In digital HR technology over the last two years in the world had invested about $2 billion And will be invested even more. In 2019, according to the survey Fosway Group, conducted among 500 largest companies worldwide (Apple, Coca-Cola, Ericsson, Henkel, IBM, Nokia, Siemens, etc.), 68% of employers plan to increase investment in Analytics, 53% in digital tools in recruiting, as many in the training and development of staff. Russian employers also appreciated — as the use of digital HR and its side effects.

The gain in the quantity, quality loss

At least one direction of the recruiting today is completely gone in the “figure” is recruitment for mass positions: cashiers in retail, call centers, administrators in the services sector, etc. a Large set of online tools provides an opportunity to build the entire funnel — from candidate search and processing incoming responses before the interview. One of the most popular in Russia HR-technology — VCV service that allows candidates to record video answers to the questions of the HR Manager or recruiter. Someone who successfully passed this stage, go to an interview in the company — usually at a group interview where candidates meet with a recruiter already face to face.

In the search for candidates for mass positions employers are omnipresent and active. For example, when you connect to Wi-Fi in the Moscow metro instead of the traditional advertising of the goods of daily demand, the passenger (if it is part of the target audience of the employer) sees a landing page jobs. Immediately, the phone or tablet, it can pass the short survey, the purpose of which is to filter out uninterested candidates. To see the jobs the company can also in its mobile application — for example, Sberbank. Want to transfer money, and show you advertising jobs Java developer, and even “highlight” the conditions from which hard to refuse: flexible schedule, work part аgile and the lack of dress code — “I Want to come to work in jeans, gym shoes or sneakers? Please!”

Pros:

VCV-services standardize the process of personnel selection: the candidates answer the same questions, and hence are equal. Also record answers to video saves companies employing people in different cities and countries.

Cons:

Such technologies as VCV-service, trust not all the candidates. Many fear that a video interview can check their employers. Give up the video also, due to the lack of time, because in order to make a good impression even on a computer screen or phone, you still need training. As a result, until the companies reach only a small proportion of good applicants.

Team victory, personal defeat

Seven years ago, “Rosatom” and the company Witology implemented high — profile projects- organized crowdsourcing a meeting of young nuclear specialists to find, select and evaluate the most talented of them. Pros createcredential (the so-called search candidates using a wide range of people involved in the project crowdsourcing) is obvious, but it has not yet become a mass phenomenon in Russia — was organized by several projects, which were attended by over 3,000 people. Krautkremer takes place in several stages: first, candidates become acquainted with the objectives of the project, then each individual begins to work, and then the parties team up and work together. All this can happen online, as was the case with Rosatom — the company used the Internet platform Witology. Using krautkremer employers hire even rare specialists — scientists and engineers, for example, Filtered through the platform, which allows employers using the program to observe how candidates solve complex problems, competing with each other.

Pros:

Krautkremer allow to employ a large number of talented young professionals, and in a short time. Thus, in the first crowdsourcing the project of “Rosatom” was attended by 4000 students and graduates 280 universities from 450 Russian cities. 250 of them got the internship and working in the Corporation. There is another plus: for participation in crowdsourcing projects often attract people from social networks, which makes the company more recognizable. This saves on advertising and PR-campaigns, as well as making the employer brand more attractive.

Cons:

Asking specific production task for collective decisions, the employer, of course, wins because he gets the opportunity to quickly view and evaluate a large number of applicants for the vacancy. But krautkremer not exactly suitable applicants-individuals, who are accustomed to working in peace and quiet and not to rely on the help of colleagues. The ability to quickly and effectively work in a team of unfamiliar people is a special skill, or even talent.

Universal platform, the candidates — not quite

One of the most notable trends in recruitment boom in the market of ATS systems (Applicant Tracking Systems). ATS is a special online platform, which helps manage the flow of candidates ‘ resumes, conduct interviews, connect a team of recruiters to collect and process feedback, analyze recruitment process and lots more. There are several well-known domestic ATS “Handflow”, Potok, and there are international, for example, SuccessFactors. To this market come even major Russian telecommunication company in early December last year about creating your ATS project “MegaFon-Necrotica” declared company “MegaFon”.

Pros:

The obvious advantage of the ATS — the rate at which they process data candidates. But the main advantage of ATS is that they are integrated with the outside world: all the responses from websites for job search and from social networks automatically fall into the system, while in a single interface work and recruiters and hiring managers. Some ATS have an additional function of the system can be sent to the candidates e-mails to appoint and confirm appointments.

Cons:

Automatic screening summary a quick but not always effective. For example, if the candidate experience is 3 years and 11 months, and the program selects only those who have experience in this or that position at least 4 years, then the candidate automatically drops out of the list of candidates for the vacancy. Although he may have many advantages before those who meet the requirements for experience. For example, a great education or additional certificates, courses, knowledge of a foreign language.

Instant messengers and social networks: a sexy but insecure

Some eighteen months ago, recruiters communicate with candidates mostly through emails and newsletters. Today, they note, 10 sent half of recipients do not open, if you see the subject “job Offer”. This primarily applies to inactive candidates: if the person is already working and he had no plans to change the company, then the announcement of the jobs he perceives as spam. But if you write him in the messenger — another thing, this is regarded as a private message, not as advertising. Therefore, about 50% of communications with candidates (and with clients), according to recruiters is happening today in the Telegram, WhatsApp and any other instant messengers and even Facebook messenger. Now this trend has come to office positions — messengers use, searching for candidates for various financial positions in marketing, sales. Good manners, especially if the candidate is not actively searching, is considered a pre-write him a messenger with the offer of jobs.

Pros:

If you compare instant messengers and email newsletter or feed in a social network, the probability of viewing the jobs in the first case increases significantly. According to Ericsson, messenger use more than 78% of Russians, that is, they daily check the message, and then the announcement always reaches its destination.

Cons:

Not all messengers are technologically advanced and safe. Communication with candidates through them suitable only when working with point vacancies, mass recruitment, it is too labor-intensive method.

As a conclusion:

The growing volume of investments convinces better than any words: “digital” HR ” is here to stay. Possession of his tools for recruiter and now necessarily, but in the near future will form the basis of the profession. Except in those cases where the candidate need to speak English — in all senses of the word.

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