Digital Transformation in Human Resources: Inbound Recruiting

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Digital transformation is defined as the transition from a business based on traditionally manual processes to a business that has technology at its core in all its functions: internal (employee-facing, operational) and external (customer-facing). Transformation is the result of digitalization. It is not the digitalization process itself.

Digital transformation is both a process and an outcome. It is a revolutionary change but also an evolutionary phenomenon. In addition to digitalization, the transition to business with technology at its core also involves a change in an organization’s culture and mindset.

Just like in any other department of the organization, digital transformation in HR is essential in an era where technological disruption is the norm. With the advent of artificial intelligence (AI), blockchain, machine learning, automated performance management, and more, HR teams that still rely on Excel sheets to collect and interpret data must shift to automation quickly.

In this post on digital transformation, we analyze what digital transformation means in HR, what it entails, and the challenges companies face in enabling the transformation of this department.

Index
What is the goal of digital transformation in the HR sector?
Digital transformation strategy: how to enable digital transformation in human resources?
The role of HR in digital transformation across the enterprise
Challenges for the digital transformation of HR
Inbound Recruiting
What is the goal of digital transformation in the HR sector?
The objective of digital transformation in HR can be multiple:

Automate processes and reduce time spent on repetitive tasks.
Maximize the employee experience.
Use free time to strategize and ultimately benefit business results.
HR digital transformation is the transformation in the way the department operates, using data to guide all areas: payroll, benefits, performance management, learning and development, rewards and recognition, recruiting, etc.

The role of HR teams in digital transformation is twofold:

You are responsible for your own transformation, using automation and data-driven digital processes.
In collaboration with the IT department, HR is called upon to lead organizations towards digital transformation and support their continued digital evolution. This involves empowering employees with a digital mindset to improve workforce processes and enhance productivity.
Digital transformation strategy: how to enable digital transformation in human resources?
Inbound Recruiting

This is the first step to begin HR digital transformation: asking the relevant chiropractor email list questions. Then comes the actual process of implementing the transformation:

Define the objective you want to achieve by implementing digital transformation in HR.

When defining the goal of digital transformation, consider asking the following questions to establish the value creation from the transformation.

1. Will it make things easier for everyone involved or affected by the process?

Digital transformation should benefit the end user. That means if HR wants to implement an automated performance management system that allows them to collect data to decide salary evaluations, managers and employees must also have access to this platform to view and update it.

2. Is this goal measurable?

The goal should be results-oriented. For example, a results-oriented goal is to use an AI-based tool to increase the number of candidates selected per month during a hiring cycle. You need to make sure that this goal is achieved.

What is the expected outcome? That the selection process will provide a database of quality candidates who have the potential to be part of the next round of interviews.

How will you measure this? Each candidate can be assigned a score based on the solution they are using, and the number of candidates who have a certain score can be the measure of the success of this solution.

3. Will it have a positive financial impact on the business?

This transformation goal should be tied to the business objective. The success of a digital transformation project is measured by the business value it adds. For example, the goal could be to reduce cost per hire or cost per replacement and thus reduce overall business expenses. Alternatively, the goal could be to improve revenue by hiring the right candidate using an AI-driven candidate selection process.

Hire additional resources for the digital transformation process if necessary

Naturally, you'll need to invest in the tool you need to do a particular job. But beyond that, you may need to hire people for the role. For example, if one of your processes is to use AI to gain insights into engagement and performance in your company, you may need to hire a data scientist to make sense of the data and simplify the information to help you improve business strategy.

Define a time frame within which you will establish the success or failure of a given tool

Each process should be given a certain amount of time to prove its value to the organization. For example, a three-month time frame to implement a new candidate selection tool is enough to tell you whether it is capable of providing you with a quality candidate database.

Identify which processes will be eliminated with the intervention of a digital platform

In the hiring cycle, for example, the process of going through job boards or recruiting websites to find candidates could be completely eliminated with the implementation of recruiting software. When you identify the processes that need to be replaced, you can also reorganize management towards a more open and less hierarchical structure.

Prepare your team for change

A change in HR processes means that all stakeholders involved must be prepared and motivated for this change. However, we recommend starting small. HR leaders are concerned that organizations that are looking forward to seeing how digital transformation will unfold will be left behind. Still, starting on a smaller scale (if necessary) can minimize the impact of a potential failure. It is much easier to apply feedback and learnings from a pilot project to a company-wide one than it is to make mistakes in a full-scale implementation.