Digitalization is a must for companies and HR departments alike!

By digitizing and automating repetitive, time-consuming tasks, HR can focus more on people.

Digital transformation, industry 4.0, digital transition… Are these terms familiar to you? No wonder: 85% of small and medium-sized enterprises (SMEs) and 95% of large companies have already embarked on their digitalization process. However, the latest study by BPI France shows that companies are still far from fully mature in terms of digitalization.

The digitalization of companies: persistent obstacles, but real results!

While 53% of SME managers claim to have begun the digital transformation of their company, almost one in two is still a long way from having started the digitization process.

For large companies, too, there is still some way to go: in fact, only 35% feel they have made half (or more) the progress they need to make on their digitalization project. The difficulties encountered by companies in the digitalization process can be summed up in 5 points:

1. Lack of time to devote to the digitalization project without compromising their business imperatives.
2. Lack of resources to initiate transformation.
3. Lack of perspective on the complexity of the subject and the technologies available.
4. Lack of internal resources to manage the digital transition.
5. Internal resistance to the global transformation required for digitalization. There are also differences between business sectors, for example: while the retail sector is one of the most committed to digitalization (with 90% of companies “digitized”), only one industry in four has begun its digital transformation.

Digitization, what are the results?

However, digitization, in the broadest sense of the term, makes it possible to :

• Significantly improve the company’s results (increased productivity and competitiveness).
• Strengthen customer relations through new communication channels.
• Promote well-being in the workplace (easier internal communication, improved responsiveness, e-learning, etc.).
• Gain operational efficiency for all company functions (sales, IT, administration, communication, logistics, HR, etc.).

These improvements are observed in over 40% of companies that have successfully digitized.

In addition to business optimization (company results, customer relations, etc.), digitalization is transforming the way the company operates, and therefore involves all company departments.

Digitization, the key challenge for the HR function!

For two-thirds of managers, HR digitization is one of their priorities, and they believe (53%) that digital solutions make it easier to gather information and optimize HR processes.

Among the HR functions most impacted by digitalization are: payroll management and declarations, HR administrative management and planning, training and the assessment and recruitment process.

Difficulties encountered?

• 50% of ETIs are held back by a lack of financial resources.
• 60% of VSEs/SMEs face persistent cultural resistance.
• 66% of large companies are finding it difficult to compensate for the lack of in-house resources and skills.

Managers are also concerned about data protection, cybersecurity, hyperconnection and the risk of dehumanization. And yet the benefits of digitalizing HR are numerous!

Digital, to put people back at the heart of HR!

Half of HR managers believe that digital technology is enabling the function to refocus on high value-added missions.

By digitizing repetitive and time-consuming tasks (through partial or total automation), HR staff can optimize their time and productivity for better quality of service.

More in tune with employee expectations, this digitalization enables us to offer a more personalized employee experience. Digital tools for managing vacations, monitoring processes, accessing administrative and payroll documents, etc., respond to the real challenge of building loyalty among “digital native” and “digital/mobile user” employees.

The dematerialization favored by digitalization also enables HR documents to be centralized. In addition to the economic and ecological impact, it enhances the data protection required by the RGPD via secure forms, management and data storage processes.

In addition to its impact on the day-to-day running, performance and quality of the HR function, digitalization reflects a more-than-positive image of the company and represents one of the key challenges in attracting talent! Digitization, an invaluable recruitment asset!

But it goes further than that!

Digital tools optimize recruiters’ day-to-day work in all areas of the business:

• From sublimating the Employer Brand to optimizing thecandidate experience.
• From generalized sourcing to automated application processing.
• From assessments and tests to deferred video pre-interviews.
• FromATS management to centralizedonboarding processes.
• From facilitatingemployee commitment to digital co-optation.

Digitalization for sourcing and employer branding: focus on cooptation !

Digitalization has enabled companies to professionalize cooptation (recruitment by recommendation).

The use of digital tools makes it possible to do on a large scale what used to be done by hand, and to effectively organize the internal co-optation program to involve all employees in the process and, therefore, multiply the chances of finding the right person for a job.

Digital co-optation also enhances the transparency of recruitment policies, increasing employee commitment and their role within the company. They become players and ambassadors for their company.

And the benefits are there!

Adopting a digital tool dedicated to cooptation, such as Keycoopt, enables :

• Save time in the recruitment process.
• Reduced recruitment costs: in fact, Keycoopt’s customers cut recruitment costs by a factor of 3 on average.
• An increase in the number of referrals per vacancy, with higher-quality applications. On average, for Keycoopt customers, 7.7 recommendations are enough for 1 recruitment.
• Enhancing the Employer Brand through employee involvement in the process.

Our project managers support and advise their customers from the strategic design of this digitalization to its implementation: program design, tool configuration and support in using the platform (via assessments, training, tutorials, etc.), as well as in optimizing the digital marketing and co-optation program (monitoring KPIs and recommendations)…
They’ve taken the plunge!

In view of the various results linked to digitalization (macro and micro), is it really wise to ignore this contemporary challenge? It’s true that the obstacles to digitization can be numerous. But the benefits are just as numerous, if not more so. Not to mention the impact on employee loyalty, with over 70% of employees appreciating the time and efficiency savings and autonomy that digitalization brings!