Digital transformation has changed the way we behave. Why would it be different in the job market? Why wouldn’t it also impact areas such as Human Resources? Many changes in the sector have marked the last few years, but do you know the consequences of HR digitization?
Whether due to greater efficiency when making a selection process or the significant challenges when managing a team in a hybrid or remote work model, the positive points are many, as well as the care that must be taken so that companies improve their results. What do you think about understanding more about digital transformation in HR?
What Is HR Digitization?
The digitization of HR is nothing more than the digital transformation changing the processes and work methods of the sector through technology. For this adaptation, innovative solutions, methodologies, and resources are used to impact the area’s results positively.
What Changes In HR Processes With Digital Transformation?
But now you must be asking yourself: in practice, what are the changes in the sector’s processes from the digitization of HR? Below, we explain the details of essential fronts optimized with digital transformation.
More Efficient Recruitment
The talent recruitment process becomes much more efficient for companies. At first, the attraction of these professionals can be done in a much more segmented way, ensuring that vacancies are directed to those who fit what the organization is looking for. In addition, the entire interview and selection process is also streamlined.
With remote interviews, an HR professional can have more conversations in less time with candidates. Even more importantly, you can create a larger filter without needing that initial contact. Conversations only happen with those professionals who have a greater chance of fitting into what the company is looking for, making the whole process more efficient.
Reduction Of Time Spent On Operational Tasks
Time wasted on operational tasks is also significantly reduced. For example, the candidate does not need to go to the office to take an initial and straightforward logic test. This means that the person in charge will not waste his time correcting these tests, as everything is done automatically by the system, presenting only the final results.
While not wasting time on operational tasks, professionals focus on strategic activities, such as analyzing these responses and understanding how each candidate best fits the organizational climate. As a result, the team can carry out a selection process that is much more aligned with the needs of the business.
The digitization of HR also promotes the economy of the company’s financial resources. The two items above show how the selection process becomes more practical and efficient. When this happens, expenses are also reduced, generating savings that can be applied, for example, in implementing tools to make the sector even more complete.
One of the functions of the Human Resources team is to enhance the performance of the organization’s professionals. With the right tools, it’s much easier — and more accurate — to measure employee productivity. Thus, HR can take action more quickly to make the necessary corrections and not let the company’s performance suffer.
Another essential aspect of HR digitization is reducing errors throughout the process. Whether due to the better segmentation of CVs, or the greater concentration and performance of team professionals, less time is wasted with those candidates who do not fit the vacancy or the company, while recruiters have more information and time for in-depth analysis.
All of this represents a much higher success rate when hiring a professional. With this, the sector creates a virtuous circle, where the expenses to hire talent are reduced while accuracy increases.
In the long term, this structure can position the company as a reference, with a very discerning and efficient HR sector, impacting the company’s results in the best way.
How To Digitize My Company’s HR Department?
The HR digitization process is fundamental, but it will only present positive and lasting results if the central managers understand that it is not enough to add tools and technological solutions to the processes. You must identify ways to optimize industry-wide performance, such as implementing agile methodologies in HR.
More than having the tools in hand, creating a strong culture within the organization is necessary. Feedback and evaluations need to be more frequent, allowing the digital HR team to bond with professionals and continue their work efficiently, identifying bottlenecks and finding the ideal solutions.