Transforming Recruitment: Towards a Wide Open Future
Posted: Sun Dec 15, 2024 9:11 am
We explain the technological, organizational and approach reasons that are leading to a profound transformation in personnel selection.
Today's companies face the challenge of creating tailored selection processes
New technologies, new approaches and renewed HR departments open up a huge set of possibilities for setting up a selection process
Traditionally, the field of personnel selection had more or less defined processes in which companies, if necessary or deemed appropriate, introduced innovations in some of its phases, preserving the essence of the process.
Today, this is changing considerably. Trends are consolidating that make companies configure their personnel selection processes in a very open way . They use additional tools, take austria email list 860976 contact leads other approaches and reorganize departments. Thus, each company must redefine, even several times in a short period of time, which is the process that best adapts to its organization and the environment in which it operates.
New tools for redefining staff selection
Until recently, selection processes were much more limited , but this was due, among other reasons, to technological reasons. Today, technology is one of the main drivers of flexibility .
For example, online interviews can help filter out candidates, but also help reach more candidates at a lower cost. And not only for the company, but also for the candidates. The development of video techniques makes it possible to maintain a conversation that conveys a lot of information, including non-verbal information, reducing costs. It is even possible to automatically process all this information.
Data analysis has also been greatly strengthened. For example, solutions are being developed that seek the best matches between candidates and companies. These are intended to speed up the process, but also to make it a more pleasant experience for those involved. In addition, technology is a tool in the fight against biases that often lead to good candidates being rejected for having a certain characteristic or lacking it.
In this sense, the development of technological tools is allowing for the development of selection processes that are closely linked to data . For example, it is easier to quickly compare job requirements with candidate characteristics. It is also easier to measure performance indicators of the selection processes as they are configured and to establish future projections.
The possibilities for interaction are also changing. For example, we can use a chatbot to carry out some of the tasks that require contact with candidates. In this way, we can reserve personal contact for the phases that seem appropriate to us, without giving up maintaining agile contact.
New approaches in staff selection
Traditionally, the term “opening a selection process” was used, but today many companies approach this need in a different way. They do not “open” the process, but rather remain in it continuously.
They are constantly on the lookout for changes in the labour market. They are interested in new professions, changes in training, variations in labour costs , etc. And they seek a more gradual adaptation of their workforce, which does not depend on opening processes to meet very specific needs, but on taking advantage of opportunities.
For example, inbound recruiting is influencing a process that starts much earlier and goes much further than the moment of the hiring decision. Therefore, the aim is to have an approach that covers the entire cycle from the proposal of a candidate persona to the retention of talent .
Today's companies face the challenge of creating tailored selection processes
New technologies, new approaches and renewed HR departments open up a huge set of possibilities for setting up a selection process
Traditionally, the field of personnel selection had more or less defined processes in which companies, if necessary or deemed appropriate, introduced innovations in some of its phases, preserving the essence of the process.
Today, this is changing considerably. Trends are consolidating that make companies configure their personnel selection processes in a very open way . They use additional tools, take austria email list 860976 contact leads other approaches and reorganize departments. Thus, each company must redefine, even several times in a short period of time, which is the process that best adapts to its organization and the environment in which it operates.
New tools for redefining staff selection
Until recently, selection processes were much more limited , but this was due, among other reasons, to technological reasons. Today, technology is one of the main drivers of flexibility .
For example, online interviews can help filter out candidates, but also help reach more candidates at a lower cost. And not only for the company, but also for the candidates. The development of video techniques makes it possible to maintain a conversation that conveys a lot of information, including non-verbal information, reducing costs. It is even possible to automatically process all this information.
Data analysis has also been greatly strengthened. For example, solutions are being developed that seek the best matches between candidates and companies. These are intended to speed up the process, but also to make it a more pleasant experience for those involved. In addition, technology is a tool in the fight against biases that often lead to good candidates being rejected for having a certain characteristic or lacking it.
In this sense, the development of technological tools is allowing for the development of selection processes that are closely linked to data . For example, it is easier to quickly compare job requirements with candidate characteristics. It is also easier to measure performance indicators of the selection processes as they are configured and to establish future projections.
The possibilities for interaction are also changing. For example, we can use a chatbot to carry out some of the tasks that require contact with candidates. In this way, we can reserve personal contact for the phases that seem appropriate to us, without giving up maintaining agile contact.
New approaches in staff selection
Traditionally, the term “opening a selection process” was used, but today many companies approach this need in a different way. They do not “open” the process, but rather remain in it continuously.
They are constantly on the lookout for changes in the labour market. They are interested in new professions, changes in training, variations in labour costs , etc. And they seek a more gradual adaptation of their workforce, which does not depend on opening processes to meet very specific needs, but on taking advantage of opportunities.
For example, inbound recruiting is influencing a process that starts much earlier and goes much further than the moment of the hiring decision. Therefore, the aim is to have an approach that covers the entire cycle from the proposal of a candidate persona to the retention of talent .