Future-Ready Talent Strategies: Lessons from Canva, Insular Life, and Athena

Published Date: December 5, 2024
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Future-Ready Talent Strategies: Lessons from Canva, Insular Life, and Athena

Discover how AI and innovation are reshaping recruitment strategies. Learn how industry leaders like Canva, Insular Life, and Athena are leveraging technology and employer branding to attract top talent in a competitive market.

The Talent Management Strategy Forum (TMSF), held on September 18, 2024, at Crowne Plaza Manila Galleria, gathered over 500 HR leaders and tech experts to explore how digital transformation is revolutionizing recruitment. A key session titled “Future-Ready Hiring” shed light on the tools and strategies that are reshaping the hiring landscape.

Moderated by Carmela Sais, Vice President for Recruitment at Athena, the panel featured insights from seasoned professionals: Kris Lynne Tinaza, Vice President of Talent Acquisition at MicroSourcing, Alvanson So, Regional People Lead at Canva, and Mike Dijamco, Senior Assistant Vice President and Head of Talent Acquisition at Insular Life (InLife).

The Evolution of Recruitment Tools

The panel began by discussing how recruitment has evolved, with platforms like LinkedIn, job boards, and social media becoming essential. While these tools have made hiring faster and more accessible, they’ve also intensified competition.

A live poll revealed that 63.6% of attendees found sourcing qualified candidates to be their biggest challenge, with 21.2% citing high competition for top talent as their second major concern.

The Power of Employer Branding and Company Culture

Kris Lynne Tinaza from MicroSourcing emphasized that employer branding is deeply intertwined with company culture. She highlighted how showcasing a company’s values and work environment not only attracts potential candidates but also excites them about joining the team. This excitement is crucial in competitive markets, where top talent has an abundance of options.

Mike Dijamco shared the unique challenges of recruiting for niche professions, such as actuaries. With a limited pool of candidates from specialized programs like actuarial science, traditional recruitment methods are often insufficient. He advocated for long-term strategies, including learning and development initiatives, scholarships, and internships, to build a sustainable talent pipeline.

Alvanson So from Canva offered a refreshing take on job descriptions, advising companies to adopt a more casual and inclusive tone. By moving away from formal language, Canva creates job listings that are more relatable and accessible, reflecting their commitment to diversity and inclusion. This approach also helps attract a broader and more diverse talent pool.

Harnessing Social Media and AI

The role of social media in recruitment was a major topic, with platforms like TikTok and LinkedIn being key to shaping employer branding. Employee testimonials and shared experiences can enhance or damage a company’s image, so managing these platforms effectively is crucial.

Panelists also stressed that everyone in a company contributes to recruitment through their online presence. Ensuring that personal social media profiles align with the company’s brand can make recruitment outreach more cohesive and effective.

Technology is also reshaping the hiring process. AI-powered tools like automated calling systems streamline initial interactions, while simulated assessments allow candidates to demonstrate their skills in real-world scenarios. These tools save time and improve response rates, making recruitment more efficient.

Despite the growing role of AI, the human element remains vital. Technology can optimize processes, but it’s the insights gained from these tools—and the ability to interpret them—that drive meaningful, lasting changes in recruitment.

Balancing Innovation with Empathy

A clear theme emerged throughout the session: innovation must be balanced with empathy. While technology can enhance recruitment, building genuine, human connections with candidates remains essential. Recruitment isn’t just about filling roles—it’s about creating positive, lasting relationships with potential employees.

Carmela Sais noted, “We’re focused on making it a wonderful candidate experience. At the end of the day, we’re trying to match the talent with the right job.” Empathy plays a key role in crafting employer branding and recruitment strategies that resonate with candidates’ values and needs. Companies that succeed in this balance will not only attract top talent but also build stronger, more engaged teams.

Preparing for the Future

As the session concluded, panelists discussed how AI will continue to shape recruitment strategies. A poll revealed that while some companies feel moderately prepared to adopt AI, many still need to build their technological capabilities. The consensus was that AI should be viewed as a tool that simplifies processes and improves quality of life, rather than a replacement for human roles.

In wrapping up, the panelists emphasized that future-ready hiring isn’t just about adopting the latest technologies—it’s about integrating these tools with human-centered approaches to create recruitment processes that are innovative yet personal.

As recruitment continues to evolve, organizations that combine AI-driven tools with empathetic, human-centered strategies will be better positioned to attract and retain top talent.

For more in-depth insights on how industry leaders are navigating the evolving talent landscape, download our exclusive State of Talent report launched during the Talent Management Strategy Forum 2024. Discover key trends, strategies, and data-driven insights to stay ahead in talent management.

Stay tuned for more eventsblogs, and long-form content from Sprout!

Fiona Gurtiza

Content Marketing Officer

Fiona Gurtiza leads content production across Sprout’s digital channels, directing content strategy and development. She is also a TEDx speaker, published writer, podcast host, and spoken word poet.

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