{"id":33925,"date":"2017-07-25T11:43:43","date_gmt":"2017-07-25T18:43:43","guid":{"rendered":"https:\/\/www.smartrecruiters.com\/blog\/?p=33925"},"modified":"2017-10-17T09:55:01","modified_gmt":"2017-10-17T16:55:01","slug":"hr-be-digital","status":"publish","type":"post","link":"https:\/\/www.smartrecruiters.com\/blog\/hr-be-digital\/","title":{"rendered":"HR: Don’t “Do” Digital… “Be” Digital"},"content":{"rendered":"

A recent Deloitte report, \u201c2017 Global Human Capital Trends<\/a>,\u201d contains a wealth of information about demographic and economic trends that put technology into a much sharper focus as HR organizations begin to establish digital leadership.<\/p>\n

Think about this:<\/strong> Executives surveyed for the report ranked talent acquisition<\/a> as their third most essential challenge, with more than 80 percent defining it as \u201cimportant\u201d or \u201cvery important.\u201d<\/p>\n

The result is that recruiting and HR professionals are scrambling to demonstrate technology leadership \u2014 a bit ironic considering that HR has traditionally been a laggard, not a leader in this area.<\/p>\n

But that\u2019s changing. Deloitte\u2019s report is certainly a wake-up call. As transformation accelerates ever more rapidly, innovative technologies become even more essential.<\/p>\n

<\/p>\n

In the past, HR has traditionally been characterized more as a \u201csupport\u201d function \u2014 delivering services to hiring managers<\/a>, tracking applicants and employees, and maintaining compliance. As HR teams are now under pressure to fill roles in a world where the talent pool<\/a> is quickly shrinking, leaders are asking themselves how to create more digital opportunities to be more competitive.<\/p>\n

\u201cBe\u201d digital \u2014 don\u2019t just \u201cdo\u201d digital<\/h2>\n

I see this shift in a wide range of organizations \u2014 in full agreement with Deloitte\u2019s view that hiring success will come from a focus to \u201cbe\u201d digital, not just \u201cdo\u201d digital.<\/p>\n

The difference may seem subtle, but it represents an entirely new way of thinking about technology. Legacy systems and processes won\u2019t be up to the competitive challenge as more companies become digital organizations in actual practice, not just \u201ctalk the talk.\u201d HR teams will need to be empowered to embrace the essence of \u201cbeing\u201d digital.<\/p>\n

Artificial intelligence to cope with growing transparency<\/h2>\n

Roughly 33 percent of HR teams reported that they are using some type of artificial intelligence to address the need to make better hiring decisions. These technologies enable data-driven decisions, yet also bring with them the need for far more transparency.<\/p>\n

Only a few years ago, HR processes and performance were exceedingly opaque, both within organizations and to candidates applying for positions. Now the environment has shifted, making it essential to not only acknowledge but welcome transparency.<\/p>\n

For example, compensation data is far more widely distributed across social networks and on sites such as LinkedIn and Glassdoor. Candidate experiences are also far more widely shared, making it more important to use the best technologies available to deliver a more engaging experience these candidates discuss online.<\/p>\n

Being prepared for being digital<\/h2>\n

As transformative change continues to evolve, business leaders \u2013 especially in HR \u2013 need to adopt new practices for leading, organizing, motivating, managing, and engaging a workforce for the 21st century.<\/p>\n

The report recommends several steps and best practices. These include:<\/p>\n