Solutions on corporate challenges after the peak of the pandemic

Companies have had to foster not only their attractiveness and positioning as an “employer brand”, but also build a safe, healthy, and trustworthy work culture and work environment. For their part, recruitment and selection firms had to enhance and refine the use of technological tools for the search, evaluation, and selection of people, to achieve the best fit between the motivations, needs, expectations, and interests of people with what the organization and the position offers.

Article of Carolina Weldt, Psychologist at IWW Member in Chile, HK Human Capital

Increased volatility and uncertainty in the markets and the consequent difficulty in predicting and managing difficulties, together with the acceleration of digital transformation processes in organizations, have had a significant impact on the world of work.

Although each sector or industry has had to face challenges, in general, there has been a high fluctuation in the supply of jobs (alternating scenarios of restriction and openness), the revaluation of certain positions identified as critical, and the emergence of new roles within organizational structures. Across the board, organizations have been confronted with the urgent need to be more agile and flexible in their adaptation, learning, and decision-making processes.

At the same time, there have been significant changes in people’s expectations and needs in their relationship with work. For those facing the situation of looking for or changing jobs today, beyond the level of attractiveness of the compensation offered, the possibility of having access to greater flexibility in working hours and working methods, which facilitates a better balance between personal and family life and work, is increasingly relevant.

It also highlights the expectation that the leadership and organizational practices show consistency and consequence from an ethical dimension, which is related to the perception of trust (daily, “doing the right thing”, “leading by example” and “keeping one’s word”). Younger people are more attracted to organizations that have an ecological and sustainable conception of their relationship with the environment, where participation, diversity, and inclusion are guaranteed principles, and where they live a purpose that gives meaning and impact to their work.

Organizations have been confronted with the need to create conditions that not only promote their attractiveness and positioning as an “employer brand”, but also build a safe, healthy, and trustworthy work culture and work environment, reflecting a genuine and consistent concern for the experience they provide to their employees, considering their well-being and development in a holistic manner.

For their part, people, being highly stretched in their emotional and adaptive capacities, have become more sceptical and critical in their assessment of their relationship with organizations and work. Many people have realized that it is possible to do things differently, questioning paradigms hitherto deeply rooted in the culture, and have therefore been willing to seek alternative paths for their career development, even outside the context of formal work.

In this period, for recruitment and selection companies, one of the first challenges has been related to the ability to enhance and refine the use of technological tools for the search, evaluation, and selection of people. These are technologies that were in partial, complementary, or ad hoc use and have become the norm.

The use of Big Data and Artificial Intelligence to collect information on applicants, monitoring software to keep track and communication during the processes, the use of video calls for interviews, and the online application of psychometric assessment tools, have come to stay as they have demonstrated their ability to streamline processes, increase accessibility and reduce costs, without losing quality, taking care of the experience that is delivered to clients, company, and applicant.

Another great challenge that, being a habitual action, is now of special relevance, is related to the effort to achieve as accurately as possible, the best fit between the motivations, needs, expectations, and interests of people with what the organization and the position offers, to achieve and ideally, accompanies a successful incorporation.

In addition, it is crucial to determine, based on valid tools, the level of development of those skills that have been visualized as central to the effective performance of people at the individual, group, and organizational levels, with a view to the future. These include communication, collaboration, and leadership, based on the ability to listen, and empathize, the ability to learn and adapt, which implies the ability to manage emotions and critical thinking, associated with the ability to solve problems and make decisions with autonomy.

About InterSearch ChileHK Human Capital

We work: Rigorously, Professionally, with Flexibility and Transparency, and with an attitude of Respect, Consideration, Commitment, and Honesty.

HK Human Capital is one of the leading companies in the top-level executive search market in Chile. Being a member of InterSearch (a Leading organization of Global Executive Search Firms Worldwide) since 2007, we help our clients to build high-performance teams and create value by accessing the best available talent to fulfill their needs.

 

Solutions on corporate challenges after the peak of the pandemic

3 min

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