Technological change is becoming increasingly important in the business world. The human resources sector is not unaffected by this either. Digital transformation is just as essential here as it is in other areas of business, if not even more important. Only if a company has enough highly qualified talent can it secure its long-term international competitive
Lack of integration between HR and corporate management
Recruiting still lacks strategic planning and close integration with corporate strategy. According to the Korn Ferry study, only around 43 percent of human resource management is in a position to actively support the business objectives of its own company. Many even have no concrete goals at all when it comes to recruiting and developing talent.
Most of them estimate their need for new staff due to recruitment in the previous year. Major market changes or even a buffer for innovation: Nothing to report. This makes it difficult for a company to stand out from the competition and to survive in the face of international competition in the long term.
Managing directors are therefore making more and more concrete demands on HR management. HR should not only screen and recruit
Missed market advantages due to missing recruiting technologies
Modern technology in the application process is becoming more and more important and the mobile recruiting revolution is getting
It is essential for companies to recognize new top talents. Addressing and enticing them as directly as possible. Furthermore, to promote their skills in order to be able to survive in today’s market environment in the long term. Top talents can also be lateral entrants who have a special gift. If you don’t keep up and use modern application methods, above all mobile recruiting, you will hardly find suitable candidates. Especially
A lack of personnel planning
Only those who use targeted recruiting tools and mobile application processes can work efficiently and with a view to the future. Data from such tools, analytical evaluation
Only those who trade now can compete in the already highly developed markets. Talent managers must maintain a close exchange with personnel managers and managing directors. They must firmly anchor their strategy with that of the company and rely on new recruitment tools at an early stage.