Leverage technology to be truly competitive in the battle for talent

The industry has weathered complex labor markets before, and it likely won’t be the last. Businesses gain an edge in the battle for talent and building an employee-centric culture by proactively using today’s technology to automate redundant processes, collect business analytics, reduce workload employees and streamline hiring.

Today’s job market volatility has become synonymous with phrases like “The Big Quit,” and for good reason. According to the Bureau of Labor Statistics, there were a record 9.3 million job openings in April alone.

Companies are under more pressure to attract, hire and retain employees in a market where competition for talent rather than a shortage of qualified candidates is driving the market.

The issue of talent retention crosses all industries today. It’s time to think about how technology could act as a competitive differentiator in the hiring process as the fight for the best candidates intensifies.

Bringing tomorrow’s technology to today’s workforce

Businesses using old, legacy processes and tools won’t appeal to the modern masses. Instead, to be successful in the hiring game, recruiters need to enhance their technology offerings and networking capabilities by including tools for these three areas:

  • Communication –Supporting a modern, well-connected workforce starts with communications systems that offer email, direct messaging, project management, video conferencing, and other features. Employees are more likely to be engaged and satisfied with their work when they feel connected.
  • Coaching –Internal mobility is the answer for companies trying to reduce turnover and increase retention. Employees want innovative and exciting solutions they can use to learn and develop new skills, so companies that offer the ideal combination of innovative technology, specialized training and coaching will stand out.
  • Efficiency –Technology is meant to make life easier, and candidates expect it at work in the form of rapid innovation, automation, and more. Today, more job prospects indicate a preference for technology-driven productivity in the workplace.

Read also : Three misconceptions about generational disparities in IT recruiting

Hire from a global talent pool

Before the pandemic, location was a huge factor in hiring, but remote working has eliminated geographic restrictions, allowing hiring managers to expand their network.

For companies looking to leverage a global talent force, technology that enables virtual interviews for early contact with candidates is a good place to start. Companies also need to be able to guarantee confidential and secure access to a virtual workplace if they want to take that remote working mindset that employees crave to the next level.

With cybercrime on the rise and new trends in remote working, data recovery and built-in safeguards provided by the cloud can ensure that employees can stay connected and productive wherever they are. Finding a platform that enables secure encryption from any desktop or mobile device is especially crucial, as it provides employees with a secure and flexible way to access corporate data while reducing the risk of data breaches, ransomware attacks and IT failures.

AI can streamline the hiring process and reduce bias

While resume reviews and face-to-face interviews are helpful during the hiring process, selecting a final pool of candidates can be time-consuming. How can companies effectively weed out unqualified candidates and connect with qualified candidates so that the hiring team only interacts with them?

The key is to use artificial intelligence and machine learning to speed up the background screening process, while automation moves candidates up or down.

Improve training and integration

The next step for companies is to assimilate top talent into the business once they have hired them. Productivity and retention of new hires can both be improved by a well-structured onboarding process.

A virtual database can more effectively convey role information, such as requirements and skills, and real-time communication tools help new hires feel engaged and onboarded. But in the future, new technological developments can also be used to make the boarding procedure more interactive and interesting.

The use of new technologies does not always imply a replacement strategy. The technology stack should be flexible and scalable. Therefore, organizations should be careful in choosing platforms or partners that can integrate with their current tools and processes while investing in next-gen technology to address some of the top hiring and career concerns. management today.

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Norma A. Roth