The business of hiring and firing continues to be a fairly manual and cost-intensive process across most companies, with relatively limited innovation in the HR field since the launch of the web. The market has largely been dominated by job classifieds sites and few players have been able to make major inroads iin changing the way companies handle their recruitment. However, gradually this is beginning to change, as startups in the hiring field are making the process more a science and less a gut instincts, This is certainly one field where business transfer agents are likely to become busier, with demand for more productive HR processes high among the business world.
The Internet has been a conduit for the evolution of recruitment and career development, allowing both employers and job seekers to instantly meet their needs online. However, in addition to the established presence of recruitment sites, new technologies and innovations are optimising the process of searching, training and hiring of staff, with economies increasingly reliant on the web to resolve skills shortages and lower unemployment levels.
Many businesses rate the process of hiring as one of their most pressing priorities, yet it is also a major time and capital sinkhole. Unsurprisingly, a number of new start-ups are making recruitment a science. Greenhouse, which raised $7.5 million in financing in August 2014, offers a single cloud-based dashboard that organizes candidates by skills and interview results. The automation of HR processes is increasingly a lucrative and fast-growing industry.
This digitisation does impact job creation itself (for HR professionals, for example), much how robots have replaced workers in many factories. However, according to McKinsey and Company research from 2011, the Internet has ultimately created 2.6 new jobs for every one deleted. With more Internet users worldwide, opportunities to benefit from being on the digital radar of employers outweigh the negatives.
Social media is also playing a major role in developing a global labour-market ecosystem. Professional networking platforms such as LinkedIn are tapping into the community-based spirit of specific industries, thereby allowing organic job creation through less informal means. Social profiles and online history are also allowing employers to gain a much more complete understanding of potential hires.
Technology is making an especially major impact in the staff training segment, and is becoming key for multinational companies, the outsourcing market and remote workers. The ability to use online tools to train far-away workers in standards developed at head office is adding added value to new hires. The growing focus here is increasingly on multi-platform use, and especially training through web-enabled handheld digital devices.
Thus far, the effects of automation have impacted largely blue-collar employment but the next stage of innovation is set to upend white-collar work also. More intelligent IT systems will remove functions such as performance assessment and productivity optimisations from human hands entirely, potentially improving staff performance and helping to fit skills to more fitting positions.
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