Security was an important issue in Japan’s digital environment..
A recent survey of Japanese companies by recruitment firm Hays, has found that 45 per cent said that hiring strategies affect productivity improvement across the company. Other benefits of the recruitment strategy included customer experience (26 per cent), product quality (19 per cent), and performance (10 per cent).
In the last two years, many companies have accelerated digitalization in the wake of the global epidemic of the new coronavirus infection. As a result, the development of planned recruitment strategies has become particularly important these days. Due to the growing dependence on technology, the human resources needs for IT specialists are rapidly increasing, and the technology industry is greatly revitalized.
The most sought after occupations include cloud architects and cloud engineers, cybersecurity professionals, data learning and machine learning experts, developers, UI and UX specialists, as well as change management professionals.
In 2021, security was an important issue in Japan’s digital environment. As a result, demand for related technology specialists is expected to grow exponentially in the coming months across areas such as cybersecurity, information security, big data, and artificial intelligence. It is expected that ready-to-work personnel who can execute corporate strategies from a broad perspective will have an advantage in the future job change market.
With a shortage of digital human resources, there is an urgent need to review talent management
Telework and hybrid work have begun to permeate, and our society is shifting to “new normal.” Against this background, job seekers are increasingly emphasizing a well-balanced work-life balance, a healthy corporate culture, and a clear path to career advancement. Corporate leaders must be aware of both human resources management and business progress when designing the future of their business.
In addition, there is a shortage of qualified human resources in the technology field, and it is difficult to solve the labor shortage. With these in mind, companies need to rethink talent management. Please look back on your company’s talent management, focusing on fostering a well-balanced corporate culture, establishing human resources development methods, and formulating recruitment strategies from a long-term perspective.
Four challenges in talent management
Dr. Maggie Evans, a certified industrial psychologist and consultant and coach at Mosaic Consulting, also noted in a blog post to Hayes that four new challenges for talent management have emerged: doing. The first is the place of work for employees. With hybrid work becoming more prevalent, companies must consider measures to keep employees productive, engaged, and performing while controlling equipment costs to secure profits. The second is the development of flexible work force planning. This is necessary to secure the necessary human resources from both short-term and long-term perspectives. The third is personalization. This means understanding that each employee is in a different situation and finding ways to help them succeed in the workplace. Finally, there is a sense of belonging to the company and the establishment and strengthening of the corporate culture. This is indispensable for differentiating from other companies and creating a clear EVP (employee value proposition) in the new era.
Significance and points to note when usingAIin the recruitment process
As the competition for digital talent heats up, companies are likely to need to rethink their hiring process. Rapid evolution is required to attract human resources and strengthen exchanges with them. In this regard, Jackie Carter, Customer Experience Director at Hayes, encourages the inclusion of automation and artificial intelligence (AI) in the recruitment process.
“Automation and AI can handle a large number of processes that cannot be handled by human power. It is said that the era of mass unemployment on a scale that most of us have never experienced will come in the future. In other words, the number of applicants and job seekers is expected to increase tenfold. Given this situation, the need to strengthen the hiring process is significantly increasing,” said Carter says.
In addition to the above, automation and AI enable a more job-seeker- oriented approach. For example, by utilizing AI, it will be possible to efficiently collect data on when, how, and why job seekers contacted the company. You can also group job seekers and map their contact evidence to see the correlation between touch points and interactions. Furthermore, by continuously testing and evaluating the recruitment process, it is possible to constantly develop optimal recruitment activities. As a result, you will be able to proceed with the selection process more fairly, hire job seekers that match your company, and secure a future human resources pipeline.
With the progress of digitalization, information has become easily available. On the other hand, job seekers are increasingly demanding one-on-one communication. In order to familiarize job seekers and build relationships of trust, companies regularly distribute content that includes articles and advice from an expert’s perspective, and utilize data analysis tools so that job seekers can use these contents. It is possible to try to understand job seekers by tracking and measuring how they are using the content. As a result, companies will find it easier to evaluate job seekers and also offer more matched and engaging opportunities for job seekers.
But you also need to be careful not to rely too much on automation or AI. Make sure that the parameters used for these are managed by humans. If you make good use of AI and digital tools, you can certainly optimize the hiring process and develop appropriate hiring activities. But keep in mind that it’s important to feel human in hiring people, especially in creating hiring criteria, building relationships, and providing opportunities that are commensurate with the other person.
