As the workforce market grows more and more competitive and digital disruption creates an impact on HR departments, companies are faced with the need for new ways to rise above the fray and attract the best possible candidates. In order to do so, HR leaders are putting their trust in new technologies that are rapidly expanding their foothold in the workplace, faster than ever expected. The reason being, according to recent HROS Future of Work Report (2018), is that 69% of HR leaders are anticipating a substantial impact from AI and automation in HR, and 95% of them are highly optimistic about the impact of data and analytics. However, with the hope and goal to create new opportunities and redefine hiring processes – are we asking the right questions?
THE RISE OF THE CANDIDATE EXPERIENCE
The workforce used to be predominantly, an employers market, where job seekers pursued hiring companies and felt lucky to be offered a position. Now, for the first time in history, we are experiencing a major shift in the balance of power, where applicants are looking for the companied to court them- weighing and comparing multiple offers.
We now live in a world where employees and applicants hold all the cards impacting companies internally and externally. A bad recruiting or onboarding experience, inefficient screening processes or even lack of diversity programs can substantially damage a company’s brand and appeal to applicants, rendering it as an unattractive work place.
When looking to integrate new ways and technologies, HR teams should drop the promises and buzzwords, and ask themselves where their value for the candidates lies. Emerging technologies can strategically leverage HR processes to be one of the most crucial in creating positive awareness for the brand and increase opportunities of branding a company as a great place to work at.
IMPLEMENTATION OPPORTUNITIES THAT MATTER
Implementing advanced screening solutions increases recruiters’ efficiency, helps them contact the right candidates faster, offers the right position to the right candidate and utilizes the company’s database to its best ability. Using automation processes lets employers contact and update candidates in order for them to track their application status along the process or even to inform when they are no longer being considered for the position.
Automation of the on boarding process is one of the most important processes in a company as it ties directly to and impacts business growth. On boarding makes sure you don’t forget to invest in your employees and creates a more personalized work experience. When it comes to employee retention, the onboarding process can begin well before the employee’s first day, and go through his/hers entire first year of employment, if not longer.
MEASURING “MOMENTS THAT MATTER”
When your employees are happy, and candidates are treated well, they are much more likely to refer their friends, create brand awareness, increase working productivity, and overall boost company status- inadvertenly helping it scale faster and reach new heights. While metrics certainly matter and measuring a significant amount of KPI’s can help with building and investing in plans for the future, it is also important to measure “Moments that Matter” to address employees and candidate’s experience.
As companies are accelerating their experimentation of new technologies, and are shifting to implementation, adopting automation, AI, robotics, chat-bots and more, it is important to answer the right questions, whether it brings value and positively impact the company workforce processes.
