The human resources sector is currently seeing the flourishing of many disruptive techniques and practices that have the potential to transform ways of working. Let’s take stock of the HR innovations that will shape the future of talent acquisition.
What should HR innovation be made of?
” Science without consciousness is the ruin of the soul! ”
Within a few centuries, Rabelais could have said that innovation without a specific objective only serves to disrupt employees.
This is especially true of the HR sector, which achieves the feat of being both under-equipped and regularly criticized for its rampant magnetization. Recent HR developments, and the new needs they entail, deserve as much attention as the transformation of working methods.
The acquisition of talent, the source of the need for HR innovation
The evolution of HR practices reflects the evolution of the market. And this can be brutal for those who fail to adjust to it. 52% of the companies that appeared in the Fortune 500 ranking for the year 2000 did not any longer exist, less than 20 years later. What happened?
Most have failed to reinvent themselves to better adapt to changes in their environment. They neglected to integrate the talents and human resources that could have made their organizations more agile.
- critical thinking;
- personal efficiency;
- the mental and emotional ability to solve problems;
- the ability to bring out good ideas within your team;
- perseverance;
- creativity;
- communication – especially oral;
- collaboration;
- empathy;
- and intercultural skills.
Most of these talents have no real impact if they remain isolated from each other. Ideally, they reinforce each other until organizations are unbeatable.
Innovative and meaningful HR practices
Organizations that have already started their evolution towards agility are advancing on several areas. At the HR level, innovation translates into a transition from recruiting to talent acquisition. It is no longer a question here of satisfying a one-off need expressed by a business team. We want to prepare the future of the company through an HR vision that will support its other development objectives.
To make their talent acquisition strategy a reality, companies are working on their employer brand, by improving the candidate experience but also the employee experience. That’s good news: the two populations share very similar aspirations – according to a study by Indeed of 2,500 people:
- The salary is only secondary in their motivations: 68% of those polled say they are ready to decline a job offer if the employer brand of the company does not meet their expectations. More than half of those polled would even give up a job or promotion if the change involved a less pleasant team or work environment.
- well-being at work and team spirit are cited by, respectively, 21% and 24% of respondents as more powerful sources of satisfaction than their payslip.
- Candidates and employees alike call for fluid relations with their company – 65% cite the speed of responses obtained as a major factor in the relationship of trust with HR departments.
These claims show that HR Tech solutions help, in their own way, to give meaning to employment and recruitment. Their impact on employee engagement, the fluidity of decisions, and the facilitation of exchanges bear witness to this.
The 6 trends that make HR innovation
Armed with these new perspectives on the challenges facing companies, their employees and candidates, let’s get into the concrete of new HR practices, and the solutions that respond to them.
1. BigData at the service of soft skills
Need
All studies demonstrate the effectiveness of data-driven recruitment, according to objective criteria, compared to traditional recruitment methods. It remains to be seen how to objectify human talents and skills. As we have seen, the harmonious development and agility of the company depend on it.
HR innovation
After having long driven the digital transformation of the rest of the company, the HR professions are finally making their own revolution. Contrary to popular belief, it is thanks to Big Data – regularly accused of dehumanizing human relations – that soft skills will make their entrance through the front door in recruitment.
On the front line, ATSs such as Recruitee focus on objectifying personal qualities, talents, and soft skills who value the best candidates. Associated with innovative HR practices, HR Tech is fundamentally transforming human resources management!
2. Affinity recruitment, a new asset in HR marketing
Need
HR marketing approaches the need to promote soft skills from another angle. To improve the quality of recruitments, he seeks to target candidates who are compatible with the culture of the company. But how do you get in touch with them, if they don’t discover the company on their own?
HR innovation
With the emergence of soft skills, the sourcing of candidates is becoming increasingly important. From social networks to recruitment events, HR teams compete in creativity to enhance and strengthen the corporate culture.
3. Pre-selection tools to improve employee and candidate experiences
Need
The ATS provides invaluable help to the HR teams, by taking care of the sorting and preselection of the applications received. They are based on the criteria of the ideal candidate persona, defined upstream of the recruitment campaign.
But the ATS isn’t everything! How can HR teams objectively decide between dozens of candidates with equally advantageous profiles, without having to organize dozens of recruitment interviews?
HR innovation
Adding a preselection step before the interview improves the employee experience for HR teams, without overwhelming that of candidates. Recruitee particularly encourages the organization of deferred video interviews or recruitment by simulation. Innovative, concrete, fun and effective HR practices to bring out the best profiles!
4. Gamification, a reflection of the corporate culture
Need
What if it was possible to combine these two innovative HR practices in a single step, which would highlight the culture of the company while pre-selecting candidates before the interview?
Innovative HR practice
Some companies are ahead of the game! The L’Oréal Group, which has made a reputation for itself based on its long but fun interview rounds, has designed a digital course that aims both to introduce new recruits to the company’s culture and to validate their cultural compatibility before the final interview.
New HR technologies make innovations related to the gamification of corporate culture within reach of all organizations for screening purposes.
5. Well-being at work from the perspective of the employee experience
Need
Recruitment is often reduced to bringing in candidates from outside the company. But the retention of the best profiles and internal mobility are just as much part of its missions! This is all the more true as the employee experience is a fundamental argument of HR marketing.
What role can HR play in improving the employee experience?
Innovative HR practice
Well-being at work has long belonged to the HR sphere, and HR Tech is providing new solutions to the irritants that spoil the employee experience. Satisfaction surveys, automatic management of administrative relations, teleworking devices: the Future of Work makes you dream!
6. adaptive learning to better develop talents
Need
Recruiting new talent is important. But this is only the first step! It is the responsibility of the HR teams to follow through on external recruitment objectives and to develop the full potential of their new recruits. From onboarding to training, including skills assessment and increasing internal mobility opportunities, HR teams must take a long-term view each time they make a recruitment decision.
Now, the quality of the candidate experience and the employee experience depends on their personalization. This is especially true when it comes to training. Each talent has unique skills to develop and its own optimal learning method.