CIODigital Disruption

Transform Your HR Department to Keep Up with Digital Transformation

From Nokia to iPod Nano, and then iPhone and Family Hub Refrigerator, technological innovations have tremendously changed the way we used to live, as well as improved the quality of our life. They have introduced an era in which almost everything is mobile and just a few clicks away. Along with that, companies buckle under the need to deploy technological advances simply because they cannot afford to stay behind the curve. Surprisingly, to become digitally transformed, technological devices are just one thing, because an even more important renovation in business practices is needed—recruiting. Laura Mather discusses HR transformation in an article for  Forbes.

HR Can Transform Your Company

HR has been hiring industry-specific skills and talents for years—which is not a bad thing. However, it doesn’t make sense anymore if you employ an excellent accountant with little knowledge of technology, and see he or she struggling with every single minor computer-related task. The world has vastly changed, and so have recruitment practices. You don’t necessarily hire a banker to work at a bank anymore, but you hire an IT expert with banking experience.

In the cross-section market, you need new faces to get a different voice and a fresh perspective. If you only approach the traditional hiring methods, you get the same thing as you did in the past. Remember, it’s all about changes now to adapt to the ever-changing world:

To meet the challenges of a digitally transformed sector, companies must leverage the best technology at hand. Only through technology can we remake our entire hiring process and create the teams companies need to succeed in our fast-changing and hyper-competitive environment. Software can use data to guide our decision-making and ensure that we’re making the best – not the most familiar – choice. Easy-to-use cloud-based platforms can structure interviews and align interviewers throughout the company on the capacities they most need to identify in candidates.

For a longer argument, you can view the original article here:

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