In today鈥檚 fast-changing world of work, hiring the right talent has never been more critical鈥攐r complex. HR and talent acquisition leaders are under growing pressure to deliver fast results, navigate rising uncertainty, and keep up with rapidly evolving skills needs in their business.

According to the World Economic Forum鈥檚 , 63% of employers cite skills gaps in the labor market as the primary barrier to business transformation, while 86% expect AI to significantly transform their business over the next five years. The study also reports that talent availability is declining, making it harder for organizations to find the right talent with the right capabilities needed for the future. At the same time, organizations are rethinking their approaches to hiring, embracing AI and moving toward more agile, skills-based strategies to compete for talent in a dynamic and evolving job market. 

That鈥檚 why selecting the right technology partner matters now more than ever. Organizations need a solution that can help them stay ahead of change, drive smarter hiring, and fuel growth and long-term business success. 鈥淭alent acquisition priorities are changing, leading to evolving concentrations and points of entry in an increasingly diversifying vendor space in the market,鈥� says Zachary Chertok, senior research manager, Employee Experience at IDC. 鈥淚ncreased pressures to reduce the time to place qualified talent in roles that fill persistent and evolving skills gaps are leading talent acquisition buyers to rethink their approaches to hiring and the tools that support them.鈥�

麻豆原创 SuccessFactors is proud to be named a Leader in the . 麻豆原创 SuccessFactors solutions can empower organizations of all sizes to address the ever-changing challenges of hiring in today鈥檚 complex, skills-driven world of work.

The report analyzes the expansive talent acquisition ecosystem, evaluating 22 vendors for user experience, native solution capabilities, future development pipelines, and company criteria, including size, scope, geographic reach, and future growth targets. We believe 麻豆原创 SuccessFactors鈥� position as a Leader reflects visionary product strategy, continuous innovation, comprehensive solution functionality, and demonstrated customer value and satisfaction. The IDC MarketScape states, 鈥溌槎乖� SuccessFactors Recruiting is part of the 麻豆原创 SuccessFactors HCM suite and provides AI-enabled tools, resources, and services to support recruiters and talent teams to source and align talent to their best-fit connection points within the organization.鈥� Highlighting 麻豆原创 SuccessFactors鈥� strengths, the report mentions, 鈥溌槎乖� SuccessFactors customers find that the solution provides them with deep insights drawn from across the existing and modeled workforce. 麻豆原创 SuccessFactors鈥� AI and analytical capabilities support clients to tie candidate-centric hiring practices into the evolving and modeled skilling and position needs of the organization.鈥�

Helping companies hire smarter and faster

Hiring today isn鈥檛 just about filling open roles. It鈥檚 about building strong talent pipelines, finding people with the right skills and potential, creating exceptional candidate experiences, and aligning every hire to overall HR and business goals. and offer comprehensive, AI-enabled solutions that can simplify global hiring to help organizations attract, engage, and hire top talent with the right skills needed today and in the future.

The IDC MarketScape notes, 鈥溌槎乖� SuccessFactors Recruiting helps recruiters maintain fluid and flexible organizational talent pipelines that retain and progressively match high-performing talent to where they are best fit within the evolving organization.鈥� The report continues, 鈥淥verall, recruiters and talent acquisition teams find that 麻豆原创 SuccessFactors鈥� recruiting and talent acquisition capabilities are feature rich, support dynamic and evolving compliance and sourcing needs, and support custom and AI-informed workflows and candidate progression.鈥� 麻豆原创 SuccessFactors solutions can enable organizations to accelerate hiring with AI-enabled talent acquisition capabilities, including AI-enhanced job descriptions, AI-assisted applicant screening, AI-recommended interview questions, AI-driven skills-based job recommendations, AI-assisted onboarding and offboarding, AI-assisted writing, and AI-driven interview summarization.

