The demands of the new digital landscape aka Recruitment 4.0, unearthed a new series of challenges that HR professionals must overcome. The internet has enabled a global marketplace for talent and as such even the most experienced recruiters are in a fight to find the best talent to hire.
The recent HCI conference did not disappoint and offered us all a lot of really interesting take aways on where Talent Acquisition is, or may be, heading. Important and timely topics such as employer branding technologies, candidate and employee engagement, and the next horizon for performance analytics were all in focus – as expected.
Clouds are those blurred masses of condensed watery vapor floating in the sky whose gloomy nature often leads to questionings around their true physical state. Are they really tangible? Could we touch what we look up to? And above all, is there a difference between what we imagine seeing and what they truly are?
Here are some lessons for anybody wanting to do digital transformation based on positive experiences:
Differentiate between digital and innovation
Digital teams do sprints, have product owners & scrum masters, use Cloud Computing, AI, continuous deployment, etc. Innovation teams do the same. However very few companies have both and make sure they compete and collaborate at the same time.
It seems that security is still – at best – an afterthought for most start-ups as they go about building their Minimum Viable Product (MVP).
We highlighted it earlier in the context of the Internet of Things, but it is true across the board.
‘We need to get more digital’ is the cry from many a board room. Often followed by the question ‘what does that mean?’
If this is only just happening in your board room, then that cry may well be coming from a fear of being left behind by the competition. Disruption in established markets takes no prisoners. Scale is no defence, and can actually be your greatest enemy unless you leverage the resource availability that scale can offer.
So, the digital battle cry has gone out and what happens next is usually one of two things:
In anything but name, data is today’s most used currency.
In the current business paradigm, structured by big tech firms over a decade ago and replicated since by a number of online platforms, individuals willingly provide their personal information in exchange for a service. Personal data is subsequently repackaged – anonymised or not – and sold to advertisers and marketers.
Anyone who’s trying to recruit tech talent these days will attest that it’s far from being a walk in the park. And by the looks of it, it’s not going to get any easier soon. The demand for tech talent is projected to further increase by a significant 12% in the coming year.
A few years ago I was asked to explain IT modernisation to a main board Director in a couple of minutes. I created a "Killer Slide" (see a previous article) which worked well and has been "borrowed" by lots of people since then.
So I've updated the slide to reflect the digital times we live in and thought I'd throw it out there in case it's of interest and use.
Digital Transformation has brought several changes in our lives, changes in technology, processes, workflow, communication, and even overall services and products. But more changes will come in the near future due to millennials getting active in the workforce environment.