How will digital development impact the recruitment processes?
Interview of Brice Kempf, Marketing Manager, Skeeled
Do you think the digital revolution will radically change the recruitment industry?
Yes, I think so. We are only at the beginning of a new era, and this revolution will deeply change all industries including human resources and recruitment processes. Historically, HR departments are a bit late in terms of digitalization, but things are moving forward especially in the recruitment processes.
What is the current situation of human resources departments in Luxembourg?
Well, the situation in Luxembourg is not ideal regarding the digitalization of processes in HR. You cannot imagine how creative some people are to avoid using dedicated tools. During our journey, we have met professionals from well established companies, who were still working with excel files and paper sheets! But we have also met conscious professionals aware of their lack of efficiency willing to change. It’s an encouraging indicator for us but also for Luxembourg. If recruiters are adopting best practices and better solutions to attract more talents, it’s the whole country that will benefit from that. There is still a lot of room for improvement but for now it’s moving in the right direction.
How do you convince them to invest in digital solutions?
Savings! Of course, that would be the best argument, because digitalization will lead to automation of processes which means savings in time and money. But it’s a bit limited. We could also talk about the increase of productivity and efficiency leading to better results in terms of recruitment and employee retention. But the best argument would probably be that using a digital solution will bring new processes deeply improving candidate and employee experience and finally impacting employer and corporate branding. Human resources professionals must keep in mind that their recruitment platform will be the first point of interaction between their brands and their future employees. Neglecting this would strongly affect their talent acquisition strategies.
“For recruiters, digitalized steps will improve the quality of the recruitment process leading to more qualified candidates and better understanding of their soft skills.”
Concerning AI, do you have any use cases in mind that could illustrate the future of recruitment?
Recruitment processes will be automated a lot more in the next few years with the arrival of artificial intelligence based software. These kinds of tools allow HR departments to identify the best candidates out of hundreds of CVs in one click. CV screening will be history as much as classical interviews. Video interview tools are already strongly changing the way we interact with applicants. Instead of organizing costly and time consuming onsite interviews, recruiters will be able to digitalize interviews meaning that a lot more candidates will be allowed to access this sensitive step of the recruitment process. And finally, software will once again screen and analyze the videos to get the best candidates out of the mass pushing them to the next steps. All these digitalized steps will deeply improve the quality of the recruitment process leading to more qualified candidates and better understanding of their soft skills for recruiters.
What about personal data and GDPR compliancy? Will it impact the way companies deal with recruitment processes?
GDPR is a very positive signal sent to European citizens. With this law, Europe has proven that it can still act as a world leader in a major societal issue. HR departments have to deal with very sensitive personal data and it is clearly an important question when moving from one process to another especially if it involves digital solutions. Major software providers for the HR industry (including skeeled) have largely anticipated this regulatory change. European lawmakers had announced the upcoming law a long time ago giving them enough time to adapt and comply. For HR departments using a digital solution already, this change will be easy to face as most of the adaptations will be assumed by software providers directly. In fact, we could almost say that HR professionals working with digital processes will be the first and the most GDRP ready.
What advice could you give jobseekers?
Stay humble but challenge your recruiter. We know that the younger generations are looking for jobs where they will be able to unleash their full potential. It means that they want to decide where, when and how they will work. Of course, only few companies are providing such working conditions, but employers have understood that they have to change in that direction and it will have a positive impact for all generations. Another advice would be to get regular trainings to adapt to evolutions in the market, especially when it comes to soft skills. These skills are probably the last that will be replaced by artificial intelligence!
Brice Kempf, Marketing Manager, Skeeled