Transformation is a funny thing.
Leading up to crisis, business leaders across the world were talking about transformation. Planning for transformation. Ready to invest trillions in transformation. Until transformation was thrust upon us.
It’s unfortunate that we lost control of the timeline, but the upside is, transformation – namely, digital transformation – is happening. Right in front of our eyes. And we’re realizing, as leaders from the NBA, Nextdoor, United Health, and more pointed out in a Bersin webinar, we didn’t need multi-year initiatives to get it done.
Tripti Jha, Global Head of People Solutions at Novartis summed it up well, saying, “We had a two year roll out for Microsoft Teams that was accelerated to two weeks.”
So here we are. Being transformed in ways we did and didn’t plan for, and accomplishing impressive feats in record time.
In HR, things were already digital.
Applicant tracking, learning management, payroll, benefits (the list goes on). The focus at the onset of 2020 was digitizing “the experience.” In other words, designing processes and tools that not only make HR more efficient, but create connective tissue between HR, employees, and potential employees.
While most things that were important at the beginning of the year pale in comparison to a global pandemic, this hasn’t changed. In fact, being forced apart has brought more attention to the experiences and interactions between us.
Learning and development experiences still matter. Hiring experiences still matter. What’s changed is our collective comfort level and reliance on technology to deliver these experiences.
Pre-crisis, digital experiences were on the rise for many reasons. They’re fast, cost-efficient, and give employees direct access to the information they need, eliminating much of HR’s administrative hangover. All good things, and HR teams were eager to move in that direction. But crisis forced everyone into “early adoption.”
Digital experiences are no longer nice to have.
They’re must-haves, as companies fundamentally shift their work environments and people practices in a post-coronavirus world.
Meanwhile, talent acquisition teams are facing the challenge of a lifetime, having to hire in an unemployment market that rivals the Great Depression. As companies build back their workforces, they’ll be flooded with applications, making it impossible to follow a process that was designed for hiring in a low unemployment market.
That’s why companies are modeling a new process – and new strategy – around digital hiring.
Digital hiring is here to stay.
To effectively hire in a future where remote work is the norm, recruiting efforts are lean, and teams are assembled by skill set and compatibility, not physical location, companies need a complete digital hiring process, not a partial one. Just as important is the ability to connect everyone, including candidates, interviewers, and hiring managers in one seamless experience from start to finish.
This is what’s required to get hiring “up to speed” with HR transformation and the strategy that business leaders are building for the future.
Ready to make your move?
Outmatch’s digital hiring solutions remove barriers and make it possible for companies to:
- Keep productivity high, even when the recruiting team’s workload increases.
- Filter and shortlist top talent – especially important as applicants outnumber jobs.
- Identify people who are self-directed, structured, and agile enough to work from home.
- Hire and onboard from anywhere in the world, thanks to a process that can be done 100% virtually.
If this sounds like the direction your business is headed in, we invite to try our digital hiring platform, which includes full access to our online assessment + video interviewing software.