Talent Acquisition is the process of ensuring an organization has a continuous supply of highly productive individuals in the right job at the right time. This includes implementing strategies designed to increase workplace productivity and improve processes for attracting, and retaining people with the required skills and competencies to meet current and future business needs. It is the underlying backbone of a quality workforce at a company.
Without efficient talent acquisition processes in place, companies suffer from lower employee productivity, higher turnover, and possible compliance issues. The Talent Acquisition process is also the system that has been termed highly paper-intensive - stemming from a long list of required documents such as applications, offer letters, benefits packages, and much more. Remaining compliant with government regulation is also a common hindrance in eliminating excess paper waste. Dictated by EEO and OFCCP compliance, companies are required to hold important candidate related documents for a certain length of time.
A “Green Approach” enables human resources tasks to be more environmentally-friendly via web-based technology. Finding a way to “green up” will not only reduce environmental degradation, but will also make possible a great deal of profit and brand-enhancing benefits for the company.
In today’s global marketplace, businesses are operating in more international locations, and therefore, a greater emphasis is being made on the effect of business operations on other countries. Greener processes should be utilized when recruiting, onboarding and managing international candidates. For example, to foster employee development, virtual trainings and educational documents can be hosted and routed online - reducing the chance of inflicting environmental damage including excessive paper waste or vehicle emissions used for travel. Governments are also expecting a larger cooperation of international businesses with these green efforts. According to a recent study by SHRM, one of the leading interests in the human resources world lies in the global intelligence and global mind-set. As the nature of doing business changes, human resource roles are expanding and refocusing. Far from simply reacting to major events in the business climate, economy and labor market, HR professionals are asked to proactively participate in how their company’s business operations impact the world, and in this particular case, the global environment. As such, online talent acquisition programs help HR professionals actively participate in the green initiatives the world is calling for. By reducing paper and energy waste and fostering a green talent acquisition process, human resources managers can play a large role in helping to reduce a company’s global carbon footprint.
Additional Benefits: Improved Reporting Capabilities
Utilizing green approaches to talent acquisition often fosters better reporting capabilities. Adopting a web-based system that is inherently green not only enables companies to save countless hours wasted on manual data entry and administrative tasks, but also augments quicker proficiency results. Departmental analyses are more easily accessible allowing HR professionals to visualize the inefficiencies - including resources wasted, processes to improve upon and overall departmental success. Web-based talent acquisition programs streamline all candidate data into a centralized location creating a fully searchable and reportable software for HR professionals to base efficiency-building decisions off of. Expense tracking reports, EEO/OFCCP reports, executive reports on candidate records, and source effectiveness reports can all be accessed through web-based functionality, resulting in increased efficiency.
From paperless processes to more highly searchable data, web-based reporting functions enable a more effective talent acquisition process. According to SHRM, providing hiring decision makers with important information is essential. Automated systems provide users with the ability to rapidly collect and analyze the data needed to make more effective staffing decisions. (Source)