Adopting the right AI-enabled talent acquisition strategy is what puts innovative businesses ahead. , a large and diversified holding company in Brunei turned to 麻豆原创 SuccessFactors solutions to transform HR鈥檚 impact on its business, increasing productivity and efficiency to over 30 subsidiaries across 14 industries. 鈥淲ith 麻豆原创 Business AI technology embedded in 麻豆原创 SuccessFactors solutions, we鈥檝e seen significant benefits such as reducing our overall recruitment time from months to weeks. The AI features have streamlined processes for generating and updating job descriptions and creating competency-based interview questions, making our recruitment process more efficient and standardized,鈥� shares Salehin Basir, human capital development manager at Darussalam Assets. The company has seen significant benefits, such as four-times more efficient hiring processes, a 75% reduction in recruitment time, and deeper insights into important HR metrics that improve data-driven decision-making and reduce bottlenecks.

Powering a skills-based, AI-driven talent strategy

With a talent landscape defined by continuous change, the future of hiring relies on taking a skills-based approach to identifying, securing, and growing the right talent. The reports that 70% of organizations plan to hire for emerging, in-demand skills, while 51% intend to reskill or upskill existing employees to fill growing skills needs. Whether an organization is focused on developing talent from within or bringing in new capabilities to keep their business ahead, 麻豆原创 SuccessFactors solutions can help talent teams stay agile, efficient, and aligned to business needs.

According to trusted HCM Industry Analyst Josh Bersin鈥檚 , talent acquisition leaders state a growing priority to implement skills throughout their talent functions and strategies鈥攆or both hiring and internal mobility. The factbook shares, 鈥淎I plays a key role in deploying skills in a scalable and sustainable way, particularly as in-demand and job-specific skills are constantly changing. It can help match skills to jobs, identify skill adjacencies, pinpoint where talent with specific skills is located, uncover learning opportunities, and more.鈥�

Our latest finds growing workforce confidence around the potential value of AI, with 70% of managers agreeing that using AI technology for skills-based decision-making would be somewhat or very valuable, and an overwhelming majority of employees () feeling positively about skills-based decision-making. The IDC MarketScape highlights how 麻豆原创 SuccessFactors users can quickly see value from implementing skills-based hiring strategies, noting: 鈥淪implified application processes help candidates apply from any device and leverage AI to parse skills from their resumes to match those with the company鈥檚 evolving skills architecture and talent intelligence.鈥�

Bringing these insights to life, is a powerful example of how leading organizations are building skills-based talent strategies ready for the future. Capgemini, a global business and technology partner with 340,000 employees across more than 50 countries turned to 麻豆原创 SuccessFactors solutions when looking for an HR infrastructure that would allow it to attract, retain, and grow market-leading skills. Capgemini built a skills engine to support the moments that matter across the employee lifecycle, including recruitment, onboarding, talent management, compensation and rewards, learning, and succession management. The company is implementing 麻豆原创 SuccessFactors HCM to enable skills-based people management and deliver a highly engaging people experience.

Going beyond talent acquisition, 麻豆原创 SuccessFactors solutions help align hiring to overall HR strategies, with connected, unified ; a single skills foundation; AI-enabled talent intelligence; and advanced, cross-suite capabilities. The IDC MarketScape notes, 鈥溌槎乖� SuccessFactors Recruiting is a natural extension of the 麻豆原创 SuccessFactors environment that gives companies a fully integrated platform for insights-driven, end-to-end candidate and employee lifecycle management.鈥� The assessment further notes, 鈥淭alent acquisition teams can benefit from deep continuous workforce planning insights that guide for and optimize the balance between internal mobility and external hiring for a higher efficacy in talent placement.鈥�

As we look toward the future, organizations that embrace skills-based talent strategies and AI-driven talent acquisition will be best positioned to adapt, grow, and lead in an ever-changing world of work. Learn more about why we were named a Leader in the and discover more about and .

According to findings from over five years of global research conducted by 麻豆原创 SuccessFactors HR research scientists, 88% of employees would feel positively about skills-based people decisions in their organization. Along with employee satisfaction, HR and talent acquisition leaders see many potential benefits of the skills-based approach. For example, a focus on skills can support internal mobility, help realize employee potential, and make recruitment faster, easier, and more transparent.

So, what does 鈥渟kills-based鈥� mean? With a skills-based approach to human resource management, work is organized entirely around skills, from hiring and compensation to workforce planning, reskilling, and upskilling. Decisions are made based on skills and capabilities rather than traditional criteria like education or job experience.

