Change is inevitable, and nothing has changed our lives more than technology. Consider the smartphone, introduced in 1997, is embedded in most people’s lives today. Certainly, tech has changed not only the way we live but also how we work, making our business environments more dynamic and often enabling team members to be more precise and efficient. However, a critical area that remains ripe for transformation is digitization in HR, as tech enhancements enable better solutions for employees, candidates, and companies.
Human Resources departments are leading the charge for digitization in HR as they understand how important leveraging digital tools is, especially when working with candidates and employees in technical occupations. For example, HR pros with little technical knowledge often have trouble communicating with software engineers, because they speak different “languages”. Bridging this divide enables better recruiting and retention of exceptional candidates with vital skills the organization needs to be productive and competitive.
Successful Digitization in Human Resources
We are undergoing another paradigm shift, much as the industrial revolution led to massive manufacturing employment. The digitization of HR and employment, in general, is leading to greater employment in technology, and companies around the world are working hard to stay abreast of the changes.
Successful hiring in this environment is challenging, while the process is more important than ever before. Employee expectations are high and meeting them with smooth processes for hiring and other HR functions are key to attracting and retaining talented professionals.
Screening processes need to change to find the right person for each particular position. In traditional testing, HR professionals can allow their biases to color their decisions, consciously or unconsciously. This can happen when an HR pro makes a judgment based on someone’s tattoo, choice of hair color, or personal body weight; all of these things have no basis in fact as to how they will perform a particular job. Likewise, an HR person might prefer candidates from their hometown or a college they see as “better” than another or instinctively turn down candidates they perceive as threatening to their own position. These types of biases shrink the applicant pool and deny qualified candidates a fair process while denying the organization the best-suited employees.
Catching Up with Digitization in HR
Digitization in HR helps by adapting the latest technology in the hiring and HR processes. Companies around the world of all sizes are using artificial intelligence, chat bots, and digital simulations to predict success in given roles.
This type of hiring process makes candidates more comfortable and creates a strong brand for the company as one that is innovative and on the cutting-edge. Great communication tools that work company-wide are an extension of this process and work to make each employee feel they are part of a cohesive team. This is vital, as statistics show that over 75% of candidates consider a company’s brand before even applying to work with them.
Making the hiring experience more relevant to the work that will be performed leads to greater satisfaction among applicants. To this end, initiatives are springing up around the world. TechHire aims to expand learning options and career opportunities in tech fields for those without college degrees. Skillful is another worthy initiative that encourages skills-based hiring and matching people’s knowledge with opportunities.
Likewise, screening software that tests skills instead of weighing college experience heavily ensures that tech candidates can do the job you need to be done. Compare this to the traditional whiteboard interview process, and you will see the benefits for both employee and candidate. As the digitization of HR becomes mainstream, the partnership of HR professionals with the specific hiring managers will lead to a push toward better talent screening and acquisition tools. This will allow the company to reduce recruiting costs and streamline its processes while accessing a larger and better pool of talent. By using skills assessment testing in hiring, decision-making is more objective and allows a candidate’s skills to speak highly for them, without unintended biases and for maximum corporate success.