The massive use of the Internet and the smartphone has changed not only everyday life, relationships and buying habits of people.
Companies have also undergone profound changes in their production processes and the digital revolution in HR has changed the relationship between corporations and employees and also the way to recruit and select employees.
However, some processes are quite new and have not yet been absorbed by all organizations, who can see some of these new streams even with a certain distrust.
We then highlight 7 Main information about the subject you need to know. Follow!
Changes provided by the digital revolution in HR
The use of software and technological solutions has brought a number of changes in the work routine of HR.
One of the main transformations was in the approach of the professionals of the area, who began to have a much more work focused on the appreciation of human capital for the purpose of the company.
This means that HR, formerly focused on personal department, began to act with a focus on people management and professional development. As a result, the organization counts on better-prepared employees and achieves higher productivity indexes.
The focus on people management also influences the recruitment and selection processes of people. There is a much more attuned search for profiles that really fit the needs of the company, not only within the skills to exercise the function, but to fit in the organizational culture.
The digital revolution also contributes to this deeper search, crossing data and even allowing external recruiters to help in hiring, making room for ideal people to be localized, diminishing turnover.
Important aspects related to the new human resources
To help you better understand how this new scenario is, we highlight some relevant information about the changes by digitizing processes. They are:
1. Online Interviews
The technological revolution has brought the shortening of distances and allows a candidate who is in another city or even country to participate in a selective process. This is possible thanks to applications such as Skype and Google hangouts, which allow for the realization of distance interviews.
In addition to having a greater range of qualified professionals during the selection, the company saves time and money by using these tools, facilitating also the lives of the candidates who are exempted from the displacement.
2. Targeting candidates
The online selection allows for a larger segmentation of the candidates to the vacancy. It is possible to filter for time of experience or training, thus assembling the ideal profile of professional to occupy the position and thus, to perform a more accurate screening of the people who want to participate in the selection, which promotes greater automation of the Process.
When the provision of services must be made in person, the company needs to worry about the location of the contractor. The distance of the work impacts on the quality of life and reflects on productivity, in addition to the costs of the Organization with the transportation of the employee.
In these cases, it is interesting to use the geolocalization as a screening factor of the candidates, calling for the interview only professionals who live in the same city or have easy access to the site.
4. Home Office
In other cases, the work can be perfectly accomplished at a distance, resulting in gains for both the company and the employee. Technology plays a key role in this direction, enabling the service to be provided in other locations and giving mobility to the worker, helping in the quality of life.
The advantages do not stop there: The company’s HR manages, by means of specific resources, to control the results presented by this employee, to understand whether the goals are being achieved and to propose changes that promote the increase of productivity.
The Home Office work also broadens the choice of companies, who are free to recruit a professional from another locale, but who possess the skills necessary to perform the function with excellence.
5. Need for adaptation
The adaptation to the digital revolution in HR should be carried out in two respects. The first is the update with respect to new tools. The technology is dynamic and offers very fast changes. We know that it is not possible to always hire the latest available version of the software, but it is essential to be informed about the news.
The second aspect refers to HR professionals. These should become accustomed to the automation of processes and follow these changes, putting themselves at the disposal to learn more about the strategic performance of the sector and take this role, tracing plans that improve the selective processes in the companies.
6. Centralizing information
The recruitment process should take into account the needs of the company, the cultural fit and its objectives, so that it is not an isolated action of the corporate strategies. HR needs to centralize this information so that it can make a relevant selection, if possible keeping in mind the gaps in the employee Board identified in performance evaluations.
The digital revolution in human resources gives more clarity on the gaps of skills in a team, which can be worked and what are the needs that a new hire must meet, at the technical and behavioral level.
7. Talent Contest
The technological facilities allow the best talents to be located quickly also by the competition. Just as you have data to locate the ideal professional, this individual can also fit the profile of other organizations.
In order for you to take advantage of a more targeted recruitment as part of the digital revolution, work the employer branding, so being a new employee of your organization will be something attractive and advantageous to the professionals, standing out from the other Offers.
We take into consideration in this post the 7 main information about the digital revolution in HR and its impact, especially in the selection and recruitment processes of talents. These changes tend to leave all the department’s work faster , more accurate and with lower costs.
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