As an HR professional, you feel the impacts of digital innovations in all areas: In recruiting, you compete with a global job market. In employee development, more efficient ways of continuing education need to be found. And in leadership, new hierarchies and working conditions are emerging. Read in the article how you can get the best out of digital changes in all three areas!
Digital Processes: No End in Itself
Before you continue reading – briefly answer this question: How positively do you evaluate the term digitization? Perhaps you see the many opportunities that arise from it. Or maybe you feel the same as many who view digitization with slight discomfort. Digital innovations are associated with changes. But as an old Chinese proverb says:
When the wind of change blows, some build walls and others windmills.
The first step is to recognize the changes – the second is to find suitable solutions. In human resources, the person is at the center. Many therefore ask: What does digitization do to employees and managers in companies? That’s why today we present three areas in human resources whose processes gain new focus through digitization:
Recruiting
Employee Development
Leadership
Digital Field of Action: Recruiting
Employees are the core of every company, and recruiting new employees is a responsible task. Recruiters feel the demands of the job market more than ever: How do I find high-performing employees who fit our company? And what does my company need to offer in return?
Today’s recruiters are brand ambassadors for their companies – in job postings, during interviews, and throughout all other processes.
How Recruiting is Changing Through Digitization
Posting a job advertisement and then selecting the best candidate from the submissions? This is not how the daily routine of a recruiter looks like today. Digitization is already evident in that job ads for online portals need to be written differently than for newspapers. After all, you need to ensure that the potential applicant finds your ad among the multitude of offers on the World Wide Web.
New Requirements for Today's Recruiter include, for example: Search Engine Optimization (SEO), Active Sourcing, Social Media, or Employer Branding. This increasingly blurs the boundaries between recruiting and marketing. As an HR professional in the digital society, you are also a brand ambassador for your company!
What You Can Do as a Recruiter Now
The first step: Internalize that as a recruiter today
you compete in a global market and
you need to provide something to good candidates.
Digitization has a direct impact on machines and devices – but indirectly also on people! A company that offers its employees space for self-actualization and modern working conditions appears attractive to driven and capable employees.
Your Tool for Future-Ready Recruiting: Talention
One idea of how you can meet the modern requirements as a recruiter is through the use of recruiting software. Talention is such software that specializes in aspects like Employer Branding and Marketing. More on the topic of Recruiting Marketing at Talention
Digital Field of Action: Employee Development
Once new employees are recruited and integrated into the company, employee developers are in demand: How can you make good employees even better and bind them to the company with innovative training?
Smart training: With innovative learning offers and platforms like blink.it, you shape the employee development of the future.
How Employee Development is Changing Through Digitization
What used to be job ads in local newspapers in recruiting has become standard seminars in employee development. Once a year, employees were invited to see something different and spend a day or two in a training session. With digitization, it has become clear that such a seminar provides no real benefit for either the company or the employee.
Measurable Results are just one of many consequences of digitization. Measurements usually show that the results of traditional training do not reflect the effort and costs involved: Sustainability is often lacking. More and more companies are therefore relying on sustainable e-learning and blended learning offerings. As a 4.0 employee developer, you are no longer just an organizer but a learning facilitator or even a learn coach.
What You Can Do as an Employee Developer Now
Learn about the concept of blended learning! Especially in larger companies, you can no longer do without digital learning platforms today. Talk to trainers and managers, but also with employees to get an impression of the wishes and concerns of all parties involved. As a basis for your discussions, you can use our 7 arguments for blended learning in companies.
Your Tool for Future-Strong Employee Development: blink.it
With the intuitive learning platform blink.it, anyone can easily create online content and entire courses – all without technical knowledge. The design is just as modern as it is attractively done, so that blink.it is enjoyable for all users and applicants.
Digital Field of Action: Leadership
The third field of action is leadership. Here too, processes are changing due to digitization: Strictly hierarchically led family businesses will likely be able to continue like this for a few more years, but the future of leadership looks different.
Today’s leaders engage with employees on equal terms and lead the company – and especially because of that – with a strong hand.
How Leadership is Changing Through Digitization
Under the keyword New Work, many individual changes in the modern working world are hidden: Flexible workspaces, flatter hierarchies, increased personal responsibility of employees – these are just three of the significant changes shaping the future of leadership.
And here the circle closes again: In recruiting, as well as in employee development and leadership, the person is at the center. Individual responsibility, connected with more freedom and co-determination, shapes the image of modern companies.
What You Can Do as a Leader Now
As a leader, you should know the wishes and requirements of your employees. Network with different departments, especially with other HR areas. Own training is also a very good way to learn the right (soft) skills for modern leadership.
Our Conclusion: Digitization sounds terribly technical and uncomfortable – but fundamentally, it puts people in the foreground. And that's what it’s all about in human resources: Getting the best out of people and making them strong in the context of the company.
The learning process has long begun. Take the next step now and see 7 arguments for why and how blended learning makes companies future-ready!
