the digital revolution and its impact on hiring and retention.
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By now, it should come as no surprise that workplaces today are rapidly changing, with technology both reshaping entire industries and transforming customer expectations. We’re living — and working — in the midst of a digital revolution. So how are businesses keeping up?
The answer seems to be “unevenly.” Indeed, recent Randstad research reveals that, while 89 percent of companies agree that investing in digital technology helps them meet business targets more effectively, 67 percent say they lack the resources to become digital leaders. To get there, the majority of companies (60%) believe that redesigning their organizational structures will be critical — and that means reimagining how they hire and retain talent. If you want to get future-ready, read on for four steps to implement a forward-looking digital approach to talent management.
conduct a skills gap analysis.
How can you ensure your business is ready for the future if you don’t fully understand the strengths and weaknesses of the talent you have on staff today? That’s where a skills gap analysis comes in handy. The first step is to develop a skills inventory for each employee that assesses their current knowledge, skills and abilities. Then, think about new technologies and other digital investments you are likely going to make in the future — and bear in mind that these will require having highly skilled human resources on hand, too, if you want to get the most value out of your investment. Across all industries, even mid-level STEM professionals are likely going to be increasingly in-demand, and highly paid, in the future. So, where are you most — and least — prepared?
You’ll need to develop a strategy to close any gaps. It can be a daunting process, but the right partner can help you develop a forward-looking talent plan, including more effective onboarding and development programs.
take advantage of time-saving recruiting software.
If you’re a mid- to large-size organization with job openings online, you know that it’s not uncommon for the number of applications to hit four — or even five — digits. And how can a single hiring manager possibly parse that many candidates? With the help of a sophisticated application tracking system (ATS), your HR department can immediately screen out the bad eggs and automate the process of finding potential talent. An ATS can also also help automate and streamline processes like onboarding and learning and development (L&D).
Whether you’re an emerging startup or an enterprise-level company, Randstad can help you find a software solution to suit all of your needs.
digitize the interview process.
Sometimes the ideal candidate for your position isn’t around the corner — or even a referral away. Digital assessments, for starters, can help you screen for only the most qualified candidates by testing for important hard and soft skills. You should also provide candidates with video conference or phone interview options, which will prevent you from missing out on anyone. Simultaneously, you’ll be ensuring that precious time slots for in-person interviews are reserved for candidates with the greatest potential.
collaborate with a digitally savvy staffing partner.
Two-thirds of hiring managers believe that it’s critical to find recruitment and workforce partners who can help power the transformation process. Randstad’s proprietary approach to skills gap assessments have driven operational transformation for leading companies across industries. We’re also experts at designing and implementing digital strategies that will fill the gaps in your organization.
Follow these four steps and you’ll be ahead of the curve. Want a more in-depth analysis of of how the digital is revolutionizing hiring and retaining talent? Check out our detailed free report.