Of course, there鈥檚 no universal blueprint that works for every scenario: there are multiple approaches to prioritizing skills in an organization. How skills-based practices are implemented depends on organizational culture, industry, labor regulations, and many other factors, but a great place to start is with skills-based hiring.

What Is Skills-Based Hiring?

Skills-based hiring is an approach to recruiting new employees based on their skills and ability to perform a job instead of the formal qualifications listed on their resume or curriculum vitae (CV), such as education or previous job titles.

Benefits of Skills-Based Hiring for Talent Acquisition

To understand why skills-based hiring works well for talent acquisition, we must consider the question ? At its core, talent acquisition aims to address not just the current talent needs but also the long-term, strategic workforce plans. It can do so by predicting what skills the organization will require in the future to stay competitive, grow, and scale to future needs. Skills-based hiring can support a future-oriented talent acquisition strategy, thanks to:

• Productivity: People with the right skills for the job can be more effective in their roles.
• Diverse talent pools: A skills-based approach helps find qualified talent that wouldn鈥檛 be found otherwise, expands talent pools, and increases workforce diversity.
• Transparency: Skills-based talent decisions can be more equitable, fair, and legally defensible while also helping candidates get clarity and more agency over their careers.
• Efficiency: Skills-based practices enable faster talent decisions, which, in turn, accelerate the entire recruitment process, reducing time to hire and improving productivity.
• Strategic hiring: A skills-based approach helps organizations understand the skills they will need in the future and hire talent to fill those gaps.
• Approach validation: Skills-based hiring is a great way to demonstrate the value of prioritizing skills鈥攂efore implementing the approach across other HR practices.

Considerations for Adopting Skills-Based Hiring: Exceptions, Misconceptions, and Challenges

Of course, there are still barriers to adopting the skills-based approach to hiring and recruitment. Sometimes, traditional criteria are necessary, such as when hiring for roles that require a specific degree or certification, like lawyers, doctors, and pilots. Candidates鈥� backgrounds and experience can also be crucial. Senior leaders may be chosen in part due to their industry or market experience; public relations leaders may be hired for their network and media contacts.  

There are also many misconceptions about . For instance, some believe that resumes are unsuitable for skills-based hiring because they鈥檙e structured around traditional criteria, such as education and past job titles. In reality, candidates can focus their CVs more on skills, and organizations can use applicant tracking systems and other recruitment software to analyze resumes and screen for the best applicants. In fact, thanks to the use of AI-enabled recruiting tools, skills can even be inferred from experience listed on resumes.

Finally, a widespread concern among talent acquisition leaders is how to make skills-based decisions equitably and efficiently. To do it fairly and thoroughly, they may need to research which skills are relevant for each role, devise custom skill assessments, and prepare job-specific interview questions rooted in the relevant skills. However, the recruitment process also needs to move along quickly, yield good results, and create a smooth candidate experience. So, although , many talent acquisition leaders are still concerned about the efficiency of this approach. Thankfully, this is where technology can make a crucial difference.

Removing Barriers to Skills-Based Hiring

Skills-enabling technologies have long been used in HR practices: online learning systems to help employees develop new skills and complete required training, job architectures that help define roles and the skills needed for them, and skill assessments to help understand the capabilities and skill proficiencies that people have. While some potential barriers to adopting a fully skills-based approach may exist for certain roles, AI can help empower organizations to hire the best talent with the skills needed to succeed. Using and 麻豆原创 SuccessFactors solutions can provide organizations with multiple approaches to adopting skills that may fit their unique workforce and hiring needs.

Using AI to Fuel Your Skills-Based Hiring Approach

The widespread adoption of has opened up new capabilities in talent acquisition software while also optimizing existing functions. For example, with the , talent acquisition teams can leverage AI to help them adopt skills-based hiring practices:

• Skills Framework: The 麻豆原创 SuccessFactors talent intelligence hub offers an AI-enabled skills framework that can allow organizations to consolidate skills data from multiple sources for a comprehensive view of their workforce. AI-driven capabilities within the skills framework can allow organizations to align skills to job roles to better understand and address skills gaps.
• Job descriptions: AI-assisted content generation allows recruiters to quickly create and enhance compelling skills-based job descriptions to attract diverse candidates with the right skill sets.
• Improved candidate experience: When candidates upload their resumes during the application process, AI-driven skills extraction allows them to view, validate, and manage skills on their profiles.

