Technological tools make it possible to optimize search strategies to face the current shortage of talent and hire more easily.
The evolution that the employee selection and hiring processes have undergone lately suppose a more complex task for those who have this responsibility within the organizations. The shortage of talent -a sign of these times- and the constant changes represent a challenge that becomes very difficult to face if you do not have the necessary tools. In this way, technology came to play a fundamental role in facilitating and improving this task.
There are several aspects in which an appropriate technological solution can be of significant help. For example, in attracting potential candidates. For various reasons, on many occasions the best talent is not part of the list of applicants for a position. It is then that you have to go out and look for it in a more active way, and in that mission the different options offered by technology can play a very useful role: from the possibility of being online with external recruitment agencies, to the activation of co-optation applications gamified to promote the interest of the employees themselves in recommending professionals from their network.
A good solution should also optimize the candidate experience, a point that is becoming increasingly important in the world of work. In some cases, there are even built-in onboarding tools, in addition to streamlining the handling of requests and efficiency in orientation and responses through the use of virtual assistants.
Data-driven recruitment was surely a distant goal a few years ago, but today it is a perfectly viable alternative, as well as a recommendable one. The use of analytics makes it possible to optimize the selection of candidates: based on talent matching algorithms, the technology will facilitate finding the most suitable and qualified candidates, thus leading to better decision-making.
Artificial intelligence, for its part, has gained significant relevance in Human Resources teams when it comes to detecting the required skills, which has a positive impact on the organization’s productivity. At the same time, the fact of automating part of the hiring process allows the members of the department to focus on tasks with greater added value, such as interviews and the analysis of personal skills.
Finally, it must be taken into account that each applicant deserves personalized treatment at the different stages of their incorporation into the company. Although it is a strategic factor in terms of Employer Branding, it is not easy to execute if you do not have an adequate technological tool. What should this tool provide? The possibility of preparing a precise profile of each candidate, integrating their skills and qualifications, as well as their aspirations. The goal is always to identify the best talent for each vacancy.
Director of the HCM business unitCegid in Latin America
Source: Ambito
David William is a talented author who has made a name for himself in the world of writing. He is a professional author who writes on a wide range of topics, from general interest to opinion news. David is currently working as a writer at 24 hours worlds where he brings his unique perspective and in-depth research to his articles, making them both informative and engaging.
