The Spanish economy has undergone major ups and downs over the last ten years, which have led to a major restructuring of the business and labor fabric. This change, in many ways traumatic, has left something positive: the implementation of a digital culture that can serve as an instrument of change for the future..
Innovation, entrepreneurship and the technological revolution have been postulated as the main levers of change when it comes to transforming goods and services. But what is the role of human resources in this process? Are HR managers the silent leaders of the digital transformation of companies? And, above all, what are the challenges facing headhunters in this new digital era?
Human resources challenges in the digital transformation of companies.
The role of human resources managers in the digital transformation of companies is much more important than it may seem at first glance. Headhunters have the ability to lead the change brought about by the digital revolution., They have the power to choose and select the most suitable technological profiles for change. For this reason, those in charge of personnel selection in companies must have first-hand knowledge of the business reality. Having this knowledge will allow them to better interpret the company's needs and select the most suitable IT profiles for each position.
Recruiters thus become the silent leaders of digital transformation. And as such, the market presents them with a series of challenges that they must meet as effectively as possible. There are seven in total, and they are as follows:
- Driving the digital transformation of the companyThe new values linked to the digital era should be the reference points for headhunters when selecting executive technology profiles. Innovation, an essential lever of change from both a technological and cultural point of view; transparency, a driver of more transparent and effective leadership methods; and the connectivity of society, through which candidates and employers relate to each other, are examples of these values that digital transformation has changed within the culture of companies.
- Finding new professional profilesAs mentioned above, the technological revolution we are currently experiencing implies a series of changes in the culture of companies. The digital transformation requires certain knowledge and skills, and these are the key factors in the digital transformation of companies.it is up to the headhunters to find the most suitable technological profiles for each department.. But in addition to selecting, human resources professionals must be able to offer continuous training within the company. Technology is changing, and the adaptation of professionals must go hand in hand.
- Social and corporate communication networkThe HR department of a company should also be a pioneer in promoting technological change in the company. Every change starts with a cultural evolution, and the consolidation of an internal social network through which workers can communicate and work as a team can be an excellent idea to evolve.
- Employer brandingThe prestige of the employer is one of the aspects that headhunters must take care of the most. After all, how can we convince a talented candidate to join our team if we offer nothing in return? Branding, brand prestige and pride of belonging are some of the most valuable weapons when it comes to attracting technological talent. The so-called employer branding is one of the essential tools of the headhunters..
- Business websites that exude brandingIn relation to the above mentioned point, websites have become a company's best letter of introduction. The first thing a candidate does when applying for a job offer is to visit the employer's website. It is therefore the duty of the human resources department to ensure that the website distills the values of the company's culture. If it does, it can become a very powerful tool for technology executive recruitment.
- Social recruitmentSocial networks are also an important focus in which companies can find the talent they need to carry out the digital transformation. Professional headhunters must know how to move on these platforms and take advantage of all the opportunities they offer, such as Linkedin.
- Using Big Data in HRBig Data analytics through Big Data can be very useful for human resources departments. After all, if we are looking for the most cutting-edge technological talent for our company, why not try to find it through the most disruptive technology of the moment? The reasons for headhunters to embrace Big Data There are many, but some of the most important are: having an updated database, segmenting candidates easily and quickly or understanding whether the degree of competitiveness of our company is optimal in relation to the market.
In short, the challenges of digital transformation are not only related to the company's ability to adopt disruptive ICT methodologies and tools. The digital era starts with talent and the selection of the right people.. Therefore, the HR department of any company has a lot to say in this whole process and must face all the challenges mentioned above in order to succeed in its objective.