• Job recommendations: Upcoming innovations include the ability for candidates to use AI to help them find the best opportunity for them based on skills extracted from their resume.
• Resume analysis: Using AI-driven skill inference, recruiters can quickly analyze applicants鈥� resumes and compare best-matched candidates based on skills.
• Interview questions: With insights from skills data, AI can recommend relevant skills-based interview questions to ensure interviewers are prepared to fully engage with top candidates.
• Skills evaluations: Using AI-recommended interview questions, interviewers can effectively assess candidates and provide evaluations based on the skills needed for a role.
• Equitable decision-making: AI-assisted applicant screening helps recruiters make bias-free, skills-based hiring decisions quickly and confidently.

AI can be a true catalyst to an organization鈥檚 hiring potential, and many of our customers are already leveraging AI-enabled capabilities. If you鈥檙e curious how works, check out this .

is an excellent way to recruit the talent your organization needs to thrive and stay competitive鈥攖oday and into the future. The right recruitment software can make skills-based hiring intuitive, equitable, and efficient.  

For a deep dive into our skills research, on making skills a reality in your organization and .

At 麻豆原创 SuccessFactors, our have conducted five years of research to understand how skills can be effectively incorporated into HR strategies. After speaking with 278 HR leaders and surveying 9,432 global employees and managers, we鈥檝e identified to integrate skills into your people practices to become a skills-focused organization. Let鈥檚 explore these approaches and the technologies that can support them.

1. Skills-Implied Approach

In a skills-implied approach, organizations use traditional criteria like candidates鈥� or employees鈥� previous job titles, educational background, and past experience to make decisions instead of using skills data. Here, work is centered around job roles, and decisions about hiring and pay are based on job titles and levels. Learning and development is tailored to current roles, and promotions follow standard paths tied to credentials and tenure. Workforce planning tends to focus on short-term headcount needs, with minimal use of skills data for deeper analysis.

This approach is best for roles requiring specific certifications or highly specialized skills that are either externally regulated or require extensive training, such as lawyers, certified public accountants, and pilots.

In terms of tools and technology, job architectures can help clarify roles and align jobs based on the type of work performed. For example, the job profile builder in 麻豆原创 SuccessFactors solutions helps manage job elements such as descriptions, experiences, qualifications, skills, competencies, behaviors, education, and certifications. It can offer a flexible, intuitive way to identify and share job description components across an organization.

2. Skills-Included Approach

In a skills-included approach, work is organized around job roles with an emphasis on a few key technical skills. Hiring focuses mostly on traditional criteria like education but includes some skills assessment as well. Pay is generally based on job title and level, though skills might impact bonuses. Learning and development targets skills that are crucial for current or future roles. While skills are considered in workforce planning and reported in broad terms, they鈥檙e not connected with other data sources for deeper insights.

This works best for roles where required skills remain mostly consistent, but the prioritization and application of those skills evolve over time, as in, for example, sales and people management.

Recruiters can use AI-enabled recruiting tools to consider an applicant鈥檚 technical and professional skills during the hiring process. For example, the solution鈥檚 AI-assisted applicant screening can provide a skills compatibility score, allowing recruiters to view how well an applicant鈥檚 skills match job requirements. Candidate profiles include details on exact skills matches, additional relevant skills, potential skills, and missing skills to help recruiters quickly and effectively screen the best applicants.

Learning management systems can support targeted skill development for current roles. , for example, can offer AI-driven learning recommendations and a dynamic search feature that filters by criteria such as duration, mobile availability, and specific skills. This helps promote continuous learning and can guide employees in developing skills for advanced proficiency levels. Additionally, offer over 1,250 expertly curated learning paths aligned with high-demand skills and competencies. These include areas like AI and generative AI, cybersecurity, data management, leadership, first-time management, and performance and culture. Learners can refine their skills through various methods, including reading, watching, listening, and active practice.

