It was stated that 43% of companies invest into technologies enabling acceleration of the process of seeking out and recruiting talents and analysing the risk of employees leaving, at a meeting of HR managers from the business services sector. The goal is to improve the recruitment processes and have valuable analyses available about the behaviour of candidates and employees. Excellent knowledge of their behaviour and preferences will play a key role in the future, not only during recruitment, but also during retention of employees and assurance of their loyalty.
In oncoming years technologies will also influence company HR administration in other areas. This will be due to the progressive automation of processes and the need to move people to new positions with new qualifications. Another important solution will therefore be management of qualifications and education of employees; a fact already realised by over 60% of respondents to the global “Talent Trends 2017: Beyond the Limits” survey by the Randstad Company and by up to 80% of personnel officers in the Czech business services segment.
The need to implement technologies is related to the new so-called millennial generation, which, according to a recent survey by the Deloitte Company called “The 2017 Deloitte Millennial Survey” have completely different preferences to older generations. The key word for members of this generation is “flexibility”, whether in relation to the place, the time or even the job. The employer’s technologies and high-tech environment are one of the most important factors for members of this generation, depending on which they decide whether to accept a job offer or not. They are also very open to robotic automation solutions, because these allow them to carry out more creative activities.
But technologies themselves are not a cure-all. Companies wishing to succeed and acquire qualified and loyal employees will have to start investing into establishment of the employer’s brand and into marketing promoting recruitment of employees. According to the aforementioned survey by the Randstad Company, 61% of companies already do so. According to the Deloitte Company, technologies will again help companies with subsequent retention of employees. Good retention means less effort expended on seeking out employees. Various HR analytical tools, such as “Predictive analysis of employee departure rate”, “Identification of employee motivators and de-motivators” and tools for identifying key personalities in teams, are gaining importance.
At the HR Club organised by the ABSL Association personnel officers also agreed that the most important criterion during evaluation of candidates is their personality. Formal education was rated 7th in importance. “Education is very important, but with regard to the rapid advances made in practically all sectors of the market, companies must always massively invest into training new employees and regular education of their people. Our survey indicates that this concerns on average 3-6 months in the case of new employees and approximately 35-45 hours per year for established employees,“ Jonathan Appleton, Director of ABSL, commented, with the understanding that personality, talent and so-called soft skills are becoming the most highly monitored aspects of candidates for jobs in the field of business services, because expertise can be learned.
