The digital revolution has changed work for recruiters too: the classic CV has made way for data analysis. To evaluate the skills that you cannot see
No one will deny that digital transformation is having a profound effect on the world of work, it is an established fact. But while companies are looking for new people to face the digital disruption, it is also true that these new people must be selected.
That’s why it’s increasingly strategic for organisations to have an HR-head in step with the times. And the person whose profession is choosing candidates is therefore changing in the wake of this technological evolution. Tools for personnel selection are increasing: from chatbots to live-broadcasts, from webinar to digital assessment. The way of working is changing and thus the recruiter needs to be increasingly smarter and hi-tech. Which is why LINC Magazine has chosen to interview two experts in innovation who have been dealing with the issue of human resources for years.
Raffaella Temporiti, Human Resources Managing Director at Accenture, speaks first and foremost about networks and enlarged selection pools. “Thanks to social networks, interactions with candidates are more fluid and interactive. Today access to opportunities is immediate, thanks to alert systems and profiling on the new platforms”. Skimming is then made easier when you are have millions of data to analyse.
«Big data and Analytics- says Temporiti «already enables a greater awareness about the target of reference. The selection process is increasingly targeted and customized through predictive analytics”. Accenture is itself a testing bed of new solutions. «We are focusing on creating a ‘candidate experience’ turning the selection in a process wher both the company and the candidate get to know each other better”.
Technology is an advantage and according to Temporiti it will simplify the work of the recruiter a lot by increasingly reducing administrative work which is becoming always more automated. “The recruiter of the future will be more and more an advisor for business in relation to labour market trends, a coach for the candidate, a storyteller capable of translating complex realities”.
Bruno Lepri, Head of Mobile & Social Computing Lab at the Bruno Kessler Foundation and Visiting Researcher at the MIT Media Lab, agrees: human resources are a field in which technology can do wonders.
«Artificial intelligence is useful for understanding humans. We have, for instance, studied people’s behaviour in the workplace. This delivers data crucial for improving the selection process, as one gathers information on personality, soft skills and even leadership levels”.
From self-presentations to recorded meetings in which people need to resolve complex situations (like surviving in a plane disaster or a shipwreck), precious information can be collected. “Thanks to sensors and microphones we have been able to classify non-verbal signals including intonation, pauses, the looks people give, posture, taking turns in speaking. Useful elements to understand the people who guide group decisions, who puts a spanner in the works and attacks and who has a neutral role. In some cases sociometric badges worn around the neck have also been used and which have allowed us to study posture and micro-facial expressions in face-to-face interactions. “Tomorrow’s recruiter, basically, will have to know how to carefully interpret this data and use it not in place of traditional strategies but as support during the interviews”, concludes Lepri.