Building the right talent tech stack for Global Capability Centers

In a world of uncertainty, India’s talent market continues to experience significant growth. Global Capability Centres (GCCs) are successfully navigating the dynamic landscape by embracing new technologies, particularly evident in the recruitment space.

India’s GCCs have acknowledged the benefits of incorporating technology into their hiring processes, with many transitioning towards a more digital and data-driven approach. Notably, 96.5% of recruiters in this market agree that Artificial Intelligence (AI) stands out as one of the best ways to improve recruitment process and eliminate bias.

The transition towards a digitally driven hiring strategy not only conserves time and resources for TA teams, but also streamlines administrative tasks. For instance, the integration of automated chatbots for interview scheduling alleviates the administrative burden on recruiters, enabling them to focus on more critical tasks. Data-led hiring also empowers organisations to source, attract and engage a wider, more diverse pool of candidates globally, leveraging AI-driven skills, intelligence, and mapping.

However, It’s not all smooth sailing!

While it would seem logical to introduce technology into aspects of your recruitment process, it is not as simple as flipping a switch. Many GCCs are recognising that digital transformation poses a significant challenge. 

Amidst the myriad of talent technology solutions and tools available in the market, identifying the right option for your unique business needs can be an intense endeavour – not to mention the subsequent challenges of implementation and optimisation.

Building a strong technology stack is not done by simply picking something off the shelf. What might work for one business may not necessarily work for your unique requirements. 

This is where partnering with an expert Recruitment Process Outsourcing (RPO) provider can be a game-changer. 

Making technology work for you

An expert RPO partner will identify the optimal talent technology stack tailored to your specific business goals, whether it involves streamlining candidate processing, insight-led sourcing, or improving diversity and inclusion. 

RPO organisations regularly trial, evaluate and rank new talent technology solutions, providing deep insight into the talent tech landscape. They also train your talent acquisition teams on utilising the resources if your business decides to integrate them into the organisation.

How AMS simplifies your hiring process through technology

Be it utilising AMS’ own technologies or tapping into our extensive partner network, we present the right solution to enhance the effectiveness and efficiency of your hiring process.

• One such digital solution we offer is AMS Verified. AMS Verified is designed to identify the ideal technology fit from among thousands of available talent technology solutions, optimising your talent technology stack to support your mission of finding the best talent for your business. 
• AMS One optimises the delivery of RPO talent solutions, enhancing quality of hires, accelerating time-to-hire, improving fairness in the hiring process, and increasing satisfaction among hiring managers and candidates.

An AMS success story

The challenge

In 2020, a customer services client partnered with AMS to hire 1,200 junior-mid level specialists annually. By 2023, this forecast was predicted to more than double, reaching over 5,000 hires. AMS took on the responsibility to improve the client’s recruitment processes to effectively manage the significant surge in hiring volume.

The solution

AMS initiated a three-month pilot programme to streamline the candidate screening process. This included implementing a new technology that eliminated the need for recruiters to individually test for language skills and conduct assessments on numerous candidates. 

AMS also supported the in-house recruitment team to expedite interviews, and managed offer processes to lessen the client team’s involvement – resulting in a weekly time savings of 50 hours. 

The results

The partnership achieved significant results:

• Processed over 800 candidates during the three-month pilot program
• Extended 134 job offers.
• Saved 1,667 person-hours through a reduction in client involvement.
• Achieved a submission-offer ratio of 17.5%, a substantial increase from the previous 2%.
• Enhanced candidate quality and improved hiring manager experience.

Read the full case study here.

To find out more about how AMS can develop the right tech strategy to tackle your talent acquisition challenges, get in touch today.