Workers want to change how and where they work. Here’s how you can use technology to make your workplace a preferred destination.
When the 2020 pandemic paralyzed the world, not everything came to a standstill thanks to the internet. What would we have done without it? As scary as things were, people could still connect with each other and even get their jobs done. As a result, many companies that previously opposed the idea of remote workforce have now opened their eyes to the vast possibilities.
Those same companies may now have to redouble their enthusiasm for technology in the workplace if they want to recruit and retain a wide variety of top talent. Because experts say a “Sales tsunami“Where in-demand workers are looking for a job with organizations that can give them what they want.
Higher wages and expanded benefits can play a big role in getting a candidate’s attention. But it’s not the only factor they’ll consider when looking for a job.
“Workers’ goals and expectations have changed,” said Kevin Parker, CEO of HireVue. “You are hungry for new experiences. Free of geographical constraints and equipped with in-demand skills, they leave inflexible workplaces to pursue careers they are passionate about.
It is clear that times have changed – and companies must change with them. Parker outlines three strategies to help companies make technology their ally as it adapts to the needs of workers.
Offer remote working options – it’s that simple
After more than a year of working from home, workers have grown accustomed to abandoning the commute and traditional 9-to-5 schedule. In addition, remote work gives people the opportunity to work from where they want to live. For companies that prefer to work remotely, this can open up previously untapped talent pools to hire from.
On the flip side, those employers who insist on returning to the same job that existed before the pandemic could put off talented workers. One recently LinkedIn study found that today’s workers value flexibility in terms of salary, benefits and culture.
“The definition of workplace desirability has changed dramatically and now includes a lot of flexibility,” says Parker. “If current employers try to force an old way of working, workers will go elsewhere on their schedule as they are actively recruited by companies that meet their needs.”
Rethink the traditional interview process
“As new hires grow, technology will play a huge role in reducing administrative tasks so recruiters can focus on effective, personalized interactions with candidates that help them stand out in the battle for talent,” said Parker.
Technology can give businesses an advantage by replacing the traditional face-to-face interview with video interviews and an on-demand, 24/7 interview process. “The key to attracting and interacting with interested, qualified candidates is building a journey that removes barriers so candidates can interview anytime, anywhere,” says Parker. “Employers need to take a close look at their hiring processes and use technology where it makes sense.”
More technology in the hiring process can provide significant benefits, including:
- On-demand interviews to put candidates in control of where and when to conduct interviews.
- Self-planning and rescheduling live interviews so that candidates can draw from more options for the optimal time.
- Conversational AI to pre-qualify candidates and answer frequently asked questions around the clock.
“In order to remain competitive, companies have to constantly adapt their recruiting, selection and hiring processes. It’s just a fact. “
Shorten the communication loop
For many companies, email remains the standard form of communication, both internally and externally. But today’s workers, especially the younger ones, are much more likely to use text to communicate. According to Parker, text messages to employees and job applicants typically get 90% open rates and four times more replies than emails.
Such real-time communication, especially when combined with workflow automation, can become a key advantage in today’s buyers’ market, where there are more vacancies than qualified candidates to fill. “Workflows can automatically trigger when an applicant is invited to schedule a live interview themselves,” says Parker, “and applicants can automatically receive answers to frequently asked questions. And if too much time passes between steps, candidates are given encouraging reminders to nudge along the way. ”
The ally your organization needs
Nobody wants to relive the fear and uncertainty of the pandemic – but not all of the changes it brought are turning out to be negative. Armed with new insights into the changing workforce, companies now have a unique opportunity to revamp their recruiting and retention strategies for success. “The way we think about work and finding great team members is changing excitingly,” says Parker. “The organizations that can adapt are rewarded with access to great talent.”
The talent wars are coming – and they are already here in many industries. Companies that use technology as a long-term solution create a strategic advantage when looking for top talent. Instead of seeing technology as a threat, it is time to embrace it as the ally you need.