The Experts: Ian Tyler on Technology as an Enabler

Ian Tyler

Chief Strategy Officer, Talent

Ian has more than 18 years of experience operating across a number of leadership, business growth and management roles with focus on talent acquisition, client engagement, business growth and operational effectiveness. Ian has a particular focus on building and driving talent focused companies where he has designed, led and executed RPO, HRO and MSP programs and been fortunate to have worked for and led multi-national organisations throughout the UK, Australia, Singapore & Hong Kong. He has collaborated with some of the worlds leading businesses on projects & initiatives in relation to people, client development, strategy & business transformation as well as Digital product development & innovation.

Welcome to our video series, The Experts. In the series, we interview staffing and recruitment leaders to hear their perspectives on industry trends, lessons they’ve learned in the careers, and their leadership philosophies.

In this clip, Ian Tyler, Chief Strategy Officer at Talent, discusses how his company is leveraging technology to reshape the contractor experience.



What impact will digital transformation have on recruitment?

Ian Tyler: It’s a huge opportunity, but it’s also really important not to get sucked into too much of the hype. You can get lost in directions that can lead you off into paths of exploration, but we also have to remember that technology is an enabler. It shouldn’t be considered around replacing or doing the job for you, it should be complimentary.

We need to find a way to really adopt and embrace it to create more efficiency and improve productivity, but ultimately maintain that real humanistic involvement between technology in recruitment and technology for the betterment of recruitment, while working really in tandem with what is essentially a very human job.


How can technology improve the candidate experience?

Ian Tyler: We’ve gone quite a way to try to solve that problem for us, not for the industry, but for us. We’re really looking at how we can infuse technology in what we do. We launched a product called Talent Engage, which really looks at a life hub for contingent and contract workers that enables them to feel like they’re part of a community that gives them the opportunity to have benefits and engagement that are not necessarily already available to them when they get deployed within customer organizations when delivering on a project.

It’s really important for us to look at the candidate experience as a customer experience. I’m really thinking about the candidate journey as a customer journey and really embracing technology to enable that. But we’re also making sure that we don’t do things to the candidate and consultant pools that are not necessarily for the purpose of just implementing technology because it’s new and it’s fresh.

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