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| 1 minute read

Using Talent Technology to enhance meaningful human connections

Recently, AMS launched the first chapter of its new Technology Whitepaper, “Exploding Digital Myths in Talent Acquisition” which focusses on exploring themes and misconceptions of digital technology used by Recruiters and Talent acquisition teams. 

The first chapter argues that “Talent Technology” will never replace the need for recruiters, but that we are increasingly partnering with technology to complement our human skills. Put simply, technology is helping us to do things like provide workflow efficiencies and remove administrative tasks, so that recruiters and TA professionals can focus on more strategic objectives. 

“Technology will be an enabler of recruitment; however, the people element will always remain crucial” 

I wholehearted agree with this sentiment and it has certainly been my experience working on the Public Sector Resourcing (PSR) framework, which is managed by AMS. 

On PSR we have harnessed everything from Chatbots to Advanced Programmatic Advertising campaigns to AI Sourcing Talent pools to list just a few. We also have access to vast amounts of data and reporting generated which we access via advanced business information tools like PowerBi as well as an incredibly useful bespoke rate analysis tool which allows us to actively assess live market trends and help our customers and delivery teams make evidence-based recruitment decisions. 

The new technologies we have gradually been adding to our toolkit have helped us to work smart and make more efficient use of our time. This in turn allows us to spend more time and resources building relationships with clients and candidates, the stuff which only humans can do effectively. It’s our talented Recruiters and Sourcers who can optimise and effectively use the tools available to them. Having a good understanding of recruitment technology will certainly be crucial for recruitment teams moving forward. 

One thing I learned very quickly at the start of my tech recruitment career is that long term success is down to building strong networks and relationships with people and holding on to them. Having an automated technology that can help us to stay in touch and build deeper, more meaningful relationships with candidates and hold on to these relationships for a longer period, and crucially at scale, will be a real game changer. These sorts of solutions are in their infancy but once optimised and harnessed correctly will have the potential to be revolutionary for talent acquisition. 

The whitepaper argues that the impact of technology on recruitment is in its early stages and that the sheer volume of talent technology is accelerating, which as someone involved in the continuous improvement of our recruitment service at AMS is exciting.

One thing I learned very quickly at the start of my tech recruitment career is that long term success is down to building strong networks and relationships with people and holding on to them. Having an automated technology that can help us to stay in touch and build deeper, more meaningful relationships with candidates and hold on to these relationships for a longer period, and crucially at scale, will be a real game changer.

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