Embracing digital: the key to attracting, developing and enabling employees
Technology is rapidly changing the way we all live but also how we work, with digital continuing to impact businesses in all sectors and of all sizes. But despite global figures showing 2.8 billion global Internet users and 14 billion networked devices , there is still some way to go when it comes to embracing digital technology in the workplace.
A recent report from Fujitsu, which surveyed 1,400 UK employees on what they thought of the digital services they use at work, found that 67 per cent of employees would like their organisation to invest more in technology services and/or applications in the next two years. Alongside the call for businesses to invest in more technology, it has also been found by Accenture that 57 per cent of employees believe that digital technologies will improve their working experience. This reflects the need for employers to wake up to the huge benefits of embracing digital in the workplace.
There are the three key ways digital can help businesses to strengthen their employee strategies:
- Comply with the rules of attraction. Whether experiencing a period of growth or planning for the next wave of graduate hires, business can strengthen their ability to attract new employees through digital solutions. The impact of digital on recruiting is twofold; firstly with digital rising on the priority list for employees as more than half (52 per cent) say they hope to see their organisation investing more into digital services and applications in the future. Candidates are now considering the internal digital policies and attitudes of organisations when considering moving roles. Secondly, the recruitment process itself can be streamlined with technology. A Korn Ferry survey focussed on the next generation of talent, Millennials, found that nearly half (42 per cent) of those born before 1990 believe social media is the best tactic for recruitment .
- Streamline development. There is a wealth of digital information now on offer from outsourced activity such as apps, assessments and exit surveys. The HR department can make use of this insight created by the entire employee lifecycle to help develop employees and improve talent programmes. Better incorporating data, from talent applicant tracking to career development analysis, into candidate management systems will give HR a complete view of the recruitment function. As well as ensuring activities are more seamlessly integrated, this intelligence will enable the department to align talent strategy with business strategy.
- Provide the right tools for the job. When it comes to the benefits of digital, the ability to work remotely (57 per cent), gain real-time access to information (50 per cent) and save time (46 per cent), were the three most cited benefits for UK employees. Whether accessing files on the go or conducting real-time video interviews, the advancements digital tools can bring to the workplace can have huge impact – increasing efficiency and accelerating growth whilst allowing for increased employee satisfaction.
With 73 per cent of employees seeing digital as vital to the future success of their organisation, there has never been a better time for organisations to look into the possibility of increasing their internal digital offering. By embracing digital services, networks and devices, businesses across the UK will see the benefits when it comes to attracting, developing and enabling their best asset – their talent.
About the Author
Jan Mueller is Managing Director, EMEA Solutions at Futurestep. He shares leadership responsibility for the overall Futurestep business in EMEA. As well as driving growth and expansion across the region, he ensures clients receive the best recruitment solutions for their needs.
Jan brings an extensive background in international recruitment. Over the past 16 years, he has held a number of leadership positions in both executive search and recruitment process outsourcing (RPO) services. He has sold, built and managed solutions based on both executive search and large-scale recruitment, predominantly focussed on the technology and industrial sectors.
Jan holds a Diploma in Sociology from Ludwig Maximilian University, Munich and is fluent in English and German.