Overcoming internal resistance to digitising recruitment


Recruitment has evolved alongside the changing world around it, successfully continuing to attract candidates for the role of the moment. However, with technological innovation widening the skills gap and requiring niche skillsets, it is no longer a case of engaging with the masses – It’s now about utilising digital to target specific market segments and tailor recruitment campaigns to attract the talent really needed, not casting a net out and seeing what is picked up along the way.

Technology is becoming an intrinsic part of our personal and working lives and as we move towards a hybrid workforce – humans working alongside technology – digitisation of processes within recruitment will help to automate manual processes, personalise candidate journeys and attract in-demand talent. With many opportunities available and an alleviation of time-consuming administrative tasks you would think organisations and HR were keen to digitise. Yet they are not. 

Senior figureheads of organisations are ready to invest and transition, Raymond Pettit, Managing Director of Community Banking at Barclays, expects the future of their business to be one of ‘digital working alongside human’1 . But our report, The digital opportunity: Delivering better candidate experiences in the shift to a hybrid workforce revealed that almost two-thirds (63%) of HR leaders face resistance to digitisation from both their own HR teams and wider organisational departments. 

Why is there internal resistance?

Our independent research unveiled the key barriers HR professionals are facing when it comes to digitising recruitment appear to be the same common thing; a lack of knowledge around digitisation, what it means, where to begin and the skills required. 

Over a third (35%) of HR professionals state that their main barrier is the lack of digital skills their HR and recruitment teams possess, but almost half (46%) have stated to be facing difficulty in finding a suitable technology partner who’ll support and guide them through this transition. It could be argued that the support is not there to upskill internally nor from external providers for recruitment teams to showcase the benefits of digitisation and in turn, change opinions across the business. At Capita Resourcing we offer consultative services to help your recruitment and HR function overcome the modern-day challenges posed by technology and ever-changing macro factors impacting recruitment. 

HR professionals do however know the implications of not investing in digital platforms and the detrimental impact it will have upon the candidate attraction and engagement. Over a third (36%) realise time is of the essence and with the war for talent raging on, HR cannot allow other organisations to get ahead or let their own candidate attraction strategy become stifled and outdated. 


Communication and education are the solution 

The need to revolutionise HR processes is being felt across both private and public sectors, but as CIPD highlighted, there are a multitude of concerns employees have over the digital transition due to a lack of communication from their employer, leaving them worrying about their future job prospects and current role2. What seems like a fear of the unknown is the bi product of a lack of communication from the top of the business about why this transition is occurring, what the benefits are, how it will change roles and what training and development will be issued to safeguard jobs.  

Without a workforce that’s invested and understands the reasons behind digitisation to improve candidate attraction and their own roles too, change cannot take place. With the worldwide adoption of technology, the key differentiator to a business will be its people. They will be the driver to success or stagnation which depends on whether they support and follow the decisions being made. 

To attract the employees needed to fill your skill gaps and achieve KPIs you must first look internally and make your current workforce the one you want it to be. Through consistent communication and transparency of change, HR can cultivate the forward-thinking, innovative and adaptable culture required to achieve the hybrid workforce. Transforming recruitment to attract the right people with the right skills, mindset and values that will future-proof your organisation. 

For more information on our consulting services and how Capita Resourcing can help you acheive your transformation objectives, get in touch with our team of experts today. 

Read the full report of our latest insights 'The Digital Opportunity - Delivering better talent outcomes in a hybrid workforce' here.

[1] https://www.personneltoday.com/hr/man-versus-machine-handle-resistance-technological-change/
[2] https://www.cipd.co.uk/knowledge/strategy/change/agile-working-report