5 Important HR tools in the Digital Era

Align talents to results. This is the great challenge of the future HR and also the motivator of the new tools available in the market, since HR's great goal of the future is to present "technological" tools that facilitate the correct hiring, according to the need and profile of the company. The idea is to hire those who, in advance, have the characteristics that will positively impact the company's results.

New technologies developed with the focus on a more strategic Human Resources department - RH Analytics - as one of the pillars for business performance. Get to know some of them:

1. Mapping the behavioral profile

Hiring the wrong person means wasting resources, meaning it can get very expensive. Especially if the error is likely to be avoided with the practice of mapping the behavioral profile of the candidates, a technique increasingly used in the recruitment and selection processes.

It is increasingly crucial to identify motivations, values, teamwork, potential reactions under pressure, and leadership potential of the candidates. The purpose of this mapping is to hire the right person in the right position, thereby improving the productivity of the entire staff and, consequently, reducing the turnover rate. The contracting processes are a little longer and must pass through the professional profile analysis of the candidates.

2. Computerized personal department management

With Cloud, or Cloud Computing, a window of possibilities opens up for the future HR. One is the management of a company's personal department through the internet. Yes, imagine dealing with issues such as vacations, admission, shutdowns and webhosting, reducing liabilities and especially saving time? Because online personal department management already exists, and it means a breakthrough as it allows professionals to stay focused on more strategic and less bureaucratic aspects. Corporate Talent Management and HR Tools for Support

3. Talent Management Platforms

With user-friendly interface and data integration, SaaS (software as a service) platforms provide all the analytical framework so that leaders and managers can make the best decisions about their talents to, guess what, put the right people in the right places. We have, for example, the Mereo platform, which identifies any company's talents according to performance and competencies, conducting self-assessments, comparing employees and positioning them in the Talent Matrix.

Within the management of talents, perform a mapping and control of management by competencies, identifying which skills are still lacking for your team and each person. If this process can be automated and data based, why continue with subjectivity and rigid processes?

4. LinkedIn, Increasingly important for networking

With more than 400 million users, LinkedIn is today the world's largest business-oriented social network and a harbinger of HR of the Future. Owning a professional profile on LinkedIn is no longer an option. It is as or more important than knowing how to format a resume.

It is today one of the main tools of intense networking. In this way, it ends up becoming a huge support for the headhunters, the market-scouts. In addition to being a channel for promoting and disseminating specialized content, LinkedIn has launched apps - such as LinkedIn Job Search - to meet the need for candidates and recruiters (to find and be found).

5. Employment sites as data sources, not curricula

In the wake of LinkedIn, job sites have become valuable niches, as they not only collect data from thousands and thousands of candidates and companies, but can take advantage of the database of this target audience to promote their products: online consulting, curriculum formatting , tests, trainings, plans of signatures, among many others.

Employment sites thus consolidate the strategic role of intermediary between candidates and companies, while contributing directly or indirectly to the qualification of the workforce. In this section, also stand out online recruitment tools, which comprise the entire process via the web, including video test / analysis of the candidates.

Technology in favor of HR tools

Well, as you can see from the examples above, the technology has already brought about profound changes in basic departmental processes, from the time of selection to follow-up. What we will see from now on are methodologies and equipment increasingly improved according to the strategic function of the Human Resources sector, which ceases to be an "over" department to be the heart of every company, once which deals with people and diverse expectations.

Business feedback

An important ally in the HR industry is undoubtedly feedback. With it, it is possible to better understand the organizational climate and act proactively to avoid crises. And the most interesting of all is that even the practice of corporate feedback has undergone significant changes as a function of technology. Positive and negative feedbacks can now be given through interactive tools. We are talking about tools in the service of HR of the Future that, while guaranteeing the anonymity of the feedback emitter, allow the continuous monitoring of each professional.

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