The talent areas of organizations travel a process of great changes.Ivana Thornton, director of Mercer, tells Iproup that the transformation is going through three axes:
Alfredo Terlizzi, CEO of Workia, assures Iproup that there is more and more demand for these solutions, especially in Latin America, which came more delayed.
"Companies understand that being the human capital between 60% and 80% of the cost, technology is the vehicle to produce more and better results in the management of talent in the optimization of the administration and improvement of the employer brand, among othersitems ", complete.
Pablo Putruelli, Cto de Nawaiam, raises Iproup that "in terms of transformation, the HR area was more backward than others".And ensures that the trend is not only technological, but also of knowledge."These specialists should not only know about talent, but also to understand more and more about business, strategy, technology and finance, among others,".
According to Putruelli, "new technologies are made on a day -to -day life and that is why it is increasing.
Según los expertos, el talento más buscado hay que salir a buscarlo, ya que no se postula en ofertas laborales"The use of AI and analytics - the Executive continues - allows us to improve and accelerate the processes from end to end and focus more on results for decision making.We are obliged to evolve towards these tools that already have a place earned in other industries, ".
Leandro Maggi, Director de People & Culture de Massalin Particulares, afiliada local de Philip Morris Internacional (PMI), indica a iProUP: "Todo lo que hacemos está basado en datos y ejecutado a través de plataformas".And it emphasizes that they use digital services for labor climate management, labor force planning and monitoring of key indicators (KPI), among other aspects.
"We are working hard to democratize development opportunities.We will migrate to an integrated model to have the inventory of all the positions associated with requirements, skills and experiences that can be 'matched' with each of the employees who are aligned to that profile, "says.
Nicolás Rocha, regional director of Bumeran Selecta, shares that the role of HR sectors definitely changed: "From the name of the sector to day to day there is an orientation towards people.Understand how and to what talent recruit, accompany the professional and personal development of collaborators are the approaches today in Agenda, "he says.
According to the expert, "the use of artificial intelligence and algorithms in recruitment processes went from being an exception to a rule, since it offers more assertive and fast results.In Bumeran Selecta, for example, it allows us to have a closing rate of the recruitment process greater than 95% and with a duration of less than 45 days ".
Find the indicated profiles
The biggest challenge that human resources responsible are facing today is related to the collection and retention of talents, especially in management or managerial positions.
Cristian Santander, CEO of Cognitive LATAM, tells Iproup that to find collaborators, advertisements in search portals or social networks are not enough."The candidates for these positions do not run: it is the companies that must go looking for them," he says.
To carry out this difficult task at a time when virtuality and hybrid relationship formats prevail, different strategies must develop and incorporate new tools.In this sense, Thornton, de Mercer, highlights two key innovations:
Nahuel Pailos, Sales Manager for Argentina of Visma Latam, assures Iproup that "technology provides valuable information to the business, mainly about employees - the most important resource of every company - allowing to have a better clarity about talents, its productivity and its productivity, its productivity andmanage internal culture in an increasingly challenging virtual world ".
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AI to recruit talent
The tools provided by artificial intelligence are being explored for some years for talent recruitment.Santander points out that "automatic learning can preselect an ideal candidate, as well as automate manual and repetitive tasks of the different selection stages".
As an example, he mentions "curriculum reading to make a first filter or schedule interviews automatically, freeing the equipment for interaction and reactions with the possible new employees".And highlights two key advantages: the reduction of the times to achieve results and the improvement in the quality of the hiring.
In addition, this technology is especially useful in recruiting passive candidates."The use of AI to reduce a group of candidates or provide valuable data on a group of applicants can add value and efficiency: the recruiter can present more quality candidates that otherwise would not have found," says Santander.
On the other hand, the Executive ensures that "the workforce management systems promoted by artificial intelligence will lead to better quality and satisfaction of employees and the human resources team may focus on commitment, productivity and professional career strategies", Share Santander.
La inteligencia artificial ayuda a agilizar, eficientizar y mejorar la experiencia de selección de personalThe visma manager recognizes that "AI helps to manage high volumes of information and relevant data in each process, as well as contributes to improving the experience of the collaborators recognizing the behavior patterns of each one".And lists the following benefits:
The Executive mentions the cases of Andreani, Loginter, SGS, Emergencies and Personal Union, clients of the company that work with the applied to the management of the people."Today we have almost 1.000 clients at the regional level who opened selection processes and resort to technology to gain assertiveness and speed ", complete.
Gamification
Another methodology that grows in use is gamification.Nawaiam, for example, is a playful tool that draws a professional profile for self -knowledge and attends HR areas to discover the profile of potential employees, evaluating them through a video game and eliminating the prejudices and biases that usually exist in these processes.
The tool uses Machine Learning and IA to detect natural skills and predisposition for the development of skills.This allows the HR Department to impact business with speed, optimize times and obtain information that makes visible the compatibility between the profile of the position and that of the candidate.
Pablo Putruelli, CTO de Nawaiam, tells Iproup that companies such as Bimbo and Banco Galicia have encouraged transformation through this tool "that allows them to use data for decision making on talent objectively".
"Our culture focuses on the person, so in Bimbo we put a great focus on the development of our collaborators, helping them achieve their maximum potential.Nawaiam helped us capitalize on artificial technology and intelligence to design a training program and develop the key capabilities that the business will need in the future, "says IProup Mercedes Sillone, director of Talent and Development for the Latin South Region of Grupo Bimbo.
Antonio Ferreira, HR director of Epson Latin America, reveals to Iproup that they also "added this tool because it makes it possible to know new profiles efficiently and precisely.It helps us in making decisions of the selection processes, as well as in internal development ".
If it is not measured, it is not controlled
British mathematician and physicist William Thomson Kelvin pronounced a phrase that fits perfectly with this trend: "What cannot be measured cannot be controlled; what cannot be controlled cannot be managed; what cannot be managed It can improve".
In this sense, Nahuel Pailos, of Visma, remarks that "it is key to be able to control the results and processes to find opportunities for improvements".
Alejandro Seride, director of Professionals and RPO of Randstad Argentina, tells Iproup that all technology implementations have to have their return on investment and the way to measure it is to establish key performance indicators (KPI) that allow establishing improvement in processes.
"Technology facilitates a lot of data for decision making more objectively, especially to reduce times in tasks that can sometimes be tedious and generate unnecessary costs or delays," says Seride, who lists some metric functionalities:
Te puede interesarGood salaries and a lot of demand: these jobs today guarantee salaries that exceed $ 200.000
With the use of these solutions, recruiters can focus on developing relationships, reducing personnel rotation and lowering costs for new hiring.Valuable information for any company that wants to succeed in the era of the digital economy.
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