How can digital transformation in HR take place?

Beyond the technological possibilities, an HR department requires comprehensive digital skills – both in terms of methodology and expertise. HR plays a key role in digital transformation and should lead by example – acting as a pioneer, so to speak. Fear of change is out of place here. Special software solutions like those offered by Refline support HR departments, for example by automating and optimising recruitment processes and workflows, and freeing up time to develop new strategies.

After all: with minimal effort, a great deal can be optimised. Digitalisation is not an end in itself – it is a means to an end.

The recruitment process is a perfect example. Job ads and the careers page are the business card of every company. With minimal effort, you can optimise your employer image and candidate experience – your “business card”, so to speak – and present a modern, digital image externally. At the same time, digital recruitment processes improve efficiency and save time – which can instead be invested in valuable conversations with candidates and new recruitment strategies (such as active sourcing) investieren kannst). The recruitment process is an important starting point for digital transformation in HR.

This quickly reveals where a company stands in terms of digital transformation: in the competition for the best talent, progressive companies win – those that lag behind lose in the long run.

But how can digital transformation succeed? An organised and structured HR department should follow these steps:

1. Set clear goals: Where do you want to go? Clear objectives are essential for selecting the ideal technology for the company and its goals.  
2. Secure support: For such an important transformation, any support is extremely valuable. Take care of this early on.
3. Define sub-projects: Start with easily achievable goals. Always optimise one area from A to Z. To ensure success, also define a start and end date. Once one area is completed successfully, move on to the next.  
4. Set priorities: Think carefully about the sequence of steps in this ongoing process. When should which measures be planned and implemented?  
5. Draw conclusions: After a few months, evaluate how well the new tools and software suit your company. Are they effective and do they deliver the promised results? Do they support the changed workflows?  

The dual role of HR in digital transformation

The HR department holds a dual role: HR is a strategic partner and is responsible for cultural as well as structural change.  

At the same time, it must also advance digital transformation in HR management. This means shaping modern leadership and HR processes while also guiding the organisation through this change process. Internal and external expectations of HR teams and their skills are rising. Digital skills and a suitable leadership and corporate culture are required. However, a digital shift will only seem credible if HR is proactive and has already digitalised its own processes. A particular challenge: there is often a lack of financial, personnel and time resources. Sophisticated software solutions like Refline can be particularly helpful here and provide relief. With minimal effort, a well-integrated e-recruiting software in the HR department leads to better resource management and less administrative effort.

Benefits of digital transformation in recruitment

Those who embrace digital transformation in HR are rewarded with numerous benefits:

• more efficient implementation of new strategies and processes through improved workflows and automation
• better data and faster implementation of new ideas
• cost and efficiency gains through reduced administrative effort (Refline projects offer minimal initial effort)
• increased value creation of the HR team: more resources for value-adding activities such as supporting leadership processes or time for personal conversations with candidates
• a positive external impression through modern job ads and an attractive appearance

Conclusion

HR departments need courage, a modern mindset and sensitivity to successfully manage digital transformation in HR. Only then can the many benefits of digitalisation be fully utilised. The willingness to drive and embody change is essential.

Recruitment processes, in particular, are the perfect starting point for initiating digital transformation. It is a clearly defined process with guaranteed success and maximum external visibility.

Start with this process and optimise it. The goal doesn't have to be to optimise all processes at once – getting started is worth it!