Finding the right talent for the right role at speed and scale can be challenging. But when organisations invest in the right technologies, processes can become far simpler and far more impactful. In this exclusive conversation with Dr Bijan Roy of MeritTrac, we dive deeper into the role of technology in winning on talent and reimagine how we can achieve successful hiring outcomes in the new-age talent landscape.

Dr Bijan is an astute professional with more than three decades of experience in Industry and Academics. Currently working as VP and HOD of the Assessment Development Centre for MeritTrac and providing strategic direction towards intellectual capacity building, he is leading the team involved in the Design, Development, and Deployment of assessments; and statistical analysis of post-assessment outcomes, including psychometric indices. 

What are the critical talent trends impacting how we recruit in 2023? 

In 2023, several significant changes will likely impact our talent search and development. A few efforts, including some of the more noteworthy ones, are required for HR strategy to remain relevant in the emerging post-pandemic environment:

• Embracing Remote Work: The epidemic has forced us to transition to remote work, and many businesses are already enjoying the advantages of it. However, organisations must set up the required technology and the infrastructure to accommodate remote teams. In addition, recruiting efforts will need to concentrate on locating and onboarding remote workers.
• Embracing Technology: Tools like chatbots and automated resume screening are becoming more prevalent, and recruitment technologies based on artificial intelligence (AI) and automation are growing in popularity. This will enable businesses to quickly sift through the many job applications and select the most qualified applicants.
• Embracing DEI: As awareness of the importance of DEI in the workplace grows, businesses will be required to implement inclusive hiring practices and will be required to provide support and training for under-represented groups. In addition, businesses should adopt various tactics and strategies to attract and keep such a workforce.
• Embracing Skill-Building: Due to the rapid pace of technological development, businesses must concentrate on ongoing reskilling initiatives to ensure that their talent pool remains future-ready. Companies also need to concentrate on discovering and onboarding people who can pick up new skills and adapt to new technology on the talent acquisition front.
• Embracing Empathy: In the post-pandemic world, everyone has a strong sense of the fragility of life. Therefore, businesses must demonstrate empathy to emphasise the value of mental health and well-being in the workplace. Businesses must set up guidelines and assistance programmes to manage stress, anxiety, and other mental health conditions at the workplace.

When we talk about winning on talent, embracing technology will be a critical factor. So how can digital solutions play a role in addressing the current gaps in recruiting the right talent? 

To close the gaps that are present now in finding the proper personnel, digital solutions are essential. Employing digital technology might enhance recruiting efforts in the following ways: 

• Automated resume screening: By using digital technologies like chatbots or AI-powered resume screening, employers can quickly sift through many applications to find the most suitable candidate based on qualifications, experience, and ability.
• Video interviewing: As remote work has become more common, video interviewing tools are gaining popularity. These tools allow employers to conduct virtual interviews with candidates, accelerating the hiring process and increasing cost-effectiveness.
• Tracking and managing candidates: With digital solutions, employers may efficiently track and manage candidates throughout the hiring process. This includes tools for arranging interviews, sending automated messages, and monitoring applicants' progress.
• Pre-hire assessments: Digital pre-hire assessments can assist businesses in locating applicants who have the necessary expertise, knowledge, and aptitude for a particular position. These assessments, which may involve cognitive, behavioural, and skills-based examinations, can improve the likelihood of discovering the ideal match.
• Social recruiting: Social networking networks like LinkedIn can be used for social recruitment to locate, attract, and interact with potential candidates. Recruiters can use these platforms to create bonds with prospects and remain at the forefront of their minds for available positions in the future.

With MeritTrac being India’s leading pure-play Testing & Assessment provider, what are some of your key offerings that have reimagined recruitment for organisations today? How do you see the role of assessments evolving in the future of work?

MeritTrac offers a variety of solutions that have assisted businesses in reimagining the recruiting process. Several of their main offerings include pre-hire assessments backed by proctoring services, video interviews, candidate tracking, and management.

Assessments will be increasingly crucial to the hiring process in the future of work. They will become more individualised, effective, and precise as technology advances to improve and increase the objectivity of the assessment process. Assessments will be used to assess possibilities for career progression and will be more closely matched with the skills and abilities required for specific jobs. Additionally, as more businesses implement remote working methods, the need for virtual and remote assessments will increase.

As we dive deeper into the role of technology in recruitment, how can solutions offered by MeritTrac empower organisations to implement unbiased recruitment mechanisms? What are some additional benefits of acquiring talent with MeritTrac?

Primarily, the fulcrum of MeritTrac’s offering to its clients is a scientific design of customised assessments considering an organisation's specific needs, such as assessments that measure specific skills or competencies. The holistic design of an assessment in MeritTrac is based on a framework of ABCD (Awareness, Behaviour, Cognition and Domain/Skill). This can measure the incumbent's knowledge and skill during recruitment and the potential to succeed in the new role. It can also significantly indicate to what extent one’s personality and behaviour are aligned with the job role being contemplated for recruitment. Nonetheless, continual statistical analysis of items helps maintain high reliability and validity quotient for all the assessments rendered by MeritTrac.      

MeritTrac's robust assessment-rendering system aids in assuring fair hiring for firms. Using a reliable test engine and deploying a secure browser are the first steps in conducting computer-based evaluations. Furthermore, it provides solutions like remote proctoring, which employs artificial intelligence to keep an eye on test-takers to assure online tests' validity and prevent cheating. Moreover, hiring talent through MeritTrac can increase efficiency gains by accelerating the hiring process, ensuring cost savings by lowering recruitment and onboarding costs, offering a better applicant experience and improving hiring quality. 

As our theme for the Talent Acquisition Conference is ‘Get you’re a-Game On!’, what are some parting words of advice you would like to share with our community on implementing winning talent strategies?

• Think strategically: Develop a long-term talent acquisition plan that aligns with your business's aims and objectives. This will direct your recruitment efforts and assist you in determining the specific skills and competencies your firm requires to succeed.
• Accept technology: Utilize digital tools to increase the efficacy and efficiency of your hiring processes. This can involve software for virtual interviews, automatically reviewing resumes, and monitoring applicants during the hiring process.
• Focus on diversity, equity, and inclusion: Create tactics and plans to draw in and keep a diverse workforce. This might involve making the employment process more inclusive and providing under-represented groups with assistance and training.
• Prioritise the candidate experience: Finding and keeping top talent depends on a positive candidate experience. Ensure that your hiring procedure is organised, effective, and transparent and that candidates are kept updated and involved at all times.
• Monitor and measure: Keep a keen eye on and evaluate the results of your talent acquisition strategy. Utilise data and analytics to spot patterns and trends, then change as necessary to boost your hiring efforts.
• Network and collaborate: To exchange best business practices and gain knowledge, establishing a network of business experts and working with other firms may be quite beneficial.