Could it be that the Middle East is suffering from some form of technical aversion? Many firms continue to upgrade technology in many of their departments, but seem to skip HR.

Whether it is the process of short-listing candidates, making the final cut or retaining staff, many companies in the Middle East still resort to using traditional methods; possibly due to a resistance to change. With impressive market growth speeds in the Middle East, there is no doubt that competition for popular employment opportunities, such as in marketing, PR and sales, are on the rise. But, how can HR adapt to these new conditions? How can they prepare for talent competition?

Dynamics in age distribution at the core of the issues?

Dynamics in age distribution could be one of the reasons why technology adoption in HR has been slow. With the influx of young expatriates flocking to the Middle East combined with increased education initiatives for locals, the dynamics have changed dramatically.

As Fahad Al Abdulkarim, HR Director of P&G, briefly explains that, regarding long-standing employees of human resources, it is important for them to become quickly accustomed to such changes.

HR needs to transform their role! For example, they should become more open to new practices and technologies which help them manage upcoming workforce changes due to globalisation. Innovation must start to play a role in order to ensure strong workforce performance, low employee turnover and the achievement of business goals.

Considerable consequences can result if this new HR role is not adopted:

  1. Slow hiring processes from screening candidates to on-boarding, many steps are involved and pass through numerous decision-makers. Slow hiring costs a lot of money and can lose the interest of candidates quickly.
  2. Bad hires – Outdated assessment methods, like resume screening, leave room for biased decisions. In other words, you cannot find the best candidates for your vacancies as you could using modern methods. New recruiting technologies have been developed to ensure objective and accurate candidate evaluation.
  3. Difficulties in overseas recruitment As a major part of the workforce comes from abroad, you have to find a way of recruiting efficiently across several time-zones. Scheduling and travelling conflicts can be eliminated, for example, with automated video interviewing software regardless of where you’re located. The recording of the interview by the applicant and its assessment by the recruiter occur independently.

So, why is video interviewing software useful for making your recruitment more effective and efficient?

  1. Quicker selection process – As a pre-selection tool, digital video interviews help you identify the most suitable candidates right at the beginning without scheduling and travelling. (Watch the short video demo here)
  2. A personal impression of your candidates worldwide – They record answers to your job-related questions. You will get an impression of their skills and personality — invaluable when recruiting internationally!
  3. Easy to use – Both candidates and employers report that video interviews are very user-friendly, even for first-timers. (read more in our study) Candidates record the video answers at a time the choose, you watch them at your convenience.
  4. Enhance your employer brand – Attract the best talent in the Middle East and the world over by objectively evaluating all applicants with a modern recruitment process.

Smart tools like video interviewing software are simple and effective, but do not require a lot of financial investment. Rather, they require curiosity about what new technological advancement can provide you with.

If you want to learn more about video interviewing software, we’re happy to show you. Just get in touch and ask for your free demo.

author: Jennifer Oberender, viasto