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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.<\/p>\n
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?<\/p>\n
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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.<\/p>\n
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.<\/a><\/p>\n 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.<\/p>\n Considerable consequences can result if this new HR role is not adopted:<\/p>\n So, why is video interviewing software useful for making your recruitment more effective and efficient?<\/strong><\/p>\n Smart tools like video interviewing software are simple and effective, but do not require a lot of financial investment.\u00a0Rather, they require curiosity about what new technological advancement can provide you with.<\/p>\n\n
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