How to embrace digital transformation and transform the employee lifecycle


The war for talent is raging more fiercely than ever, according to a recent Deloitte insights report. To win requires more than execution; it demands reinvention—not just of the talent acquisition process, but of the talent acquisition mindset.

Datacom's Avi de Silva specialises in Dynamics 365 for Talent. In the first of a three-part series, he reveals why talent organisations should consider how their recruitment, onboarding and HR processes affects their brand, and their employees throughout their journey from 'hire to retire'.

Attract and hire graphic

Companies are operating in an age where entire industries and business models are being disrupted, and often the only differentiating factor between them and their competition is the strength and retention rate of their top talent. 58 per cent of HR leaders indicated that they were finding it difficult to acquire enough talent to sustain business as usual (BAU) activities. The challenge doesn’t stop there – 71 per cent of recruiting organisations are now recruiting for more specialised roles than they did five years ago, with median times-to-fill now rising to 72 days.

Let’s look at how we can tap into the world’s most comprehensive source of talent, and how a new approach for talent acquisition can help you attract top talent and boost your offer acceptance rate.

Attracting top talent is no longer a matter of simply posting a job advertisement and waiting for them to apply. Companies need to invest heavily in developing their employer brands, because at the end of the day you don’t just pick top talent. Talent picks you.

LinkedIn snapshot

LinkedIn is a great place to start. With over 560 million members, LinkedIn is now the world’s biggest source of professional talent. Your company page gives you the ability to engage with candidates in every stage of the candidate journey, allowing them to learn more about your organisation and to start imagining what it would be like to work there. Make sure your posts are on-brand with your company’s mission statement and goals. Candidates will be quick to notice a disparity between the two as they research your organisation.

Expedia LinkedIn

Take the Expedia Group for example (400,000 followers). It starts off with a fun and attention-grabbing banner, and then immediately launches into blog posts about their brand and company culture, and even guides for interviews. The page actively shares posts from their employees about how fun it is to work there.

Why go through all this effort?

Your followers are one of your best resources for recruitment.

LinkedIn followers

Once you’ve built a great company page, encourage your employees to post about how great it is to work at your organisation. People are 3x more likely to trust employees over CEOs when it comes to posting about their company’s work environment. Coincidentally, companies with socially engaged employees are 58 per cent more likely to attract top talent, and 20 per cent more likely to retain it. In short, if your work environment has your employees raving – you’ll have an easier time attracting quality applicants.


In the war for talent, it’s imperative that your HR teams become more than just a hiring service. They need to be ambassadors for your company’s HR brand, and work with your managers and senior execs to ensure that the experience of your employees is consistent across the board. Now that you’ve created a way for talent to familiarise themselves with your company, it’s time to arm your HR teams with the technology they need to deliver a best-in-class hiring experience. This will ensure employees stay engaged and feel valued through their hiring journey.

Leveraging a competent Human Resource Information System (HRIS) solution will boost collaboration to transform your hiring processes. In a recent Deloitte survey, over 83 per cent of respondents expected their use of technology in the sourcing, screening and application stages of the hiring process to increase.

In the following section will outline how a competent HRIS solution can add value to your hiring process.


Attract and explore


Job descriptions need to go beyond standard roles and responsibilities. It needs to give candidates an idea of how their work is going to fit in with your company’s mission and strategic direction. Recruiting for a technical role? Outline some of your most challenging projects and get your applicants excited to sink their teeth into it. Make sure you get to know your talent by using published market research and review competitors’ job postings to understand what benefits they might be looking for; and what you might not be offering.

A competent HR system should enable a collaborative job posting process, utilise workflows to automate and accelerate the approval to hire process.  

AI can now be used to assist HR team members to write less biased job descriptions and intelligently screen your applicants’ profiles to recommend the best fit for your requirements. Keep engaging with your candidates through the use of automated emails informing them if they have progressed through to the next stage. The last thing you want is for a competitor to steal a candidate from under your nose simply because they didn’t hear back from you sooner.


The increase in job complexity and specialisation highlights the need for a more collaborative hiring process. Make it easy for your recruiters, hiring managers and interviewers to submit feedback on applicants as they progress through their application. Your HRIS software should allow you to see all the applicants’ relevant data in one centralised location. This in turn will let your hiring teams connect better with applicants and reduce superfluous questioning as all this information will now be in a centralised location.


Assessments during the application process are now commonplace. Make it easy for your candidates to access the assessments, whether a psychometric or a simple pre-screening questionnaire. Once the applicants have carried out their assessments, the key is to have the results available in one place so that your interview team can easily refer to this information when needed.


It’s essential to build a more candidate-centric interview process. Start off by requesting the candidate’s availability and put them in control of the process. Make it easy for your HR teams to notify hiring managers and other interviewers when candidates have booked their interviews. Most modern HRIS solutions will be able to integrate with your Outlook in order to streamline this process.  


Once you’ve selected your top applicant, make sure you get an offer letter in front of them as soon as possible. Automate this process by using a templatised approach in order to reduce the workload of your HR team. Your HR solution should be able to leverage technologies like DocuSign and Adobe Sign to enable applicants to easily accept and sign offers (this also has an added environmental benefit). Store your completed documentation in the cloud so you can access it quicker. This also reduces chances of someone seeing confidential information because you took too long to get to the printer.

How many systems should you need to integrate to make all of this work?


The key to enabling accuracy and transparency in this process is to have all your HR information in one place. The more systems to use to manage the hiring process, the more difficult it becomes to have a single view of your applicant data. It’s imperative to partner with a platform that is constantly evolving and will continue to add value to your HR business processes well into the future.

Connect with Avi on LinkedIn to learn more.



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