3. Skills-Led Approach

In a skills-led approach, jobs are defined by a mix of technical and professional skills. Hiring looks at a range of skills, along with traditional criteria. Pay is linked to both the skills employees bring to the table and their performance. Learning and development is customized based on skills data and personal interests, helping to create personalized plans and internal mobility opportunities. Workforce planning becomes strategic, focusing on closing gaps between current and needed skills, and skills analytics are used to dive deep into skill levels and how they connect with other data.

This is best for roles where critical skills are specific or uncommon but proficiency can be inferred from adjacent skills, such as in marketing and operations.

Thinking about tools and technology, skills platforms can be useful to support this approach by tracking and analyzing skills across the workforce. The 麻豆原创 SuccessFactors talent intelligence hub, for example, uses an AI-driven framework to integrate skills data from multiple sources, enabling organizations to make data-driven talent decisions. In addition, learning platforms provide development opportunities tailored to individual skills and career goals. For example, offers AI-driven recommendations and peer suggestions for personalized learning. Skills tagging and the search for skills help to foster a habit of curiosity and a culture of continuous learning. Additionally, talent marketplaces like can offer experiential learning opportunities through AI-driven suggestions for mentors, short-term assignments, dynamic teams, and job openings.

4. Skills-Based Approach

In a skills-based approach, jobs do not exist 鈥� instead, work is organized entirely around the skills required to complete it. Hiring is all about evaluating skills instead of sticking to traditional criteria. Pay is tied to the skills employees currently have, with bonuses for skills that will be valuable in the future. Learning and development focuses on preparing for future skill needs, and internal mobility is driven by moving employees where their skills are most needed. Workforce planning is strategic, looking ahead to forecast what skills will be needed, and skills analytics keep track of trends and how skills connect with other business data.

This works for roles that rely more heavily on technical skills, roles that use certain tools or processes that are common across organizations or industries, and roles where skills can be gained outside of an educational setting, like HR, IT, and finance.

Integrated talent management platforms take care of all aspects of skills development and deployment in this approach. With , organizations can use an AI-driven, unified skills model that covers everything from recruiting to learning, performance, and succession planning. The 麻豆原创 SuccessFactors talent intelligence hub helps organizations get a clear view of their workforce by linking individual skills, strengths, and preferences with the right people and experiences across the platform. This can make managing skills throughout the employee lifecycle much easier and more effective.

As organizations work to weave skills into their HR strategies, understanding these four approaches can help them create a skills-based plan that fits their unique needs and goals. Whether you鈥檙e starting with a skills-implied approach for specialized roles or aiming for a skills-based framework for more dynamic functions, the key is to align the strategy with your organization’s specific context and objectives.

By exploring these approaches and using the right tools and technologies, organizations can build people practices that boost efficiency, transparency, and overall success. Finding the right mix and approach for your specific needs is key to unlocking the full potential of skills-based management.

to dive deeper into our skills research. Want to see how focusing on skills can unlock an organization鈥檚 potential? about Erie Insurance鈥檚 journey to becoming a skills-based organization.

By shifting towards a skills-based approach to talent acquisition and development, companies can build a workforce that is not only capable of meeting current demands, but also equipped to navigate future challenges effectively. Here are three strategies for building a dynamic organization with a skills-based approach to talent.

1. Identify and Prioritize Critical Skills

The first step in implementing a skills-based approach is to identify the key skills that are crucial for the organization’s success. This involves analyzing the current and future needs of the business and understanding the skills that are in high demand in the market. By prioritizing these critical skills, organizations can focus their hiring efforts on candidates who possess or have the potential to develop these competencies.

With the 麻豆原创 SuccessFactors talent intelligence hub, organizations can have the power and simplicity of a single skills model from recruiting, onboarding, learning, and development, all the way through to performance and succession.聽It helps to better understand, build, and leverage the skills of workforces. It can connect individual skills, attributes, strengths, and preferences to both people and experiences throughout聽麻豆原创 SuccessFactors solutions.

By creating a comprehensive overview of the skills available within the organization, managers can identify gaps and areas for improvement. This information can inform talent development initiatives, such as training programs or job rotations, to help employees acquire the necessary skills to excel in their roles. For example, within the talent intelligence hub there is a team growth portfolio view, which allows managers to quickly assess skill gaps and search for prioritized skills within their teams.

