Businesses should hire coherent, influential IT professionals to help their human resources (HR) departments or offshore team RPO team to manage the extensive changes that technology is bringing to the workforce, according to a leading expert on organizational culture.
IT professionals have a vital role to play in serving their HR colleagues adapt to the changing work environment, as more staff work from home or on temporary contracts. HR departments need to have someone on the senior team who is highly technically literate and persuasive.
Senior HR professionals are often of a generation that is not technically literate, and are certainly far less informed and sophisticated about technology than young people entering the workforce. But once they see the potential that technology offers to transform the way companies manage their people, they will embrace it.
HR people habitually get quite excited once they see how much money they can save, and what the options are for remote working, teamwork and recording and monitoring performance. Taking up new technologies, such as online recruitment or cloud-based talent management, can help senior HR leaders raise their profile in the business, particularly at board level, and an passionate IT professional on the HR team can help them to get started.
“HR people need to consider the potential and necessities of the future of work, and think about adapting to that future. They need to think about how IT can help that. Most of the offshore HR consultancies have Technical people in their team to help their sourcing and recruitment processes.
Technology will change the way people work
It is predicted that technology will essentially change the way people work.
Competition for labour will become global, as people as far afield as India begin offering their services online and as offshore center for perhaps a tenth of the price of similar services offered in the UK.
Questions over privacy
There will also be questions of privacy, as advances in technology make it possible to monitor employees’ work activity wherever they are based. Although there is a growing number of professionals who understand both HR and IT, overall numbers are still small. That means there is no alternative but for the HR and IT departments to collaborate or outsource the recruitment process to a better offshore RPO center who have these skills already inbuilt.
Four Important Benefits of Recruitment Process Outsourcing Today
Accountability – A good RPO program should include Service Level Agreements (SLAs) or metrics that measure the effectiveness of the program. While an internal recruiting program may have reporting, your RPO provider can be held to specific standards that help ensure you are getting what you pay for.
Focus – Many HR departments have generalists and recruiters who span the company and recruit for any open position. RPO engagements can be focused in specific areas, including highly-skilled areas or high-volume areas, to bring a focused, concentrated effort in the areas you need it most.
Expertise – Many RPO providers have experience recruiting in specific skill areas or industries. Through the RPO engagement, you are leveraging their knowledge and increasing your reach into specific talent communities.
Resources – With so many different sourcing and recruiting tools, including social media and online services, it can be confusing and difficult to assess which tools to use. An RPO provider can bring experience with a variety of tools or work with your existing resources to maximize your investments or help expand your recruiting tool set.