Can robots replace recruiter?
In terms of human resources staffing skills, our readers have a clear opinion that robots can never replace human judgment when recruiting. So wrote Martina Welsch:
"Maybe the program could sort out the unscrupulous applications. So those who may only have been written to have evidence for the social media. I could live well with that. Of course, people in HR departments sometimes make wrong decisions. However, I suggest to most HR learners that you make an effort to select someone who fits into the team. How does an algorithm want to recognize that? "
This brings us to the question: what will people in the labor market have to be able to do in the future in order to survive the undemanding and flexible machines?
- On the one hand, humanity: this includes all professions and areas in which empathy and intuition are important. Because people prefer to interact with people - especially in teaching, where the motivation is transferred from one person to another. A good example is the whole range of care that accompanies demographic change in Europe and the aging of society. In 30 years, 25 percent of Europeans will be 65 years or older - compared to 18 percent today. The result: healthcare professions such as caregivers or physiotherapists have a solid future ahead of them. These jobs require a high level of empathy, acumen, and physical skills, and are thus little at risk of being automated.
- On the other hand, people will demand more and more technical skills in the future. In the future, it will be much more important to analyze and filter large amounts of data. Specialized developers and data analysts are in demand. But the field of data protection and digital marketing requires well-trained experts. And especially recruiter should at least have the appropriate software skills.
But the future of work is not just about data and analysis. The job market is becoming increasingly fragmented. Candidates no longer apply for a complete job, but also individual "gigs". And many large companies have already adapted this way of working for their employees.
5 Top competences of the recruiters of the future
Which competencies will be in demand in the future, was the current study series of the Center of Human Resources Information Systems (CHRIS) of the University of Bamberg in collaboration with the career portal Monster worked out. 5 competences, which are especially in demand in recruiting, at a glance.
- Marketing: As a marketing specialist, a recruiter knows his target audience exactly and knows how to thrill them. He has the employer brand and the communication to the candidates under control and names the USPs. For example, he knows what is important to the candidate, because wishes such as work-life balance (86 percent) must be addressed. Around 77 percent of candidates, for example, use Internet job boards to find a job. But just passive candidates must first be given the idea to change the job. The recruiter of tomorrow will be marketed Company like a marketing manager his product! He ensures that the company delivers what it promises. After all, four out of ten candidates have ever rejected a job offer because the promised working conditions did not match the advertised values.
- Performance: As a performance manager, the recruiter of the future remains a close watch on the candidates and always has an eye on where candidates are looking for vacancies. Around 77 percent of the candidates use internet job exchanges for job search, for example. But just passive candidates must first be brought to the idea to change the job. Here, knowledge in search engine optimization (SEO) and advertising (SEM) is becoming increasingly important. And the recruiter must now also take care of traffic, visits and page views.
- networks: The recruiter of tomorrow "socialized" and networked with promising contacts. Career networks in particular are used by candidates with many years of professional experience with almost 44 percent more frequently for active searches than, for example, the company websites with 39 percent. Here is valid: only who joins, catch something.
- Social Media: The social media manager is active on social channels such as Facebook and knows its immense importance, especially in the younger generation. Here the job display of the future, properly getargeted, belongs. Actually, it is clear to everyone: two-thirds of companies say that social media recruiting is important to address millennials. However, only 27 percent of the top 1.000 companies have a social media strategy in personnel procurement.
- Mobile Media: The mobile expert is aware that the need for job searches via smartphone is growing not only in the case of newcomers, but also in the older generation. Approximately six out of ten candidates find companies from job vacancies a great solution for their job search. Although 72 percent of Top 1.000 companies say that the increasing use of mobile devices has a great impact on recruitment, more than half (54 percent) does not yet offer mobile recruiting. If you want to win talents, then make the websites mobile-friendly and bring the apps on the forefront. This is also about technical know-how.
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