Paradigm change in HR
In HR, we are right in the middle of a massive paradigm change. This is also true for recruiting - HR is still stuck in traditional thought patterns. However, nowadays it's all about change: It's about re-engineering the human resources function. Be prepared, this change is not going to be linear. Old process models must be overcome by agile companies that can actually deal with change because they accept change as a normal condition. Step by step changes with a final result are a thing of the past.
Is HR equipped for constant change?
With the world getting increasingly complex it's more crucial than ever for companies to prepare their HR department for this. Human workforce must be equipped for the constant changes we're facing. In everyday work life this has to be translated into the right competencies and communication concepts. Which role is HR going to play?
"Knowledge is power - and the one who owns it is the only powerful man"
This is an old-fashioned belief. HR has to become a people enabler. Shared knowledge, collaboration and crowd-intelligence is the path to a successful workforce of the future. But how can this be translated into specific business tasks? Like in any other business function, HR and recruiting must transform sustainably. Recruiting stakeholders must be actively involved in a flexible and easy to handle process. Today's tools can easily capture these tasks - it's the people who have to rethink. The majority are only catching up slowly. We need smart and easy tools, good on boarding processes and excellent support in order to successfully change our day to day work.
Treat your candidates like partners
In today's recruiting candidates are your partners. Together with them you must figure out if the two of you fit, or if you could be a match in the future. Amongst partners it's natural to be transparent and offer a fair deal. These fair conditions should already be implemented in the very first step of the recruiting process. Candidates want to know why you use certain tests or interview questions, they want to deal with an easy-to-use software that adapts to their needs. Of course they want to see what's in it for them in the long term, but also in each single step of the recruiting process. So you better be transparent about your (recruiting) procedures and the motives of each step you take.
Enthuse your stakeholder. Explain, be clear and create value.
The good news is that the transparency approach mentioned above works for each of your internal stakeholders in recruiting too. If you want them to promote the change in your recruiting, give them reason to do so. Explain, be clear and create value for each individual that is part of the project. If they understand what's in it for them, they'll support the change and happily welcome the new tools. Enable them to act effectively so they won’t be afraid. Make the tools easy and the added value even easier to savour.
So what? The gist of it.
Recruiting must change. We've already heard that a million times. But the change doesn't stop with candidate sourcing. Rethink and rework your recruiting processes as a whole. Base your decisions on the smart collaboration of the right people with the right tools at hand and that may as well mean not to involve HR in certain recruiting phases at all.
And never forget: A fool with a tool is still a fool.
Enable your users to use the tools the right way. Make sure the tools help the users in a sustainable way. Never take that for granted, harmonize the tools with the people using it in the first place. Do so before you implement the next fancy gizmo.
Conclusion – The tools you use determine the candidates you get
If you're still stuck in old thought patterns you'll never understand what added value competency-based video interviewing can have for your company. We highlighted this in our presentation at the HR Tech. To put it simply: The tools you use determine the candidates you get. If you still think you identify real talent by using simple CV screening you will miss the real talents. If you want to see and identify the real company/job fit of a candidate then change the way you look at your candidates.
Source: VI- Recruiting