It is true that technology has disrupted the way businesses are done at large, from management to execution: Classic jobs are gone forever, and new ones have emerged with a twist. But the outbreak of the Covid-19 pandemic has almost reinvented the whole wheel and has given technology more power. The recruitment and job hunt industry has been re-established without any doubt, with AR, VR and a plethora of AI-based technologies being used during the process. Interviews themselves have a different flavor nowadays.
A recent article by EHL dives deep into the recruitment process in a digital era and shares insights on the potential of digital technology to make talent management more agile.
Strong corporate culture is indispensable
The Covid-19 situation has accelerated the need for firms to review their management strategy, as people are increasingly working remotely. This might impact the company culture as employees may lose their bonds and connections that the corporate world establishes. Therefore, building a strong and solid company culture is very important to ‘raise a keen sense of belonging to the company and keep the staff motivated and devoted to the firm’. By using people analytics based on digital management, and thereafter better understanding how to ingrain the company’s values and beliefs with staff, it is possible to strengthen the corporate culture. This solution is a good compromise between agility and stability.
Digitalization: an opportunity for better differentiation and integration
Digitalization aims to enhance the customer experience. It means that companies should have processes that guarantee frictionless transactions with their customers that eliminate any form of delay or frustration. Customer-centricity is vital to building up the customer experience, and then the staff come into play. Thus, digitalization can bring a real value-added asset to a company. Agile digital management of staff means using technology whenever relevant at the service of employee-centricity so that staff can become more customer-centric. Digital management contributes to differentiating the company and attracting the best talent by providing a new experience to candidates and an additional valid tool for recruiters. It allows firms to engage with people and strengthen their corporate identity. Indeed, it may enhance working contexts that focus on personalization, recognition, engagement, and an overall compelling experience for the employee. It also allows talent management processes to be more flexible whenever deemed necessary.
Digitalization: a chance for a more diverse talent pool and more inclusive business
Digital management should be an opportunity to better care about diversity, inclusion and adverse impacts. Some candidates may be discarded from the recruitment process simply because they do not have proper access to an online portal or mobile applications. Instead, digitalization should help to reach out to a broader, more diverse talent pool. So, we must first check which talent pool to target and then decide on the extent to which the attraction and selection should be digital. Clients are not necessarily equipped with enough or proper digital tools either. Digital recruitment, yes, but we may also consider that the young generation is not necessarily as tech-savvy as everyone thinks.
Boost your recruitment process with AI and VR technology
Many of the current hiring practices are not valid enough to predict a candidate’s future performance at work. Based on research, the most valid method is to conduct a work simulation. So how to digitize and experience a real test? Virtual reality (VR) technology allows a candidate to dive deep into an experience that may look like a video game due to a combination of digital and headset technologies but is in fact a real test. Thus, VR recruitment, onboarding and training allow for being green-friendly – no need to travel. Additionally, a VR-based selection is helpful to detect hidden capabilities, make candidates learn about themselves and might even make them discover hidden skills that can be transferable to other jobs, functions and sectors. It also provides candidates with a realistic job preview and raises their employability. Since VR enables candidates to experience an accurate immersive work simulation, it allows recruiters to have a method of high validity and increase the talent recruitment experience. Also, AI is enabling recruiters to gain time when screening CVs, or creating a contingent pool of candidates.
Digital management for staff loyalty and job retention
From the company perspective, this VR + AI solution in a digital setting is one way to differentiate themselves and innovate within their management processes. But they should bear in mind that it is not sufficient since firms must also consider the three Cs – culture, collaboration and caching, offering their staff opportunities to grow to avoid costly dysfunctional turnover. Because of these recent times where Covid-19 has kept us so separated, it is crucial to build up stronger company ties. Staff often have transferable competencies that make them employable in several sectors, enabling them to hop from one job to another. Companies must build a stronger sense of belonging, nurtured by a solid corporate culture.
