What changes with new human resources technologies?
The new Human Resources technology has impacted the sector in all companies, especially with regard to selection processes. In this scenario, social networks like LinkedIn have become popular. Additionally, a new company model has introduced fresh human resources functionalities.
These resources are developed in startups, often led by IT professionals who are new to the recruitment market. The objective is to bring recruitment services to companies—or even gain space among the main recruitment and selection organizations in the country.
Such tools have significantly changed selection processes. Continue reading and find out how!
What is HR 4.0, and what are its advantages?
Firstly, we need to understand that this entire transformation in the human resources sector has been called HR 4.0. This is because technological innovations, as well as their results and impacts, originated due to the so-called Fourth Industrial Revolution (or Industry 4.0).
The phenomenon brought, above all, the proposal to unite and reconcile technology with human activities. The same is happening in the HR sector: companies are looking for tools and techniques to optimize the work of their professionals. As it is still “new” and involves many changes, measures and time are needed to adapt.
However, these trends already demonstrate many benefits. Managers gain time and efficiency in their selection processes, as they have screening technologies and other instruments that help with data analysis, for example.
Furthermore, activities such as benefits management, payroll, and even internal communication are favored. Below, you will learn about some tools that provide these advantages.
What are the changes brought about by the new human resources technology?
When it comes to recruitment and selection, practically everything changes. Processes tend to be much more agile and dynamic, with greater chances of successful hiring.
Using sponsored ads targeted according to the desired profile, companies attract professionals compatible with the vacancy available on the institutional website, but without publishing them openly.
To register, professionals fill in their details and take technical skill tests. After that, an algorithm combines candidates and identifies the best candidates for each vacancy. There are also companies specializing in evaluating the compatibility of candidate profiles that cross-reference this information with the requirements that the hiring organization seeks.
Each interview or hiring feeds back into the algorithm to identify the profiles required by each company and, thus, make the choice easier. In this model, the selection process lasts an average of 28 days.
Do you want to know more about new technologies in the human resources sector? So, follow some news that is part of the routine of companies nowadays.
Recruitment and selection applications
We can no longer escape this reality: new technologies have enabled the optimization of work in the HR sector and have ensured more strategic effectiveness in recruitment and selection processes. Thus, using a mobile device, candidates can search for open positions according to their professional profile.
Websites can now offer registration services on intelligent platforms, aligning the skills desired by companies with the candidate's profile. As a result, services that are much more compatible with the open position are ensured.
There is a very strong tendency among companies that hire these applicants to make increasingly segmented and effective selections. This fact is due to the data from the candidates, who are highly qualified and selected by algorithms. This way, it is possible to find those employees who are most aligned with the vacancy profile.
Video recruitment and selection
In addition to bringing the company closer to professionals through platforms, social networks, sponsored ads, and websites, technology, using the internet as a facilitating vehicle, makes it possible for the company to carry out selection processes completely online. This type of procedure is capable of optimizing time and resources.
The entire process is made easier through video interviews, a key trend that has changed how recruitment and selection professionals in the HR sector work. With this technology, it is increasingly easier to reduce distances effectively.
Thus, companies obtain a series of advantages. Among them, we can highlight:
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greater number of candidates that can be evaluated;
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possibility of the participation of people from other regions;
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assessment of skills more calmly, as videos can be recorded and sent later.
All of this makes it easier to compare professionals' skills, which makes the selection process more efficient.
Participation in social networks
Social networks, especially LinkedIn, are changing the way we look for talent. It is possible to search for different skills and competencies, which refines recruitment.
In LinkedIn's premium option, you can fulfill more than 25 criteria, which makes it easier to find specific profiles. This also helps in mapping candidate profiles.
To make such processes viable, you need to create corporate pages for your company. This way, it will be possible to take advantage of the full potential of social networks by publicizing open positions and attracting more qualified candidates.
This relationship with people speeds up the selection process and increases the chances of hiring employees who are in line with the organization's culture and objectives.
Another strategy that can (and should) be explored is the promotion of content so that users create an identification with the company's culture and business. This initiative will make it easier to attract these people when the company has a vacancy open.
With the help of the company's communications department, you can think of videos in which employees reveal their work routines, for example. They would show the mission, vision, values, and positioning of the company in the market in a different way, helping to get closer to the candidate.
Behavioral mapping
New technologies have also brought software capable of carrying out behavioral mapping. In other words, such tools make it possible for the company to analyze candidate behavior and determine whether it is in line with their expectations.
Therefore, it is possible to choose candidates who most align with the job's requirements and the company culture. These are determining factors for successful hiring, as employees who are engaged with the company's culture tend to be more productive and remain with the company for a longer period of time—eessential elements in competitive markets.
With this, the organization can achieve more sustainable development, as it will have the best professionals. As a result, the company will have the chance to be in constant development.
Big data and data analysis
Big Data refers to tools used to store data in a virtual environment. It is capable of storing information about employees, their processes, and candidates who have already participated in a selection process in a more organized and practical way. Such a system also facilitates a series of activities, such as:
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search for relevant information about your professionals;
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find potential candidates for future recruitment;
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evaluate the efficiency of your processes (and so on).
It's worth remembering that there are tools to help you analyze the data.
Virtual reality
Virtual reality technology is new, but it has already been widely used and sought after by companies. Virtual reality can be performed with the use of specific glasses and simulators, for example, by having several applications in a company.
Depending on the position, this feature favors selection processes. Those who require a specific skill can benefit from virtual reality. In training, this is also a valid idea, as it helps to illustrate the knowledge to be passed on and make everything more “tangible, so to speak.
Remote work
Another trend made possible by technology is remote work or a home office. In this model, employees work outside the boundaries of the organization without needing to visit it or visiting it less frequently.
This can bring different benefits, such as reducing costs and hiring workers from other cities or even people with more mobility difficulties. You just need to check the positions that adapt to the trend and understand their particularities.
HR Software Systems!
Finally, we could not fail to mention HR software. There are already several system models aimed at the sector, which include numerous functions. CV screening, job advertising, benefits management, and data analysis are just some of the examples.
Recruitment and selection software allows you to speed up the process and be more efficient in several of its stages. Therefore, it is worth knowing the possibilities of this tool.
Innovations and new technologies emerge every day to facilitate people management within HR, with recruitment and selection being subsectors that can largely benefit from these new technological resources. In addition to those we have already mentioned, People Analytics is one of the most promising tools today, for example.
The use of data provided by the tool can support everything from candidate selection to employee development, depending on the skills needed by the company.