Digital transformation: recruitment and selection challenges

HOW HAS TECHNOLOGY HELPED THE STAGES OF THE SELECTION PROCESS?

The emergence of new technologies has proven to be an ally in the process of selecting candidates, facilitating the work of technicians, and contributing to this entire phase running more efficiently. Recruiters can now count on new tools that allow a faster identification of more and better qualified candidates, also allowing an optimization in the analysis of profiles as well as in the management of interviews and candidate evaluation.

RECRUITMENT TRENDS IN THE AGE OF DIGITAL TRANSFORMATION

The recruitment area has been benefiting from various technological means that make the whole process more efficient, faster, and more accurate. Through specialized platforms, it is now possible to screen CVs in a more automated way. Programs that resort to Artificial Intelligence have also been at the service of human resources in the recruitment area, analyzing large amounts of data and identifying patterns that may be useful in selecting candidates.

Through some programs, it is now also possible to automate other types of tasks such as scheduling interviews, for example, freeing up recruitment and selection technicians for other types of more strategic activities. When we talk about digital transformation, we also talk about methodologies applied to people management, as is the case of People Analytics. This innovative process allows the analysis of human resources data, speeding up decision making in a more precise and informed way about issues related to employees.

Thus, it is possible to identify trends and patterns that help in decision making. The information obtained can help in identifying problems in the daily work of teams and provide important insights about employees and their skills. In addition, data analytics can also help decrease phenomena such as turnover, as it allows the HR department to provide continuous and personalized feedback to employees, increasing their satisfaction and performance in the workplace.

THE DISADVANTAGES OF USING TECHNOLOGY IN RECRUITMENT

While the emergence of new technological tools in recruitment offers many advantages, we can also list some challenges brought about by this digital transformation.

• Loss of human contact in assessing candidates. Some competencies such as personality, character or adaptability may be more difficult to evaluate only with the use of digital tools. It is therefore fundamental that recruiters consider a more individual assessment ensuring that certain skills are not neglected in line with the company's culture.
• Possible exclusion of candidates. Some specialized recruitment platforms may require high levels of technological skills which may lead to the exclusion of certain groups of candidates. It is important to evaluate if for that position we are not excluding people who can be an asset to the company, namely, more senior professionals who often prefer a more personal and direct approach.
• Training needs. Permanent and continuous training is necessary in a constantly evolving digital world. It is crucial that professionals keep up to date with the latest trends and recruitment tools to guarantee maximum use of technological innovations. This constant updating can be quite costly to companies and, although it will bear fruit in the future, it requires an investment of time from teams.

In resume, digital transformation is changing the way companies recruit new employees. Technological tools can be a great advantage for recruiters looking to increase the efficiency of the selection process. Still, remember that there are challenges in the face of new technologies and that continuous training is essential to develop skills and to be able to correctly adapt to the changes brought by an increasingly digital and constantly evolving world.