Agility isn’t only applicable to insurance – it’s cross industry and in our industry etc etc… job search on the go, flexible working, tailor made careers …
It’s not only Insurance that needs to limber up! Our world has changed – we are digital. We expect digital. The world is at our fingertips and we can’t see why everything shouldn’t be done on the move.
Gone are the days of plain old library books – even the task of choosing a real physical book is now something that requires an online presence.
We don’t do waiting. We do google.
And recruitment is one of those areas that agility is crucial in. The downtime during the daily commute = job searching. Scrolling through a FB feed = personalised Ads. Flexible working patterns can relate anywhere as the City truly needs never to sleep now the online world is global. The old rules need not apply anymore – jobs can be truly mobile and work can be done anytime, any place, anywhere..
Recruiters need to harness this mobile world and use it to bring a truly agile service to the industries they serve.
Luckily – Recruitment lends itself to digital agility easily. A strong online and mobile presence , the ability to search and be searched for from all devices, a social media savvy frontage are all the precursors to providing a personalised recruitment offering.
Networking sites, job boards and online applicant systems are all ways that technology has revolutionized recruitment; radically changing how employers and recruiters find potential candidates. Applicant tracking systems and new AI software can help HR departments manage the massive influx of resumes that online digitally agile job hunting leads to.
AI-powered systems can do a great job sorting through candidates, but the risk is that non-traditional candidates or candidates with unusual experience that could offer an alternative perspective on a role could fall through the rules-based system, even such a one that can”learn” and therefore improve with ‘experience’,
Applicant tracking systems might be the most noticeable way technology has impacted recruitment ,however behind the scenes there are more changes afoot. Technology has changed recruitment forever, and how the industry has had to adapt – and become agile , just like the candidates it is trying to recruit!!
Big Data is certainly a useful tool in the world of recruitment and many other businesses can’t get enough of it. The old adage of “knowledge is power” certainly seems to be being applied to the collection of data. But what good is that knowledge is it is applied incorrectly, or worse, not applied at all?
More data can mean more confusion, allowing tiny details to “skew process and drive people to take action on things that don’t matter, while ignoring the real underlying problems with the recruiting function.”
Analytics and AI are becoming increasingly sophisticated and “intelligent” – with some able to sort CVs at a thousand paces. But with Big Data comes big responsibility – which is where the human touch still maintains a critical role.
Going Digital can also help businesses not only remove unconscious bias by removing anything from a resume that might identify gender or race. However it can also help bring a specific positive bias into the recruitment process; for example, if a company looks at their workforce and realizes they have predominantly male developers, they can use technology to target female developers in the recruitment process. This can be as straightforward as helping companies to rewrite their job specs to remove any biases in the phrasing. Studies have shown that even unconscious gendered wording can bring about a hiring bias.
AI based systems(assuming the algorithims are correct!) don’t have any selection biases involved!
Global Search Capacity
Geography is no longer the boundary it once was. Global job boards and online application have made job search a truly global affair.
Telecommuting and true agile working mean that recruiters can draw from a candidate pool they may have previously had to overlook. A more diverse talent pool enables recruiters to find professionals with far more specific skill sets than ever before. This talent diversity and ability to provide agile working environments helps drive competition which in turn raises the innovation and service that a company provides.
Flexibilty vs Control
Companies don’t relinquish control easily – and it is probably this aspect of agile working that has been found the most difficult by many! However a company that is prepared to truly embrace a more flexible approach to the traditional world of work is likely to reap the rewards. If we are prepared to accept a 24 hour society in other aspects of our lives then it stands to reason that the world of a basic 9-5 may well have seen its heyday.
Allowing employees the freedom to work however and wherever they work best – whether from home, in an office or from a coffee shop – creates a paradigm shift where employees work from a position of “desired duty” instead of “required duty.”
This mindset shift creates an overall sense of ownership; employees feel like they own their own career pathways. Technology presents endless tools and resources for agile working and the best way to utilise them is to start with a scientific approach : Observe, question, hypothesize, experiment and analyze. Look at new sourcing channels, try new regions, or leveraging social media to build mindset and trust. If employees can (and should!) work in new ways then change your recruitment approach to match!
The new rule is that there are no rules…