Human resources professionals responsible for the recruitment of new talents nowadays face a number of challenges, not only because there are not enough talents with the qualifications needed but also because of issues related to the integration of different generations in organizations.
The demands of this activity can be overcome in several ways, including through the adoption of technological solutions capable of transforming the way these professionals work.
Talent shortage and generational challenges
In an increasingly technological and virtual world where everything is interconnected, organizations need to hire highly specialized profiles to integrate their structures, and in sectors such as information technology, in addition to the scarcity of specialized talent, there are difficulties in attraction and retention of talents due to the enormous competitiveness of the market. On the other hand, we have the reality of integrating different generations into the same work space.
In both cases, we speak of conjunctural situations arising from socioeconomic and cultural issues whose solution must pass through an approach as a society, not forgetting the challenges imposed by automation and all the digital transformation that has occurred in recent years, which already contemplate a new way to work for recruitment.
In this sense, over the next few years, an adjustment will be needed in curriculum plans to better prepare future professionals. At the organizational level, it will also be necessary to understand the best and most effective human resources policies and practices that favour the development of new skills, as well as create work environments for the employees’ well-being.
Technology at the service of recruitment
The history of recruitment will not be written only in this tone of inevitable adaptation of several jobs. In addition to this factor, it will be extremely relevant to look in detail at the specific job of the recruiter, his challenges and the type of solutions available that could revolutionize the way this task is carried out.
Also the digital transformation begins to have a significant weight in the way the recruiter’s job is performed, which has witnessed evolutions never seen before, influenced by the adoption of solutions that allow to manage and to work great amounts of data quickly and with a high degree of success. Today we see solutions that make the entire analysis of the company’s recruitment process, such as the number of candidates, time and average cost of hiring, success rate per interviewer, among other relevant factors. On the other hand, these solutions also make a qualitative and quantitative analysis of employee engagement, which allows a better understanding of the relationship between employees and the organization, so that they can develop the best retention strategies.
Given such current challenges in the context of recruitment as the defense of diversity and the fight against age, racial, gender, or sexual orientation, it will be almost impossible to rule out the possibility of having a technological tool that allows the processing of high volumes of data from the histories of the many candidates and present us the best alternatives, regardless of their characteristics intrinsic to professionalism and to the fulfillment of the objectives outlined.
Thus, the technological evolution is also decisive for the recruiter, who will assume a greater preponderance in defining the identity of the company itself with increasingly better choices and framed with the spirit of the brand itself, transposing the idea that the external brand reflects the culture within the organization.
Opinion article published in Líder – July 18, 2019