According to sociologists, the birth year intervals of generations cause them to exhibit different characteristics through different social, cultural and technological events. These groups, called BB, X, Y and Z for short, have different perspectives on life, expectations from life, ways of doing business and the conditions they live in. According to research, Baby Boomers tend to work in one place for long periods of time, while Millennials tend to change jobs more than 10 times. For Generation Z, when it’s time to work, everything that requires them to make decisions will be done by systems. So AIs will be making decisions for them. Human Resources, of course, cannot be expected to strategize in a way that is unaware of these arguments. In the light of this information, how have human resources changed?
Today’s world of constant variables and uncertainties is expressed by the word “VUCA”, which stands for “volatility”, “uncertainty”, “complexity” and “ambiguity”. Human resources departments that want to recruit employees who can adapt to the rapidly changing and developing world and succeed are trying to analyze what the right competencies are. The competencies required to succeed in the VUCA world are analysis, learning agility, influencing and persuading, success orientation and relationship management. So what are the qualities that recruiters should have? To be able to carry out relational recruitment processes, to use digital platforms effectively and, of course, to have the competencies determined to be successful in the VUCA environment.
According to a study conducted in the US, most of the people hired in 2018 were passive candidates who were not actively looking for a job. In this sense, 40% of organizations try to reach passive candidates by making agreements with consultancy companies. The selection and placement of staff follows an unconventional direction. It is now more important for organizations to manage their time, to gain maximum efficiency at low cost, and to develop and grow in this way. The accessibility of human resources in recruitment processes is also very important in bringing effective candidates to the organization. The fast-changing and fast-moving world offers the candidate a wide range of job opportunities. A process that can be carried out interactively with the candidate to be acquired not only makes the candidate’s perspective on the organization positive, but also facilitates their recruitment to the organization.
Egeid Human Resources and Consulting Company, a Head Hunter company that can manage recruitment processes by fulfilling the requirements of the developing and changing world, works effectively for both candidates and companies. Because we know that working with a company that values itself increases the productivity of the employee, while companies develop and grow thanks to the productivity of their employees. Companies working with recruiters that candidates can reach at any time will be able to reach the best candidates in the fastest way possible.