2. Foster a Culture of Continuous Learning

Building a dynamic organization requires a culture that supports continuous learning and skill development. Organizations can encourage employees to enhance their skills through internal training programs, mentorship opportunities, and access to external resources. By creating a learning environment where employees are motivated to upskill and reskill, organizations can ensure that their workforce remains adaptable and competitive in a rapidly changing market.

AI-enabled learning platforms can deliver personalized and adaptive training programs based on individual skill gaps and career aspirations. with embedded AI can give organizations a wide range of capabilities that help enhance a learner鈥檚 experience with relevant recommendations that are unique to each learner and based on their needs and interests. In addition, has AI-driven recommendations to help match employees with assignments, career opportunities, mentors, and more. This solution considers not only qualifications but also skills, experiences, and preferences, so that organizations can ensure better talent alignment and engagement.

3. Embrace Flexibility and Adaptability

In a skills-based approach to talent management, organizations need to be flexible and adaptable in their recruitment and development practices. This means being open to hiring candidates with transferable skills and potential for growth, rather than focusing solely on specific job titles or qualifications. This can be made possible with technology that supports skills-based hiring.

With , skills can be aligned to job requisitions and skills-based candidate evaluations. This can allow hiring managers to view rankings of candidates and determine the best candidate based on their skill proficiency. In addition, recruiters can leverage generative AI capabilities to help enhance job descriptions, including the proper skills and competences, which helps recruiters hire the best talent for a role. By embracing a more flexible approach to talent acquisition, organizations can build a diverse workforce with a wide range of skills and perspectives, driving innovation and creativity.

A skills-based approach to talent management can help organizations build a dynamic and resilient workforce that is equipped to thrive in today’s fast-paced business environment. By prioritizing critical skills, fostering a culture of continuous learning, and embracing flexibility in recruitment and development practices, organizations can create a competitive advantage through their most valuable asset 鈥� their people.

To learn more about how to build a dynamic organization with a skills-based approach to talent, register for this聽 on Thursday, April 25, at 1:00p.m. EST.

Christina Russo is a global director of Product Marketing at 麻豆原创 SuccessFactors.

Guided by the organization鈥檚 clear , Coles鈥� team of 120,000 employees is dedicated to making a difference in the lives of customers and the local communities it serves.

In fiscal year 2020/21, Coles Group hired nearly 30,000 people to deliver on its business needs. Mike Virgo, head of Talent Acquisition for Coles Group, said this hiring volume was necessary to make sure the company was 鈥減ositioned well to support our customers.鈥�

The business environment, however, dramatically shifted as the public health crisis of the pandemic unfolded, resulting in repeated lockdowns and restrictions. As a neighborhood retailer dependent on in-person interaction to deliver most of its services, Coles found its workforce impacted by the pandemic. Faced with supply chain disruptions, panic buying behaviors by consumers, high employee absenteeism, and increased turnover, Coles urgently needed to step up its volume and pace of hiring to support its customers.

鈥淎round 2020-2021, we started to experience one of the most significant shifts in the employment market we鈥檇 ever seen,鈥� Virgo said in a at . 鈥淚t started to create huge challenges for organizations around the world 鈥� around how we attract, retain, and hire talent.鈥�

Catalyst for Change and a New Way of Working

To meet pressing business demands, Coles doubled its hiring volume from 30,000 to 60,000 people and increased recruitment advertising spend by a factor of three. Its talent acquisition team grew proportionally to manage the increased workload 鈥� but then labored under manual transactional activities that slowed processing times. As a result of the huge strain, variability in the candidate and hiring manager experience became noticeable.

Due to the volume of work, Coles looked for ways to evolve its system to create more speed, efficiency, and scalability. With a list of criteria, Coles began to review technology solutions on the market to find one that could support its vision for a new way of working. 鈥淲e wanted to reimagine how we recruit for our stores,鈥� Virgo said. 鈥淲e needed automation and AI to remove a lot of the manual work in our systems. We wanted to create more consistency and uplift the experiences we were giving our candidates and our hiring managers. And ultimately, [the solution] needed to drive commercial benefit for us.鈥�

As a key requirement, the new solution needed to integrate with . In 2020, as part of an organization-wide digital transformation that introduced 麻豆原创 S/4HANA and 麻豆原创 Ariba solutions, Coles modernized its HR and payroll processing, replacing a patchwork of outdated systems with 麻豆原创 SuccessFactors solutions. It became the first organization in the southern hemisphere to launch all modules of the 麻豆原创 SuccessFactors portfolio in one go. With all HR processes unified on a single platform, Coles benefits from having a single source of truth for people data that is accurate and available in real time for the entire organization.

