May 26, 2017 - Comments Off on The Future Workplace, and the Role of the Recruitment Industry
The world is in a constant state of flux. Nowhere is this statement truer than in the work place. In recent years, we have been forced to evolve to meet the challenges of work in the twenty-first century. Deloitte Switzerland recently published a study that concluded, “organisations face a radically shifting context for the workforce, the workplace and the world of work… creating a unique opportunity for HR to help leaders and organisations adapt… to new models of work and careers, and help the company as a whole adapt to and encourage positive changes in society, regulation, and public policy”. Here at Milburn Lewis, we agree with Deloitte but feel that the recruitment industry also has a role to play in helping leaders and organisations adapt to these changes.
Deloitte attribute this evolution within the work place to advances in technology, which continue to increase in frequency and complexity. Several academic studies have found that human beings are able to adapt to new technologies with relative ease. Organisations and businesses, however, find this much more difficult. “Individuals are relatively quick to adapt to ongoing innovations, but organisations move at a slower pace,” according to Deloitte. This often results in the retention of antiquated, industrial age structures and practices within even the largest and most successful companies.
If you work for an organisation that fails to embrace the technological demands of the twenty-first century, it will undoubtedly have a negative effect on your work life, career development and personal life. Deloitte makes this point very well by highlighting the link between a company’s failure to adapt to new technologies and public policy issues, “such as income inequality, unemployment, immigration, and trade”. We are continually told that technology is meant to make our lives easier, and it does in most cases. It is now time for business leaders around the globe to recognise that technology can make companies and organisations stronger, fairer and a vehicle for wider societal change.
Of course, Deloitte is right, HR professionals will be leading figures in this drive towards reform. However, we believe recruiters can – and must – play a vital role in helping our clients achieve this end. This can be done various ways. First, we can no longer shy away from having informed, frank and honest conversations about these issues with our clients. By developing a comprehensive understanding of our markets, we can help ensure our clients are aware of the latest technologies, and the benefits they might bring to their organisation. Secondly, we can identify and introduce candidates who understand and have experience in the latest technologies, who exhibit an interest in innovation and moving away from the status quo, who aren’t just the ‘ideal candidate’ but someone who can help move things forward. Lastly, we can do something simple – practice what we preach. All too often in recruitment we reject technology in search of a quick deal. There is a wealth of technology across the recruitment industry, all of which can help increase our productively, open new markets and generate profits. We just need to be willing to change, just a little bit.
Despite what people say on LinkedIn, the recruitment industry can be a force for good. Like we said in our recent blog, “recruitment firms can no longer afford to provide a narrow service of finding candidates, submitting CVs and hoping it results in a fee”. Milburn Lewis is dedicated to helping our clients move forward and evolve to help make them more competitive, equal, attractive and profitable. And by providing a more comprehensive and broad service, we hope – and expect- that it will only mean good things for us.