The volatility of today’s job market has become synonymous with words like “great reform,” “great resignation,” and “great resignation,” and for good reason. The Bureau of Labor Statistics reported a record 9.3 million job vacancies for him in April alone, but IBM said one of his four workers would switch jobs to get the right opportunity. I discovered that
In a market driven by talent competition rather than a shortage of qualified applicants, companies are under pressure to attract, hire and retain quality workers. And it’s not just limited to the healthcare and hospitality industries. Talent retention today is a concern that transcends industry boundaries. Take the legal industry, for example. AdvanceLaw’s quarterly summit survey revealed that in-house talent shortages are the top concern.
As the battle for top candidates continues, it’s time to consider how technology can serve as a competitive differentiator in the hiring process.
Attracting today’s workforce with tomorrow’s technology
Millennials have made up the largest generation in the workforce since 2016, and are expected to grow to 75% by 2025, according to the Pew Research Center. They grow up with technology and expect to see the tools they know and love at work.
Companies with legacy, outdated tools and processes are not appealing to the modern masses. Instead, the recruiter next needs to beef up the technical and networking skills he offers in order to win the hiring game by integrating tools from three areas.
- communication — Supporting the modern, highly connected workforce starts with solutions that enable email, video conferencing, project management, direct messaging, and more.When employees feel connected, they are more likely to be engaged and satisfied in their role
- training — If you want to prevent turnover and increase retention, look no further than internal liquidity. Employees want to see new and exciting solutions where they can learn and leverage their unique skills. In short, organizations that offer the right combination of cutting-edge technology, professional training, programs and coaching stand out.
- efficiency — Technology should make life easier, and that’s certainly what candidates are looking for in the workplace in terms of things like fast-paced innovation and automation. This indicates that more candidates are expressing a desire for technology-driven efficiencies in the workplace.
Recruit (securely) from a global talent pool
Whereas location played a crucial role in the hiring process pre-pandemic, remote work has removed geographic barriers and allowed leaders to cast a wider net in the hiring process. In fact, 61% of his employees now prefer working in a fully remote environment, indicating that qualified applicants from all over the world are likely to join the network.
Technology that enables virtual interviews and chatbox functionality for early engagement with candidates is an excellent starting point for companies looking to tap into global talent. But to take this work-from-anywhere mindset that employees are demanding to take to the next level, companies must be able to ensure secure and confidential access to their virtual workplaces.
As cybercrime reaches new heights amid the trend of remote work, built-in failsafes and cloud-delivered data recovery help employees stay connected and productive from anywhere. It provides secure encryption from any mobile or desktop device, giving employees a flexible and secure way to access corporate files while simultaneously reducing the risk of ransomware attacks, data breaches and major IT outages. It is especially important to find a platform that offers
Use AI to reduce bias and streamline the hiring process
While one-on-one resume reviews and interviews are beneficial to the selection process, narrowing down the final pool of candidates can take time. How do you properly screen, vette, and contact the most qualified applicants so your team only interacts with potential hires?
The key is to use artificial intelligence and machine learning to accelerate the background screening process and automate the promotion or demoting of candidates.
Optimizing onboarding and training
Once you’ve found and hired top talent, the next step is to integrate them into your organization as seamlessly as possible. According to Gallup, a well-structured onboarding process can improve new hire retention by 82% and increase productivity by more than 70%.
At a basic level, role insights such as skills and requirements can be communicated more effectively with virtual databases, and real-time collaboration tools help new hires feel connected and integrated. However, in the future, we can also take advantage of new advancements in technology to make the onboarding process more interactive and engaging.
Invest in people-centered innovation
This isn’t the first time we’ve faced a difficult job market, and it won’t be the last. By proactively leveraging today’s technology to gather business analytics, automate tedious processes, reduce staff workloads, and streamline hiring processes, companies gain an edge in the talent acquisition battle. , building an employee-centric culture that pays off in the long run. .
Important Note: Leveraging the new does not necessarily imply a “rip and replace” approach. Your tech stack should be adaptable and extensible. So while investing in next-generation technology to solve some of today’s biggest hiring and management challenges, be sure to find a platform or partner that fits into your existing tools and processes.