Change is not just analogue but a data-driven vicious circle
| Pages | 150-154 |
| Published date | 12 August 2019 |
| DOI | https://doi.org/10.1108/SHR-04-2019-0035 |
| Date | 12 August 2019 |
| Author | Charles Hipps |
| Subject Matter | Hr & organizational behaviour,Employee behaviour |
Change is not just analogue but
a data-driven vicious circle
Charles Hipps
Abstract
Purpose –Change is no longer an eventin HR. Competition is tougher than ever, and this battle for top
talent is a viciouscycle that doesn’t stop but reinvents itself allthe time. The recruitment market needs to
be more responsive to the continuous cycle of innovation and recognise the increasingly competitive
marketplacethat is rapidity getting tighter.
Design/methodology/approach –With more than 20 years as the founder of a leading recruitment
technology vendor, the detail and content supplied in the feature are all of the author’s own thoughts
and experiences, drawn from his own expertise and learning from others he has met en route.
Findings –More often than not, recruitmentteams are doing what they have always done –seeing the
same candidates and visiting the same events. Change, or more specifically in this case, technology,
actuallyhas the ability to speed up the process, enhancethe candidate experience and givetime back to
recruitersto spend with the candidates.
Originality/value –It is widely known that talented peoplehave higher expectations and opportunities
than ever before.That makes it crucial for companies to reachthem, deliver a highly engaging candidate
experienceand nurture a relationship well aheadof open opportunities.
Keywords Recruitment, Automation
Paper type Viewpoint
It is true that change is no longer an event in HR. Increasingly, we see that HR teams are
having to face up to the realities of Adapt or Die –competition is tougher than ever, and it
is employees who are increasingly seizing control. As the founder of a tec hnology vendor
in this space, this is an exciting period because we too cannot stay still. It isn’t simply a journey
from A to B but a vicious circle that doesn’t stop but reinvents itself all the time.
Technology has so much purpose in recruitment now. Far frombeing a laborious process to
get in front of recruiters, automation now offers high intelligence to a firm via expert insight
that lets a recruiter capture candidate personalities and traits in fun and unique ways.
Gaming is now a universal hobby across all ages and has more than 3,000 data points that
can assist in profiling an applicant by keeping them engaged and enabling them to make
decisions whichcan be analysed in the same way as moretraditional psychometric tests.
Similarly, video-based interviews can help speed up traditional recruitment processes by
enabling brands to see a person showcase their creativity and personality. Recruiters can
then match this profiling to what an employer is seeking in a job description before inviting
them in for face-to-face processes. Footage can be automated or live-streamed and
matched to the skills and competencesthat an employer needs –you can even attain brand
loyalty in the applicants that are unsuccessful by offering discount vouchers to maintain
positive perceptions post interview.
These technologies are designed in accessible ways and ensure equal opportunities are
followed. They also ensure that two-way feedback is always available across every stage
which keeps the process intuitive,authentic and engaging.
Charles Hipps is based at
Oleeo, London, UK.
PAGE 150 jSTRATEGIC HR REVIEW jVOL. 18 NO. 4 2019, pp. 150-154, ©EmeraldPublishing Limited, ISSN 1475-4398 DOI 10.1108/SHR-04-2019-0035
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