It’s been said that the only two things that stay the same are death and taxes. But these days, we think one more thing should be added to the list: innovation. Technological advancements are happening faster than ever before, which means we, both as a society and as employees, have to adapt just as quickly.
Nowhere in business is this more relevant than in talent management. These days, there are a number of new tools and solutions popping up that make talent management easier and more efficient. By the same token, however, there are new norms of a modern talent management strategy that have added more complexity. In particular, these patterns can be seen in the recruitment of new employees and the development of current ones.
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Software was created to do one thing: make our lives easier. Companies that are able to automate time-consuming processes are the ones that are able to beat their competition in the 21st century. However, when it comes to talent management, nothing beats a personal touch. You simply can’t replace the handling of employees with automated systems, no matter how convenient it may seem. It doesn’t mean, however, that software and technology have no place in aspects of talent management such as recruitment.
In fact, ever since the global recession, more companies have been investing in software-based scheduling and automation. This is particularly true for hiring. This development is, undoubtedly, linked to the stringent cost-cutting methods which many of these businesses have had to implement in recent years.
If you automate recruiting processes, you eliminate much of the technical and administrative work involved. So there’s no need to manually check references. You can have a software system do it for you. There’s no need to tirelessly read through mountains of resumes to find a few eligible candidates. With the right tools, the data can be evaluated and processed in minutes.
Even the job interview itself is undergoing some major changes. It’s becoming increasingly common for big, busy companies to conduct standardized video interviews. These are automatically scored, according to a set of pre-configured criteria. The data is then passed on to the HR manager, who uses it to make a final decision.
What Happens When Machines Make Choices?
While all of these advantages can be very appealing, it’s important to have a balanced perspective when deciding whether to automate recruiting. There are some downsides and, in order to find solutions for these weak points, we’ve first got to understand the limitations of computer software.
The biggest obstacle relates to the fact that job suitability doesn’t end with academic or career achievements. It’s entirely possible for a less experienced or academically celebrated candidate to be a much better employee than somebody with a flawless record. As all business owners know, sometimes it’s worth compromising for a friendly, passionate and promising personality.
Yet, this is a decision which no amount of software can understand (not yet, at least). So, the truth is that, while automated recruitment processes are valuable, they need to be carefully applied. There are some aspects of hiring which should, perhaps, never be automated or only supported by other scheduled functionalities.
What Are the Best Ways to Automate Recruitment?
The good news is that there are lots of different options for automating parts of the recruitment process. So let’s discuss some common ways to automate recruiting processes:
Screening Job Candidates
For larger businesses, processing job applications can take a lot of time. This means that positions stay vacant for longer and the department or team in question runs at a lower level of efficiency. To speed things up, some companies have started to request video applications.
Candidates are provided with a list of questions which they must answer on video. These recordings are then sent to the talent management manager for review. It’s a helpful strategy because it gives recruiters the chance to eliminate unsuitable applicants before investing any one-on-one time.
Making Interviews Easy
Interview scheduling software is becoming very popular with employers, as it puts candidates in control of their own appointments. All your team has to do is maintain an up-to-date timetable, with the available slots clearly marked.
It’s a great way to save time and automate recruiting because there’s no need to liaise with other departments just to schedule an interview. You don’t have to shuffle existing responsibilities around or interrupt regular routines.
Going Mobile with Recruitment
These days, you can get a mobile app to do pretty much anything, and recruitment is no exception. While many of these tools are still fairly simple, they provide the advantage of not having to be in the office to handle the data.
You can look at resumes, video recordings, candidate credentials, and other details while on the move. As mobile recruiting apps gather all of this information in one easily accessible place, you practically have a portable office in your pocket.
Streamline with TRM Tools
Talent relationship management (TRM) tools are a valuable investment as well, because they can eliminate the need for tedious manual tasks. With the right TRM solutions, you can schedule multiple interviews at the touch of a button.
TRM systems are also great for gathering information about talent-rich locations such as specific colleges and universities. They make it easy to automate recruiting processes and guide you towards smart choices by providing instant access to actionable insights.
What Is the Future of Automated Recruitment?
