Insights from IMPACT 2018: Talent Acquisition in the Digital Age


Posted by Josh Bersin on April 5, 2018.

Eager to build a digital talent acquisition (TA) organization? You should be: Top-performing TA teams are four times as likely as their low-performing counterparts to embed advanced technologies like cognitive tools and AI into their work.

Creating a team of augmented recruiters was the core message of the IMPACT 2018 session “Machine + Recruiter = High Impact: New Priorities for Talent Acquisition in the Digital Age.” Robin Erickson, PhD, Vice President, Talent Acquisition, Engagement & Retention Research Leader, Bersin, Deloitte Consulting LLP, noted that as organizations augment their HR systems and TA processes with cognitive automation and other technologies, there’s great potential to sharpen decision-making and create better learning opportunities and career paths for employees.1 Bersin’s 2018 High-Impact Talent Acquisition Survey found that mature TA functions are six times more likely to engage in data-based decision-making and to leverage predictive data to develop their TA strategy than low-performing organizations.2

Attendees at today’s session discovered other ways high-impact TA organizations are functioning in the digital workplace.3


Source: Bersin, Deloitte Consulting LLP, 2018.

Source: Bersin, Deloitte Consulting LLP, 2018.

Erickson was joined by Brent Amundson, Vice President of Global Talent Acquisition at Dell Inc., who shared the journey that Dell has taken to build a mature TA function, as well as the areas in which the company is still improving.

Erickson and Amundson concluded with three takeaways:

  • Measure, analyze, and self-correct
  • Stay lean and stay close to the business
  • Ruthlessly pursue simplicity and customer experience

Keep up with the conversation! Check back with the Bersin blog for more Insights from IMPACT 2018.

Denise MoultonJosh Bersin, Advisor

Josh founded Bersin & Associates in 2001 to provide research and advisory services focused on corporate learning. He is a frequent speaker at industry events and a popular blogger. Prior to founding Bersin & Associates, Josh spent 25 years in product development, product management, marketing, and sales of e-learning and other enterprise technologies. Josh’s education includes a bachelor of science degree in engineering from Cornell, a master’s of science degree in engineering from Stanford, and an MBA from the Haas School of Business at the University of California, Berkeley.

1 Using Artificial Intelligence to Support HR Functions, Bersin, Deloitte Consulting LLP / Christa Degnan Manning, 2017.
2 High-Impact Talent Acquisition Survey, 2018.
3 (1)Six Key Insights to Put Talent Acquisition at the Center of Business Strategy and Execution, Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, and Denise Moulton, 2018;
(2) The Talent Acquisition Maturity Model, Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, and Denise Moulton, 2018; and
(3) Advancing through the Talent Acquisition Maturity Model, Bersin, Deloitte Consulting LLP / Robin Erickson, PhD, and Denise Moulton, 2018.

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