Why HR Need to Pay More Attention to Digital Labour Recruitment

January 16, 20201:52 pm574 views
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While talents keep themselves updated with digital advancement to boost their personal brand, businesses through their HR department does not want to lose the moment of the developing tech trends. According to Volini et al. research, HR is now being asked to help lead the digital transformation sweeping organisations worldwide. That said, HR should embrace the future by focusing on optimising engagement and career growth while integrating employee experience platform using digital apps to make sure candidates get their best recruitment experience. 

Why recruitment experience? 

According to Rebecca Skillback in an interview, candidate experience is key to attraction story. Companies that have a positive recruitment experience are more than twice as likely to get greater talent pools. The trends in shaping this experience, however, do not only rely on personal touch but also should be done through a mix of technology. 

In the case of good recruitment experience, AI, machine learning, and mobile-optimised technology are key to deliver a seamless candidate experience. While AI can help reduce bias in job ads and encourage more diverse applicants, mobile optimisation can provide an engaging experience, allowing an employer to deliver agile recruitment process. 

See also: Skill vs. Talent: Why You Should Change Your Focus of Recruitment

Vishwesh Padmanabhan also agreed that optimising and focusing on digital labour recruitment such as using augmentation and automation technology can help HR focus more on tapping the right talents. The most used recruitment technology is co-bots like Allie, Padmanabhan added, a robot that can work alongside with human and can provide information for candidates 24/7, allowing candidates to get in-depth information anytime and anywhere they need. Such that help increase candidate experience for the better. 

Rewriting the rules 

HR should also start to change their rules of working in order to attain better. Volini cited that HR departments might be able to keep the pace and become savvier by upskilling their ability to be an HR tech expert. Nevertheless, while doing that, HR is also pressured to rewrite rules by redesigning talent practices, from recruiting to leadership to performance management. 

As an example, in the traditional old rules, HR was required to focus on the process of designing and harmonising workplace culture. Meanwhile, the new rules in the digital era, HR departments should focus not only on optimising workplace culture but also on employee productivity, engagement, teamwork, and career growth. Since human capital is a key booster to company productivity, HR is required not only to focus on the workplace, workplace, and workplace, but they are also required to put more focus on employees, employees, and employees

Therefore, the new rules HR should apply are as follows: 

  • Focus more on optimising employee productivity, engagement, teamwork, and career growth;
  • Build innovative, company-specific programs, that align with both employees and the company’s goals;
  • Leverage AI, chat, apps, and other advanced technology to scale and empower employees 
  • Target employee segments, personae, and specific groups as well as providing employees with journey maps relevant to their jobs and careers; 
  • Focus on enablement to help people get work done in a more effective and productive way; and
  • Build an integrated employee experience platform using digital apps, case management, AI, and bots to support ongoing employee needs. 

Read also: Inclusive Recruitment: Practice HR Leaders Should Do