I am delighted to be spending the next month with the Talent Community as this month’s TWIT Editor and sharing what I’m working on as Chief Talent Officer at Abano Healthcare.
Over the next four weeks, I hope to challenge you all to Think Big, Think Practical and Think Again. This is not only the theme of the upcoming TA industry conference but also what I’ve been doing reshaping things here at Abano.
Medical Talent is a niche for me. Abano is the largest Dental Support Organisation in ANZ and I have spent the past few years leading Talent Teams in the Vet/Animal Care space. I have also worked in Radiology and Nuclear Medicine in the past.
I’m a #FanBoy of Talent Tech, Transformation, Analytics, and – my guilty pleasure – The Real Housewives franchise. We all need that guilty pleasure to switch off from our reality! My partner Dan says it’s the only 55 minutes during the week that I’m not glued to my work phone or distracted by its incessant dinging.
It’s been a week of reflection for me. Our executive team gathered in Melbourne on Thursday and Friday for our quarterly board meeting with our private equity sponsors. Two months into this Talent Acquisition transformation journey, I pitched and secured approval to increase spending in TA technology and terminate a 4-year agreement with our ATS provider early, incurring a 70% penalty for the remaining 2.5 years of the agreement. We’re now in our third week of rolling out our new suite of Talent technology, a suite of products that is fit for purpose and will allow us to go big, be practical and review everything we do so that we can achieve our company strategy with the right talent.
So many industry peers talk about being stuck with unfit-for-purpose tech! As Talent professionals, we must advocate for the right talent solutions, whether we are part of a P&C / HR business unit or working in a forward-thinking organisation like Abano, where talent is not just its own division but has a seat at the executive table.
Companies often hesitate to invest in the right talent acquisition technology due to cost concerns, short-term focus, lack of awareness, integration challenges, software change difficulties, and, more importantly, a lack of understanding of what we do as TA professionals. It’s not just about filling positions! By investing in the right talent acquisition technology, companies ultimately impact their ability to attract and retain top talent. Companies will never achieve their strategic and financial goals without the right workforce, so why skimp on the right tools to attract and retain talent?
Tech is revolutionising efficiencies by automating repetitive tasks, enhancing candidate screening, and streamlining the hiring process. AI-driven tools, such as chatbots and automated scheduling systems, significantly reduce time spent on administrative tasks, allowing TA to focus on strategic activities like engaging top talent and building relationships.
Leading into this year’s ATC Conference, I challenge you to reexamine your Technology Suite. Will it allow you to go Big and be Practical in securing the talent your company needs to achieve its strategic goals? I look forward to seeing you at the ATC Conference, I’m taking my team! If you’re serious about your career, it’s the place to be. Although ATC are pretty serious about fun so your synapses and your endorphins will be working overtime! (Told you I was a bit of a medical geek)
Here’s some content that may help you if you’re on a Talent Tech journey of your own…
TA technology advancements are revolutionising candidate experiences, enabling hyper-personalised interactions, and redefining candidate analysis. This article’s four emerging trends highlight how technologies are evolving to address changing methods of identifying, interacting with, assessing, hiring, and onboarding talent.
David Blakers’ article on communicating Customer Experience programs to the C-suite offers key strategies for advocating for TA technology. By presenting clear ROI, aligning the technology with business goals, and using compelling narratives, TA professionals can effectively demonstrate the value of advanced TA tools to leadership teams.
This report highlights six key trends in talent acquisition for 2024, including the increasing role of AI in the recruitment process, the importance of early career hiring, and the shift towards hiring for specific skills rather than credentials.
This article is in a regular read for me! Just like in 2015, Talent leaders in 2024 are faced with heightened scrutiny to prove the business impact of their efforts. Dr. Sullivan’s article challenges to leverage data to demonstrate how our strategies directly contribute to corporate revenue, provide competitive advantages, and improve the quality of hires over time.
A recent Gartner survey indicates that 56% of HR leaders feel their current technology doesn’t meet business needs. Leaders must focus on innovation to deliver business value in a volatile economy. This includes leveraging technology to support priorities, achieving cost savings through optimisation, and driving better talent and business results through transformative technologies.
