Our business landscapes are evolving.
Instead of popping to the local high street when you need to purchase a present for a friend’s birthday party, we much prefer to click “buy” on the likes of Amazon.
Convenience and efficiency.
Time is becoming a precious resource for many consumers, but the same is true of business owners. That’s what has made digital transformation so popular.
(Source: Small Biz Daily)
Digital transformation overview (2022)
Today, there are 2.14 billion active online shoppers, which make up the majority of all transactions. As such, businesses have had to adapt how they interact with their customers.
With the necessity of embracing the world’s Internet of Things, it’s no surprise that businesses have started to use technology to their advantage.
In fact, over 90% of SMEs are already using digital tools every single day - fuelling vast growth across many technology markets.
Go 451 Research
Globe News Wire
Business Research Company
Grand View Research
As a result of digital transformation, businesses can:
Improve their scalability
Access accurate data
Be more efficient
This is attractive to almost every firm across every industry, and is increasing the demand for qualified technology and digital talent.
The future of digital recruitment
The evolution of our online environments wouldn’t be possible without the incredible and creative talent working behind the scenes to lead market growth.
Therefore, any company looking to make a name for itself needs to secure a team of industry-leading talent.
Unfortunately, it’s not that easy.
In 2022, there is a vast shortage of labour able to fill in-demand (often niche) positions like:
IT Security Analysts
This is creating a competitive candidate-driven market where many businesses struggle to hire.
3 core ways digital transformation impacts recruitment
In the next five years, over 150 million technology jobs will be added to the market. This will force employers and hiring managers across a range of industries to be smarter with their recruitment and use digital transformation to their advantage. Over time, HR technologies are predicted to reach $35.68 billion in value because of the benefits they have to offer.
1. Talent attraction
Before the pandemic, many businesses had a close-minded approach to hiring talent. They’d select candidates from a local pool of employees, and only consider looking further afield if they were struggling to find the right people. Even then, they’d look at relocating a staff member rather than offering remote work. This has since changed.
Due to digital transformation, international recruitment is becoming a “norm”. This not only creates great job flexibility (and appeals to candidates), but it also opens the door to diversity and inclusion. Before, it wasn’t possible for someone in Singapore to be working for a company in the United States. This has changed, and these employees can benefit from a great exchange rate - creating an attractive job market for technology employees across the world, and giving businesses access to a wider pool of talent.
Going forward, all hiring managers should utilise a multi-platform approach that combines social media with online job boards to expand their reach and identify and attract candidates. They can make the most of accurate targeting metrics on LinkedIn (where there are over 830 million active users) to directly connect to and network with prospective talent that would be a great addition to their team.
2. Talent placement
Once upon a time, it would be the Human Resource Manager’s job to manually review applications for every job listing they made. In a large company, this was not a sustainable approach - and made recruitment a lengthy and time-consuming process which damaged candidate experiences.
Today, Applicant Tracking Systems can easily review candidates and flag the best matches for your company. This:
Eradicates human error.
Successfully evaluates large pools of data.
Aids accurate decision making.
Reduces the time-to-hire.
Additionally, with the help of technology, businesses can start to conduct in-depth research on what their target candidates want in terms of salaries and benefits. They can review their current performance metrics and analyse what skills their team is lacking. From this, they can make an attractive offer to a prospective employee.
3. Talent retention
A digital world means that candidates can easily look into what it’s like working for you, so, one of the biggest influencers in successful recruitment is the strength of your employer brand. This is largely decided by how well you look after your current employees.
Retaining talent, therefore, should be a priority to anyone wanting to onboard new staff and fuel growth. To do so, you need to put their needs first through the use of HR technology. When you have digital platforms in place to manage your employees, you can ensure they can:
Easily communicate with their leads to provide feedback or make requests.
Be paid the correct wages on time, every time.
Review performance metrics for higher job satisfaction and engagement.
As a result, they are much more likely to speak positively about you if asked and will encourage new hires to stay. Office morale will be much higher. According to research from OC Register, over 40% of your employees are most likely to quit within the first 6 months.
If you can use digital transformation to manage candidate expectations beforehand and deliver on your promises as an employer, you’ll be much better positioned to keep scaling your company.
Recruit with Xcede
Xcede is a global tech recruitment specialist, sourcing employees for a range of dynamic job positions, selecting the top talent for every single one of our clients. Our dedication to finding experienced candidates with the right qualifications allows businesses to foster growth and continue scaling. Get in touch.