India ranks highly in its use of online assessment tools, with 53% of Indian talent acquisition (TA) professionals using applicant tracking systems (ATS) and video interviewing each for recruitment, as compared to their global counterparts who are lagging behind at 48% and 46%, respectively, according to a new report by global advisory firm Korn Ferry on talent acquisition and the missed opportunity.
According to the report, globally many TA professionals are not fully utilizing the available tools and technology to engage and assess candidates. While India is leading the way in applicant tracking system usage and video interviewing, many recruiters are still not using mobile recruiting tools that help make the talent acquisition process more efficient for both candidates and TA professionals.
“Young people are searching for positions using their phones and they expect to be able to apply via their smartphones, however 4 out of 5 (81%) Indian TA leaders don’t use mobile recruiting tools. This really is a significant missed opportunity for candidate attraction especially for the younger generation,” said Sue Campbell, managing director, Asia, Korn Ferry Futurestep, the division that conducted this global study.
The India findings also revealed that 19% of talent acquisition teams are working without a strategic plan, while fewer than one in five have a plan that stretches out to five years.
Half (50%) of talent acquisition teams are either unaligned or only partially coordinated with their organization’s objectives. This lack of cohesion is not going unnoticed by talent acquisition leaders. Asked how they would help their teams if they could spend more time with them, more than half of India TA leaders say they would focus on improving their role as a partner to the business.
While the usage of ATS (53%), video interviewing (53%) and online assessment (51%) is slightly higher in India than the global result, even among those who do make use of assessment tools, very few capitalize on them to the full extent. One in five said that they don’t carry that data forward to on-boarding or development.
Finally, the report sheds light on the use of recruitment process outsourcing (RPO) partners. The top two ways, respondents said they work with RPO partners in India, is by sourcing (95%) and screening (72%) candidates. Relatively few organizations use other services that RPOs offer such as employer branding, building talent communities, or creating metrics for reporting and decision making. Only 10% of respondents in India use employer branding services from RPO partners—this is low when compared to global results at 13% and APAC at 16%.
“RPO firms can be particularly valuable in bringing technology and innovation to bear on the recruitment process and enhancing the employer brand, but many organizations are using them strictly as tactical recruiting machines,” added Campbell.
“RPOs can provide quantitative information about the target talent pool, compensation and social channel behaviours, and at the back end, they can produce data on conversion rates, time-to-hire, qualified candidates per hire, and interviews per hire—all of which are helpful in developing a more professional talent acquisition process.”