The world of work is changing rapidly. The role of technology, automation, and AI is fundamentally changing the way we work and how we interact with our employees.
However, the same cannot be said about how organisations source and hire talent. Most still rely on slow and outdated processes that can cost hirers significant time and money.
Here’s an example of how the recruitment process might look. You are at the beginning of a large-scale technology or transformation project and will need to source highly-skilled people to ensure the best outcome.
It is time-consuming and costly to create job specifications, engage recruitment agencies, or post to job boards.
Candidates send their applications directly or through an agency. Then comes the tedious process of going through often formulaic CVs. These may give some indications of an individual’s experience and qualifications, but rarely provide any insight into a candidate’s personality, work preferences, and availability.
After spending many hours, sometimes days, or even weeks, selecting your candidate shortlist and having spent a lot of money in head hunter services or recruitment agency services you are now ready to begin the interview process.
This is because of the limitations of the average CV. It is also likely that it will be very hit and miss. If you judge potential team members based on their experience, and have no knowledge about the person behind the CV, it will likely lead to more wasted time interviewing unsuitable candidates.
Do you find this familiar?
Why are we still allowing these traditional recruitment methods to continue in a world that is changing rapidly by technology? Individuals expect high-quality experiences at work and home, and organisations need to hire the best tech stars available for project teams.
Even more critical is the need to quickly find top talent and tech stars for major product developments, difficult projects deliveries, and transformational change programmes.
Data-driven insights into candidates and intuitive tech are now essential to overcome the challenges of recruitment and lower attrition rates in Heads of Project Management, Heads of Innovation and Digital Transformation, and CTOs.
Skills are changing
Project leaders and CTOs are under increasing pressure to create effective teams. This increases the need for innovation in the recruiting process. Why is it that the recruitment process has remained relatively unchanged in a world where technology is changing everything?
Hiring managers need better tools to find quality candidates who will make a difference and help them achieve their business and organisational goals. It is also highly probable that the skills required within all organisations and for projects will change over the next few years.
According to the World Economic Forum’s Future of Jobs report, January this year, there are 6.1 million new job opportunities worldwide between 2020-2022.
The report also found that although demand for technical and digital capabilities will continue to rise, there will be an increase in demand for human skills within organisations over the next few year.
It is no longer enough to have a resume or rely on recruiters for top tech talent. Many of these agents don’t know the roles or the organisations they are recruiting for. Data should drive your search and help you decide who will bring the most value for your teams.
Find the best project managers and tech stars
Now that you know you won’t find the skills or personality type you are looking for on traditional CVs and job boards, it’s time to ask how project managers should approach recruiting and building teams.
Like most things in today’s digitally-driven world, technicolor is a part of the fast-paced, digital age.
