (Talent) Branding 101)

It clearly matters what people are saying about your brand. It shapes your brand reputation and also makes a difference in attracting talent. If people like what they hear about a brand, they will also be more inclined to work for that brand. Build a powerful employment brand, side by side with your marketing brand. Individuals with high-demand skills have choices, and standing out above the competitors for those skills will not happen without deliberate action. There are countless examples of organisations who have vested large sums of money in creating consumer brands that serve as a platform for their continued growth. Modern recruiters need to think more like marketers, and work closely with marketing to create an integrated branding and communication strategy that attracts talented individuals to their organisations.

  • Candidate Experience & Engagement

Providing a great candidate experience can no longer be seen as a ‘nice to have’ for organizations. Rather, it is a fundamental requirement with far-reaching implications.

Forward-thinking talent acquisition executives and recruiting pros need to think more strategically about how to improve the quality, speed, and effectiveness of engagement across a broader candidate journey, and in turn, an expanded recruiting cycle—from recruitment marketing to hiring to new hire engagement.

These new market dynamics call for a new approach: a shift in focus from managing requisitions to creating remarkable #candidatejourneys. Continuous Candidate

Engagement is a candidate centric recruiting model that encompasses both technology

solutions and strategies to engage candidates at the right time, in the right way, at every

single stage of the expanded candidate journey. The orchestration of those engagement opportunities should be continuous, starting from the moment a candidate is aware of your

employer brand (“first look”) and extending seamlessly into employee engagement once

they are on board (“first day”). In the quest for top talent, a Candidate Engagement strategy creates a sustainable and defensible competitive advantage, establishing your hiring organization as a key growth driver for the company and your brand as a magnet

for talent. (Download our free resource : Candidate Experience & Engagement)


The message for leaders:This isn't a time to sit back and wait for events to unfold. To be prepared for the future you have to understand, embrace & adapt to it.

Act Now - This isn't about some 'far future' of work - change is already happening and accelerating

No regrets and bets - The future isn't a fixed destination. Plan for a dynamic rather than a static future. You'll need to recognise multiple and evolving scenarios. Make 'no regrets' moves and you'll need to make some 'bets' too.

Make a bigger leap - Don't be contained by your starting point. You might need a more radical change than just a small step away from where you are today.

Own the automation debate - Automation and AI will affect every level of the business and it's people. It's too important an issue to leave to IT alone. A depth of understanding and keen insight into the changing technology landscape is of paramount importance.


Become a talent magnet by applying Talent Technology, building a top brand and ensuring a true and reliable candidate experience. In many ways, the future is what we make of it.