This article is authored by Teppo Paavola, Chief Digital Officer, The Adecco Group
The COVID-19 pandemic has revolutionised the way the world works. Since 2020, remote and hybrid working have become the norm for millions of people. And according to the findings of Resetting Normal, The Adecco Group's report aiming to define this new era of work, the trend is set to continue, with the average worker wanting to spend at least half of their work time (53%) working remotely. Both workers and leaders see the positives of this shift, with 8 in 10 respondents agreeing that both businesses and employees will benefit from the improved flexibility.
If hybrid working is indeed the ‘new normal’, technology is a vital factor in making it a success. Almost every modern business now benefits from technologies like instant messaging and video conferencing. But at The Adecco Group, we also see the benefits that digital innovation and transformation can play in talent solutions and HR – both in supporting remote working and in addressing the labour shortages and staff retention issues that have affected a number of sectors since the start of the pandemic.
Guiding the first step
The Adecco Group’s strategy for developing new HR solutions is to combine world-class data science with market-leading digital product innovation. Adecco Connect, our digitally guided recruitment experience, uses AI algorithms to screen and qualify job applicants at scale, delivering the best candidates in a more efficient and cost-effective way. Recruitment Connect has helped one of our clients, the Tour de France, process more than 10,000 applicants in half of the time it would have taken using traditional methods.
Innovative digital products can benefit candidates, too. Career Assistant, The Adecco Group's intelligent career chat-bot, is already helping millions of candidates in more than 30 countries to engage with prospective employers. For another of our clients, one of the world's largest online retailers, Career Assistant enabled 86% of applicants to schedule their own interviews. This streamlined the recruitment experience for candidates while also freeing recruiters’ time to invest in more valuable tasks, such as building relationships with candidates by answering more in-depth questions. There are many similar examples, where the efficiency savings are over 50% for all parties, and the recruitment process cycle-times are cut by 50-80%.
Adopting this digital-first approach to recruitment improves candidate selection and boosts efficiency, while also enabling companies to reach a wider and more diverse pool of candidates. Using digital products also makes it easier for businesses to engage with the growing gig and platform economy, by automating the administrative processes required to hire staff on a short-term or flexible basis.