Article: HR and Hiring trends in IoT industry


HR and Hiring trends in IoT industry

The HR paradigm is a continuously evolving phenomenon, and the talent scenario has progressed in 2019, with data as an important dimension while recruiting candidates. Here’s looking at the significant hiring trends:
HR and Hiring trends in IoT industry

Hiring the right talent is a challenge and a competitive process for any organization. It is essential to have skilled professionals who understand the business thoroughly, are a cultural fit, and add to the value of the company. The HR paradigm is a continuously evolving phenomenon, and the talent scenario has progressed in 2019, with data as an important dimension while recruiting candidates. Here’s looking at the significant hiring trends: 

Utilization of technology to streamline the interview process

There have been vital trends in hiring that have brought in much-needed streamlining into the hiring process. Offline video interviews, chatbot-enabled interviews, AI-enabled profile shortlisting, personality assessments, and utilizing big data are some of the things that took off in 2019. This has left recruiters with time to dive deeper into conversational interviews and to enrich the human factor in interviews. As repetitive work moves to technology, interviews continue to become more personalized.

Requirement of different skill sets in the IoT industry 

If you look at an industry-wide talent need, the ability to wade through and succeed in ambiguous and uncertain environments rates as one of the most sought-after attributes in candidates; in other words, resilience and versatility. The internet of things (IoT) industry is a unique juxtaposition of two fundamentally different industries – mechanical and connectivity. While the gestation period of projects in the mechanical industry might range from months to years, the connectivity industry has micro-sized projects with the gestation period in days and skill requirements transforming dramatically. 

When these two industries interact with each other, it creates intense uncertainty due to the difference in their core nature. The talent needed to manage and survive in a volatile industry like these needs to be exceptionally resilient, learning quickly through observation, learn from failures, and must trust their instincts. They should have the versatility to execute things on the ground while exhibiting a hunger to think strategically. These are the vital aspects recruiters look for while hiring candidates for the IoT industry.

Data and AI-integration in simplifying the hiring process

As per an industry survey, by 2020, nearly 40% of recruiters would use AI and big data in their hiring process one way or another and that AI can potentially reduce hiring time by 80%. AI is now being used in multiple areas of hiring, including shortlisting profiles, psychometric assessments, predictive analysis, etc. However, one of the major areas AI has been helping is to screen applicants from a large applicant pool. While this is a nascent usage of AI, much in-depth utilization is coming in with AI-driven assessments, which generate an ‘employability’ score for candidates by assessing their facial features.

The applications are endless, and over a period, they have great potential to reduce the time spent on rote, repetitive work considerably. That said, talent managers do run the risk of losing the ‘human touch’ in the hiring process in the long run. The sector is still far off from the day when the assessment of a candidate’s cultural fitness, core attitude, and belief systems can be done using AI, and these are vital metrics critical to employee success at the workplace.

Hiring mantra for the next-gen workforce

This is one of the most exciting phases of workplace diversity (in terms of generations) with Gen X, Gen Y, and Gen Z sharing and collaborating in the same workspace. These are exciting times yet challenging. This unique blend requires that hiring processes be agile and intuitive to assess a spectrum of personalities, profiles, and requirements. As the industry is gradually moving to the automation of hiring, there might be increased use of psychometric assessments and AI-enabled interviews, while interviews by hiring managers will shift towards being more conversational than transactional, keeping in line with Gen Z requirements.

The current HR landscape will continue to evolve with regular tech upgrades, creativity, and more intelligent human intervention. Hiring managers should be smart and agile enough to anticipate and apply these changes to their regular procedures. 

Technology is expected to revolutionize the way HR professionals do their work. This means digital transformation will continue to be on the agenda for talent management and retention. While HR software can ease the burden of time-consuming tasks, more advanced technologies such as AI, ML, and VR technology will bring more benefits that HR professionals can leverage for talent acquisition and analytics. Increased technology interventions and deeper human involvement - things are only bound to get more exciting in this sector shortly.

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Topics: Recruitment, #Trends, #Hiring, #Rewind2019, #GuestArticle

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