Page 8 - MEB14
P. 8
Wiadomości ► EB WEDŁUG… ► PORADNIK ► CASE STUDIES ► z WIZYTĄ U…
If you’re not agile,
you won’t survive!
Let’s start with a technology. Do you think HR of stakeholders. Not only do you have the vendors someplace else. And now that there is so much
people use the technology right to gain the we’re talking about, you also have hiring managers, transparency available…
real advantage: to boost the engagement of you have the candidates, you have all your employ-
our people, attract more candidates, make the ees, your recruiters and all the rest. Like Glassdoor?
teams work more efficiently? RE: I actually think we should call it a glass wall
RE: The complicated part about technology is that And companies need to distinguish themselves because now you can see all the way through the
there are so many capabilities. I think it is very dif- in the market to attract the best people. Where wall! There is so much transparency now that if I was
ficult to get all the value from an HR system when do you see potential differentiators? looking for a new job I could find people who have
that HR system doesn’t do everything we need it to. RE: I like to think that employment brand is the worked for the new boss on an online network and
Let’s take the talent acquisition function. The trend bridge between the attraction of candidates and then I could find out about my new boss. The world
that I’m seeing is that a few organizations are trying the engagement and retention of current employ- is smaller and it’s very transparent. Employees are
to implement a complete TA suite, all the way from ees. What an organization needs to do is build used to getting all the information they want 24/7,
candidate CRM, the candidate relationship manage- a magnetic employment brand, one that attracts because they’re getting it as consumers. So in terms
ment, to the ATS, to video interviewing, mobile ap- new candidates but then continues to attract them of other differentiators, I think increasing transpar-
plications and onboarding. Then you still have other once they’re employees. Because if you’re not con- ency is really important – we should provide better
things like analytics capacity that may not be ad- tinuously attracting people, if you don’t live up to communications, and more realistic job previews.
dressed. The TA function is very complex, with a lot your employment brand promises, people will go Not job descriptions but job previews that show-
8