Two-Way Integration Ensures Single Source of Truth in Data

To help with the project, Coles chose , an 麻豆原创 partner whose AI-powered Intelligent Talent Experience platform provides two-way integration with 麻豆原创 SuccessFactors solutions. Virgo said the two-way integration 鈥渁llows us to have a holistic view of the candidates that progress through the process, no matter whether the team is operating in Phenom or 麻豆原创 SuccessFactors, and it allows 麻豆原创 SuccessFactors to be our single source of truth.鈥�

There are several key benefits of Phenom鈥檚 solution at Coles. One is candidate attraction and engagement, which is achieved primarily through the Coles career site and chatbot. Another is recruiter automation and interview management, which provides automation and process efficiencies from when a job requisition is created in 麻豆原创 SuccessFactors solutions and replicated into Phenom until a hiring manager chooses a candidate for the job. Once a candidate is chosen, the two-way integration enables the HR team to access the data in 麻豆原创 SuccessFactors solutions and complete all compliance aspects, such as working rights, contract generation, and onboarding.

The Coles team gains additional efficiencies in its onboarding programs through the application of robotic process automation (RPA) powered by two bots that work in the background: Ashbotty processes the working rights and Usain Bot processes onboarding and manages pending recruits. 鈥淭hey take a lot of the transactional, manual work that we used to have team members doing. It can do that quickly, accurately, and it can do that 24/7 鈥� which is particularly important for us as a seven-days-a-week business,鈥� Virgo said. 

AI-Powered Experiences for Candidates and Recruiters

Coles reimagined the candidate experience to launch a modern, tech-enabled career site 鈥� which has been chosen as a two-time winner of Australia鈥檚 Best Careers Site. The site includes an AI-powered chatbot to guide candidates as they look for information, search relevant job postings, and submit their applications. It also includes Coles鈥� Expression of Interest, always-on advertising that drives the growth of its talent pool and advances its talent marketing by reducing the need to advertise every role. A Hosted Apply process, facilitated by integrations with Phenom, presents a consistent candidate experience and increases the conversion rate on applications.

Phenom AI Scheduling, a key part of Coles鈥� hiring experience, enables candidates to book themselves an available interview slot and automates the coordination of hiring team calendars. The new solution provides a fully mobile-enabled experience to meet the demands of candidates for an omni-channel, real-time experience where they can learn, read, and apply for jobs where and when they want.

Inundated by nearly 1 million applications each year to review, Coles also took steps to elevate the recruiter experience and increase the speed and accuracy of candidate screening and job matching. It implemented Phenom Fit Score, an AI-powered feature that assesses a candidate鈥檚 suitability for an open role, based on location and optimal travel distances, availability, and working rights; then, assigns a fit score and surfaces the most closely matched candidates to the recruiters. In addition, the new solution empowers in-store managers to collaborate with recruiters to review candidates and make quick hiring decisions with confidence.

Talent Pools Grow with Improvements to Hiring Speed and Efficiency

With the new augmented solution, Coles is experiencing tangible benefits across multiple categories and key metrics for success: time-to-fill is down six days; time-to-hire is down two days, which is impressive considering candidates can book the in-store interview up to two weeks in advance; and advertising spend is down 50%.

Most notably for Coles as a people-centric organization is the development of its talent pool, now numbering 2 million potential candidates. It achieves an 85% application conversion rate on up to 1 million applications per year. Through its to be a safe, inclusive, and diverse workplace, Coles has applied the new solution to provide greater accessibility for more diverse candidates, resulting in an increase of 24% more hiring for people who identify as having a disability. 

