As we pilot through digitization, artificial intelligence has become an inevitable reality across various domains and industries, such as human resources and recruitment. Blending tech and talent acquisition can change how companies and hiring managers seek the best-in-class talent and set the bar high for strategic hiring.

The current generation of candidates doesn't just make a switch to any company. Instead, they look for companies with a purpose that aligns with their values and offers them opportunities for growth. I believe getting the attention of this talent requires companies to have a modern approach to hiring. However, as CEO of a company that provides recruitment technology solutions, I've observed that this isn't always easy to do. Here are a few challenges talent acquisition managers shared with me at a recent conference when it comes to hiring:

1. Migrating candidate data from one CRM to another: When companies swap to a new customer relationship management system, HR managers might lose legacy candidate data in the process. They often must export all the data from their system and manually map it to the new platform's fields. This can take time and risk losing potential candidate data if the old data doesn't map with the new CRM.

2.Updating candidate information: There's no doubt that candidate data is an important asset for an organization. Updating that candidate data is equally important. A database of potential candidates can get old in a system if the profile, skills acquired over a period, contact details, latest company, etc. aren't updated. Without making these updates, a company could end up losing potential candidates, as it's unaware of someone's additional skills and certifications gained.

3. Not finding candidates according to the required job profile: It can be challenging for talent acquisition managers to match candidates to HR manager roles because there are many job titles for the same position. This can get even trickier with the fast-changing technical skills. Getting the job title right is crucial for recruiting the right people.

4. Inability to build a team that’s both skilled and diverse: This one's not new but is still prevalent in companies, regardless of the size. Only 1.6% of the Fortune 500 companies have a CEO who is Black, according to Fortune. Another startling fact is that only 16% of executive team leaders belong to historically underrepresented groups, research by McKinsey found. I believe a major cause of the problem is at the recruitment level.

5. Manually uploading a single resume to a browser: It can be a lengthy process for hiring managers to manually transfer or upload a single resume to a browser for viewing or processing. If they miss uploading a few resumes or make a mistake that causes an inaccuracy, again, the company could miss out on potential candidates.

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