The danger for businesses is the ever-present temptation to use automated tools as a way to cut costs, while losing the humanity in the process. Complete automation can act as a budgeting resource in some areas, but talent management isn’t one of them. Although parts of it can be automated, it still requires a more human approach. In particular, it requires an abstract thinker at the helm of the process. But, if used in the right way, recruiting software can become a profitable asset.
Workforce development is one of the new talent management norms that have come about in the 21st century. The objective of workforce development is to prepare workers by helping them gain skills and acquire knowledge that they need to succeed in today’s business environment. Why is this so much more important today than in the past? Workforce development ensures that employees have the skills to not only keep up with today’s rapid technology advancements, but thrive in this rapidly changing environment.
Workforce development initiatives encompass delivering targeted training, education and support services meant to help people gain access to employment opportunities and cope with the changing demands of jobs throughout their career. These initiatives help universities, training institutions and governments in anticipating changing demand for skills. The majority of states in the US have well-defined workforce development initiatives which are implemented in partnership with employers, training organizations, local government agencies, and universities.
Why is Workforce Development Important in the 21st Century?
The only thing constant in the 21st century is rapid change. Technology is changing the way people live and work, while business needs are also undergoing frequent changes. Skills that were relevant a few years ago are quickly becoming outdated. As a result, many businesses are finding it difficult to hire employees who have the necessary skillsets. A survey conducted by the Pennsylvania Chamber of Business and Industry found that nearly one-third of the companies they surveyed found it very difficult to hire employees with the right skills.
The very definition of work, jobs, and workplaces have undergone substantial changes compared to just a few years ago. Some of the changes that employees of today have to grapple with are:
More technological innovation has taken place in the last decade than our grandparents experienced in their lifetime. The disruption caused in life and the workplace can be compared to the shift that took place in the mid 1850’s with the dawn of the industrial age. In comparison, today’s technology is even more disruptive.
Changing Nature of Job Requirements
Employees in most white-collar jobs don’t need to “go to work” in this day and age. Many of these jobs have the ability to be completed virtually. Employers in a lot of industries prefer having employees who work from home. Even jobs in healthcare that need a physical presence have undergone a transformation. X-rays can be examined from the other end of the world, while robots can assist surgeons during their surgeries.
People are living longer than in past generations. Today, there are four generations who live and work next to each other. Each generation has unique challenges when it comes to learning. Young employees entering the workforce are learning work-related skills for the first time in their life. A lot of other workers have to unlearn the outdated skills and processes they currently know in order to successfully learn new, relevant skills.
How can Workforce Development Software help a Business?
A skilled employee in the 21st century is a person who has the right technical skills and can apply them in a productive fashion in today’s workplace. For a business to be successful, its employees must have the skills, knowledge, and experience needed to carry out their job duties in an effective manner. Relevance and proficiency are important factors in determining the effectiveness of an employee’s job performance.
In this context, proficiency means how well an employee understands a subject matter or applies a given skill. Relevance means how useful that skill or knowledge is when performing the job. To illustrate this, an employee can have skill, expert-level knowledge, and substantial experience in a particular area. But these assets will have a negligible bearing on the employee’s performance if his area of expertise does not match with their job duties.
Features of Workforce Development Software
A robust workforce development platform helps your HR department deal with a few specific functions, including:
- Managing employee training programs to help increase their knowledge and learn new skills
- Keeping track of organizational opportunities that help employees implement newly learned skills and gain experience
- Evaluating employee performance and identifying areas that need further improvement through training
In conjunction with facilitating these functions, workforce development solutions offer features including:
Helps provide a solid foundation of an employee’s knowledge. The objective is to provide your employees with an opportunity to build their knowledge and concepts of a certain topic area.
Focuses on giving your employees the chance to learn how to apply technical skills which are based on the foundational knowledge learned in the previous stage.
Helps to develop an ability to adapt and apply skills in unfamiliar and changing environments. Your employees get the opportunity to apply the newly learned knowledge and skills in real-world scenarios.
Uses metrics to allow the HR department to assess your employees’ absorption of training material and how they implement newly gained skills. This stage also helps to identify any particular areas that need improvement as a process of continual professional development.