Only a month and a little of 2023 has passed, but at this point we can already anticipate that it is going to be a year of transformation. Yes, another one. In addition to the technological transformation in which we are immersed, there are a series of changes in form and substance that for nosotr@s, Human Resources professionals, will mean constant updating and a leap forward. That’s why today we want to share with you 5 Must-haves that you should take into account when designing your selection processes in 2023:
- Agility and Candidate Experience – Because time waits for no one.
Agility has always been a necessity in the world of selection and recruitment. But don’t you get the feeling that in the last five years the speed and demand for immediacy has multiplied exponentially? If you feel it, it’s because it’s real. Times have been shortened and not necessarily due to a lack of planning as we sometimes tend to think. On the contrary, despite great recruitment strategies and workforce forecasts, the economic, political, social and cultural ups and downs that we have witnessed have generated a situation of constant change. In a much more turbulent day-to-day life, the ability of Human Resources professionals is measured in the ability to stay aligned with a global strategy while being able to solve and even foresee possible eventualities in the short term.
But what can we do? It is not enough for us just to be fast and have contingency plans (that is already a basic). We must “change the chip” and start thinking about agile. Each line, each process, each position, each quarter must be interpreted as a project in which there are a series of interdependent milestones that we must meet. And for each milestone there are a series of threats that we have to have on the horizon. It is not an easy change, but it is the firmest path that takes us from a linearity that no longer exists to a multipolar and fluid reality in which the center is the two-way communication that is established between candidates and our organization.
- Headhunting – It’s not a question of quantity, but of quality.
In a market with a high level of turnover and a clear shortage of qualified talent, sourcing external talent in the traditional way is unlikely to be the right strategy. It is time to conceive any search for specialized talent as a tailor-made, almost personalized search, in which we must invest more time initially to define the search criteria in depth.
The effectiveness of job portals has been reduced in recent years, so if we are looking to fill positions with a markedly strategic nature, we must develop an ad hoc strategy in which we select recruitment sources one by one based on the target audience, professional level and cost. These three variables must be balanced and run in parallel to a direct search, either by the organization itself that carries it out or outsourced through a provider with proven experience. Perhaps, a headhunting expert like Psicotec may be the option you need.
- Employer Branding – Breaking down the barriers between HR and Communication.
Considering that time is money and that talent is scarce, our organization must implement a series of actions that constantly position our organization in the minds of the candidates of the future. The areas of Communication and Human Resources must collaborate more closely than ever, since both share a common objective: to transmit an image of the company as a reliable, desirable and promising place.
This objective is not only reflected in a strategy of insertions in the media or on the website, but also includes any action that can be interpreted as an interaction with the market. From a phone call to the push notifications in our apps, these are great opportunities to convey our values and our commitment to talent, work-life balance and sustainability. If a talent needs forecast does not take into account the planned Employer Branding actions, it will surely not be fully adjusted to the reality of the organization and the market.
- AI & HR Analytics – The useful data, not the data for the sake of the data.
Technology is here to stay and, beyond the latest innovations, what really matters is how we can make them useful tools for our day-to-day lives.
L@s Human Resources professionals we know that a series of KPIs, ratios and quantifiable results are increasingly expected to nosotr@s. This is where digital tools can already contribute the most. Without losing sight of chatbots, selection through algorithms, digital fingerprinting, etc… We can focus on extracting indicators in each of our processes and focus on those that can be improved. ATS, the algorithms that score applications and recommend time slots to contact candidates, can be our best allies, if we use them to our advantage.
In addition, and this is perhaps the most complicated thing, we should not consider AI and process automation as a threat. We all know that no matter how well programmed a bot is, there are aspects of talent selection that necessarily require human touch and sensitivity. Let’s focus on them, differentiate ourselves through the human touch and use algorithms for mechanical, repetitive and unproductive jobs.
- Diversity, inclusion and transparency
And last but not least, if something should always be present in any selection we make, whether internal or external, it is values.
Diversity, inclusion and transparency are not mere aspirations but authentic demands of society and nuestr@s colaborador@s. What used to be interpreted as positive claims in attracting talent, today is already a necessity without which we will generate a rejection effect in all the audiences with which we interact. Therefore, all these elements, tangible and intangible, must be of paramount importance in our organizations and in the design of any selection process.
After this general overview, it is clear that a good forecast of the talent needs of our organizations is the starting point but, beyond that, in an ever-changing environment, this forecast may be insufficient.
The best way to deal with the different eventualities that may arise during the year is, in our opinion, to have the advice and help of an expert in Selection and Headhunting. At Psicotec we will help you thanks to our three main strengths: an expert team with more than 30 years of experience, our commitment to rigor and quality in the evaluation of people and our international presence in more than 40 countries hand in hand with the ENEX International Direct Search and Headhunting Network.
If you are thinking of starting a selection process, contact us without obligation. We will be encantad@s to help you.