March 2020 hit our routines, the modalities of relating, in ways of working and business models.Pandemia enhanced a series of changes for people, organizations and humanity all.Those who dedicate ourselves to the management of people, from one day to the other we are reviewing models, strategies, planning and practices, to support virtuality.It was and remains a stage of understanding, processing and releraging, in order to generate trust, accompany and measure the impact, in collaborators and organizations.
Of course, no organization has been indifferent to this situation, all to some extent have rethink their business plan, and of course, their hiring needs.At this time of stopping and re thinking, the recruitment and selection process that had been changing timidly, had to deepen and accelerate the change.This critical process for organizations has had to acquire different levels of digitalization, incorporating computer systems that facilitate management and that improve times to achieve the objective of incorporating the candidate with the profile that best suits.At the same time, this process lived with two different realities: on the one hand the organizations that were forced to stop their operation or decelerate, which stopped the incorporation or hiring of collaborators, and on the other, those industries that took off, whatwhich generated a high demand for hiring.
In a hundred percent virtual scenario the great allies have been the different technological platforms used by companies worldwide.The use of them has increased: they are used for publication, to load curriculums, carry out pre -selections, interviews and assess candidate capabilities.Thus, today the processes are online to end.
From Adpug we want to share with you the most used practices in online processes:
In these times, organizations will focus on those candidates who have capacities such as:
In a hundred percent virtual scenario the great allies have been the different technological platforms
Professionals dedicated to selection must develop high levels of adaptability, empathy and innovation and generate tune with candidates and their expectations about the process.
Having these points on our work map, we can be prepared more comprehensively for new changes in recruitment processes in pandemic times.And as human management professionals, we must be the first to reinvent ourselves.
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What is coming?
The change is the constant, for this they are developing platforms that through artificial intelligence carry out the processes, working on what has been appointed predictive recruitment, allows the candidates of a specific profile to be reached through an algorithm, facilitatingThe search for the ideal candidate.In all cases technology came to add efficient results.
As expressed by Margarita Maldonado, Pagegroup consulting leader “The Assessment is positioned as a great alternative to find the correct candidates, ensuring transparent and effective processes."The Assessment consists of generating test spaces in which the candidate with measured each other and evaluated by the recruiter in all aspects defined for the profile, with the aim of finding the talent that has the best competences and behaviors for the position.
Human resources professionals will have as a challenge, incorporate technologies into traditional processes, focus on collaborating on technological development and digital transformation.Achieving a high level of digital transformation is one of the keys to improve workplaces and impact on improving the results of organizations.
They are invited, workers, students and professionals to join the First Association of Human Management Professionals of Uruguay.For us it is a challenge to continue generating instances of exchange, being references of the profession and above all generate a rich community of collaborative practice.
* Bachelor of Human Resources and Labor Relations, postgraduate in organizational change management.He works as an independent consultant.