In the last years, many are the areas at the company level that have to change or modify their processes due to technological reasons and new market requirements. 

The influence of globalization is undeniable in the development of new and more effective technologies, which allow to communicate more quickly to streamline decision making and problem solving; that is why internet, RRSS, ATS, among others have emerged.

The world and processes have certainly changed; last year everything sped up with the aggressive inclusion of technology due to social isolation; we progressed around 10 years during pandemic and today we see how those of us who were already using technological platforms got ahead and the ones that didn’t unfortunately were left behind. 

At the beginning of the 80’s, the information and communication revolution breaks into the productive world.

This technology extends to all fields of the economic life, starting in the productive sectors and comprising services, finance, etc., also new situations emerge as:

1. The unification of international financial markets and regionalization of the world economic space in order to facilitate exchange.
2. Partnerships between transnational companies. 
3. Transnational companies associate with local companies. 
4. Need for coordination of the main national economic policies.

In this case, the recruitment area is not left out of this revolution and of the changes that have been applied at the industry level.

In the last 20 years we can say that the recruitment process and selection has varied in the use of 2.0 technologies or social recruitment which is based on the use of online tools as social networks.

The current contact with potential candidates for a job is produced in a different way to the ones used 10 years ago.

The main differences have to do with advantages such as: 

• Greater speed
• Process automation
• Lower costs
• Better knowledge of the candidate’s profile accessing more information about them.

The changes in the ways of working of the recruitment department can be materialized in the way we relate with professionals and candidates that have the desire to participate in the selection process through mobile applications, RRSS, software to recruit and select talent and the possibility to automate the processes using different tools.

Some years back, we were used to receive physical CV’s in offices or through the mail, then the first job boards appeared and subsequently to that in the process the candidates were contacted on the phone or interviews were programmed.

Currently CV’s physically almost don’t exist; the majorities were sent by email or attached in the ATS: applications or employment webs were used to look for labor options, much of them are done through the phone; also the candidates are contacted through chat bots, whatsapp or using the delivery services of social networks as LinkedIn or the very ATS.

It is also interesting to point out that many times the first contact with a professional with an interesting profile for our organization is carried out through the search in Google or RRSS.

With these changes, recruiters require new skills related with experience that they offer the candidate since the first contact and the knowledge of human capital loyalty processes or internal marketing or employer branding, in addition to the above we can mention:

• Need of a greater specialization and knowledge in marketing of the professionals in selection of personnel.
• Inclusion of specialists in marketing in the HR departments.
• Greater incidence of information work about the company in the recruitment processes.
• Knowledge of media of the 2.0 environment to promote employer branding.

Since the global impact of COVID-19, the companies today are requiring multitask people which make the selection process more dynamic and the candidate’s bland and technical skills in its expertise are more assessed, making recruiters focus more on the experience that the candidate has had in its jobs, challenges which it has faced and how it has faced them.

Grupo STT has faced changes in the recruitment scope with the technological introduction, even though it was already part of the usual recruitment and selection processes; however the evolution of COVID-19 has made essential to digitalize the recruitment process; with this we implement a tool where all the recruitment process, candidate’s experience, sourcing, video interviews, technical or psychometric tests, employment offers, among others, are virtualized.

Presently there is an innovative tool that adapts itself to the needs of the labor market: Hiring Room that complies and satisfies our current needs, the ones of our clients’ and talents’.

With this new tool not only do we virtualize the recruitment and selection process, but also we obtain metric results to evaluate the performance of the Human Resources area and take on time measures that allow improving this key process to recruit better talent.

Currently the companies have more vacancies to cover and require of greater and better talent, so it is necessary to take advantage of all the virtues this solution gives to achieve an effective call through the main digital channels, among them social networks and portals, as well as to manage in an automated way all the information collected as part of the process.

Hiring Room enables the analysis through indicators and allows follow-up of the process in which each of the vacancies or published jobs are with the purpose of selecting the suitable profile. 

The contribution of a tool as Hiring Room is fundamental because it allows a better performance index to propose upgrades.

Also it allows us to evaluate which were the sources (digital, social) that best worked according to the job to be able to determine the preference of the channels and in which it is suitable to invest more in the future, as well as follow-up on how the call process is progressing and be able to almost in real time to make adjustments to the campaign.