Developing recruitment processes key amid digital adoption: Experts
The future of work mandates that businesses must adopt digitalisation and automation to remain competitive, by improving efficiency and managing an agile workforce. By building a proper ecosystem, the technology could enable rapid change, engage the workforce and empower staff in the whole company.. Recruitment has come a long way since its humble beginnings as printed box adverts in the local newspaper. According to market analysts QY Research, the global recruitment market is predicted to be valued at more than $334.28 billion by 2025, expanding at a compound annual growth rate of 5.63 percent. And with business beginning to recover and look towards post-pandemic growth, it has never been more important to have effective recruitment in place. According to global niche technology staffing company Next Venture, technology has and will continue to have the biggest impact on recruitment. “Mobile devices are changing the pace of recruitment. More than 85 percent of people access the web on a mobile device every day, while in excess of 25 percent of Google searches containing the word ‘job’ come from a mobile device.” It said that technology has also expanded the market, not only giving people limitless opportunities to search, connect and engage with organisations, but forcing recruiters to match them with agility, flexibility and action to secure the best candidates. “This has also led to businesses accessing a much more diverse range of candidates. Social media has been instrumental in changing the face of candidate-recruiter relationships, with both using the medium to scope out culture, values and track record. In Cambodia, according to Vy La, the owner and founder of Accel8Asia, a platform for recruitment, placement and talent management, many companies in Cambodia are now looking to improve their recruitment processes. “Recruitment in Cambodia is still very traditional, with human resources and recruitment professionals still dependent on their gut feeling when hiring. In the last 12 months, many companies have had to transition to digital, for which they were woefully prepared – and COVID has forced many to reconfigure their operational processes,” he said. “[Therefore], many companies are now looking for a competitive edge by finding new ways to hire, retain and develop talents and are looking at ways to more efficiently understand data and analytics to provide their company more accurate and predictive decision-making in the hiring process. The future of recruitment is about people, not necessarily the job. Because many roles evolve or change over time the most essential asset is the quality of the talent within a business, he added. “Having a diverse talent pool and high soft skills such as adaptability, culture, collaboration and innovation will make your team perform at a high level of productivity and adaptability. Having a data-driven talent analytic tool to provide these insights gives companies the leg-up on their competition not only locally but as we start looking outward to the international market. Employers need to have more empathy when it comes to hiring and developing their talent in today’s market. Otherwise, companies will be left behind because competitors will employ more data-driven insights to discover, retain and develop talented staff,” he added. This is an exert of a post from Khmer Times: Tom Starkey, February 2, 2021
The future of work mandates that businesses must adopt digitalisation and automation to remain competitive, by improving efficiency and...