HR SHIFTS :Recruitment Experiences Digital Transformation

HR SHIFTS :Recruitment Experiences Digital Transformation

Over these past two years the term ‘remote’ must havebeen inputted into Google’s search engine billions oftimes as everyone shifted to offsite and digital work.

As a result of the Covid-19 pandemic, Human Resourcedepartments across the world have experienced rapidpaced internal change, in an effort to prevent further joblosses and assist the economy at large.

More than 30% of South African citizens have been leftunemployed as a result of the Covid-19 pandemic.

THE STATE OF RECRUITMENT

The latest CareerJunction Index (CJI) indicates that as of September 2021 South Africa’s hiring activity saw great improvement. Job seeking behaviour also increased in comparison to the 2019/2020 period.

A 4% uptick in hiring activity and a marginal 1% increase in job seekers was recorded by the CJI. As of the third quarter of 20201, the CJI was positioned at 103 index points, This indicated that there has been a decrease in competition in the job search market.

The CJI reports online labour dynamics in South Africa by giving us access to a comprehensive analysis of the respective measurement of supply and demand in the online job market.

MOST IN-DEMAND JOB POSITIONS

• Mechanical Engineer

• Surveyor

• Java Developer

• Software Engineer

• IT manager or Technologist

• Pharmacist

• Financial Manager

• Analyst

DIGITAL DILEMMA The impact of the Internet on recruiting departments has been intense and has changed the way traditional recruiters work. Many online sites are set up to connect workers and employers, and local sites such as PNET and career junctions compete with larger international sites.

Social networking sites, especially LinkedIn, are trusted and are considered a legitimate source of recruitment activity. Equally important in this area is the impact of the recently introduced and proposed new legislation.

The 1998 amendment to the Equal Employment Opportunity Act 55 means that psychometric tests must be approved and businesses must use tests certified by the South African Council of Medical Professionals. The 2014 Labor Constitutional Amendment Act 6, which came into force in January 2015 and has a significant impact on the temporary employment services subsector, could be contested.

“As modern recruiting becomesincreasingly challenging,companies must work harder toidentify the best talent - all whilestaying on top of the complexityof their own internal hiringprocess,” explains Saadia Sali,Applications Consultant, OracleServices at iOCO.

“Throughout the pandemic,businesses have been forcedto digitise – and the recruitmentprocess is no exception.”

NEW DIGITAL TRENDS IN HR

• Remote/ Digital teams

• Cloud-based HR processes

• Gamification and tech wearables that support employee mental health

• Increased focus on chatbots which assist the recruitment process

• Analytics with AI

• Customised HR apps

TOP 10 HIGHEST PAID JOBS

Software Engineer (up to R1,2-million each year)

Pilot (up to R695 800)

Lawyer (from R643 440)

IT Manager (variable)

Medical Specialist (from R476 000)

Petroleum Engineer (up to R572 600)

Management Consultant (from R392 000)

Actuary (R598 055)

Air Traffic Controller (R583 450)

Chartered Accountant (R434 191).

Demand for sales consulting skills grew by 19%

Demand for middle and department managers decreased by 17%

Demand for recruits in the ICT sector grew by 15%