Virgo said that the talent acquisition team will continue to evolve its solution and assess more opportunities for AI and automation to bring value to the recruitment process. Although these technologies are not cure-alls for every recruitment scenario, they can save recruiting teams precious time and resources to focus on more high-touch interactions further down the recruiting funnel. In sharing lessons learned, Virgo noted, 鈥淚 think the important call out is the level of automation you can inject in your process will likely diminish as the seniority, complexity, and requirements of your roles increase because they are likely to be more high touch, perhaps need more interpretation or judgment calls from your recruiters to identify who the right talent is for your organization.鈥�

Watch on demand.

The report covers the complex talent acquisition landscape, considering user experience, core applicant tracking system (ATS), candidate relationship management, recruitment marketing, analytics, internal mobility, and onboarding of 20 vendors.

With multiple challenges converging at once, including a growing skills gap, ongoing talent shortage, and rising inflation, leaders are increasingly focused on recruiting the best talent and developing their current workforce. With the macroeconomic disruptions happening globally,聽how can they optimize their current workforce by placing the right people in the right roles? More than 75% of business leaders say the ability to hire and retain talent is most critical to achieving growth, according to the , and only 31% expect talent shortages to ease this year.

At 麻豆原创 SuccessFactors, we have and continue to invest in our to empower our customers to take these challenges head on with a holistic approach to building a sustainable workforce — from recruitment to internal mobility to learning and growth. Our talent acquisition product development is focused on enhancing the candidate experience, providing greater support for recruitment solution users, automating processes, and enhancing core capabilities.

As the IDC MarketScape noted: 鈥�麻豆原创 SuccessFactors continues to add new features and functionality to its platform to provide recruiters, hiring managers, and candidates the best possible experience while improving key metrics such as time to fill and quality of hire.鈥�

Intuitive recruiter dashboards with candidate “select and compare” options, new hire onboarding with embedded listening, and embedded features to reduce implicit bias are all noted as strengths of the 麻豆原创 SuccessFactors solutions for talent acquisition.

Our excitement for being recognized as a Leader by the IDC MarketScape is surpassed only by our passion to see our customers win the war for talent. For example, a financial services group in South Africa, was able to reduce time-to-hire by 25% using 麻豆原创 SuccessFactors solutions. Kammy Sing, the company鈥檚 group head of operations said: 鈥淭he best candidates are often the ones with multiple job offers, and any delays in the hiring process could lead to a missed opportunity. With faster hiring processes we鈥檙e even better placed to find and attract top talent to our organization.鈥�

, an international food and agribusiness, is also using 麻豆原创 SuccessFactors solutions to transform its talent management. President and Group CIO Thiagaraja Manikandan said: 鈥淭o operate at the speed modern business demands and strengthen our position as a leading employer, Olam chose 麻豆原创 SuccessFactors and Qualtrics to reimagine how we equip candidates and employees with the resources, services, and tools to support their work and development.鈥�

The IDC MarketScape recognized 鈥渢he option to integrate 麻豆原创 SuccessFactors Recruiting and 麻豆原创 SuccessFactors Onboarding as part of the 麻豆原创 SuccessFactors HXM suite or to purchase as standalone provides clients with strong flexibility in choice for solutions.鈥�

While talent acquisition remains an important strategy to address talent challenges, the positive results will be short-lived if not combined with an effective growth and development strategy. 麻豆原创 SuccessFactors solutions are designed with flexibility and extensibility in mind, enabling customers to take advantage of the latest innovations faster than ever before. For example, organizations can embed 麻豆原创 Fieldglass software into recruiter dashboards to manage contingent workers and 麻豆原创 SuccessFactors Opportunity Marketplace can help organizations be more agile in how they upskill and utilize skills from their employees to fill gaps quickly.

As we look toward the future, we are focused on continuing to build our whole self model to support organizations in continuing to provide opportunities that are relevant for each individual 鈥� helping them to grow their careers in line with their personal growth. The magic happens when organizations can bring together talent data across the employee life cycle, starting with each candidate, and deliver a consistent, individualized experience for the entire workforce. Combined, this is what will help organizations build a sustainable workforce capable of delivering greater economic sustainability.

To learn more, download a complimentary copy of “” (doc #US48357022, June 2022).

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Amy Wilson is senior vice president of Products and Design for 麻豆原创 SuccessFactors.