Analog and digital remain in constant conflict — when their integration is not possible — but it's easy to understand which options are best for your company. For example, traditional and digital admissions processes have vast differences, and by looking closely, it's easier to assess which models are most effective for your company!
Regardless of the step of digital transformation As your company finds itself, it may be time to evaluate how to make your experts' work time even more valuable. And, for this, it is worth noting the differences between the traditional vs. digital admission processes.
Based on this assessment, it is possible to see that a long, troubled and poorly organized process can be highly harmful to your organization.
He doubts? Research by IBOPE CONECTA shows that 36% of UK residents companies have already suffered from the loss of candidates because a selection process has gone beyond what is necessary.
But that's not the only reason you should compare traditional and digital admissions processes. In the topics below, we will make a thorough diagnosis of both for you to make your decision. Check out!
What are the differences between traditional and digital admissions processes?
Below, we will analyze the main aspects of each contracting model. Take the opportunity to identify which of them can be better absorbed in your work routine!
>> THE Sherpa elaborated a Admission Process Sheet. With it, you'll be able to guide this entire process effectively (and without leaving anything behind). Click here and download the form!
1. Organization of curricula
Even before admission, it is important to have a good plan in your company for receiving and organizing résumés.
For this, your selection and recruitment sector has to be aligned with the major trends in the market and also understand the importance of a good resume bank.
When this is done in the traditional way, heavy files contain the résumés of potential candidates and take some time to filter your collaborators.
Now, when we compare with the digital model, this information bank is pre-populated and can be filtered based on the saved information.
This makes it easy, for example, for your HR specialists to find the best candidates for specific positions within hundreds of other files.
2. Delivery and verification of documents
Regardless of evaluating the traditional and digital admission processesl, it is important to note that both follow the same steps.
And this obviously implies the delivery and verification of documents from the professionals selected to be part of the staff. Also in common are the company deadlines for the return of documents that can only be delivered in person, such as the Work and Social Security Card (CTPS) (within 48 hours after receipt).
However, when comparing the traditional and digital admissions processes, we can see that the online model offer more convenience, facilities and agility.
This is because some management software allows the process not to demand the physical need of the future professional to send documents. Just give access to the system, so it attaches the necessary documentation (which can be taken from the system itself). smartphone) and forwards through the system.
Thus, only the CTPS is delivered on the first day of work, so that HR can speed up the procedures and deliver the document on time, and without unforeseen problems, in addition to other information that can be resolved already during the working day.
3. Integration and training
This is a fundamental step for hiring any employee, regardless of position. And, within the differences between the traditional and digital admissions processes, we were able to observe new discrepancies between the models.
For example: why wait for the first day of work to integrate and train employees? Through personalized welcome messages — such as texts and videos — the newly hired person already learns about the organizational culture of the company, what is expected of it, etc.
Unlike those who cling to the traditional process exclusively. For this, the work is only done after the first day of work, leaving the employee still “disoriented” regarding all information.
Through digital channels, it is possible to prepare the employee as much as possible about their routine, responsibilities, behaviors and attitudes. Not to mention the company's differentials, as well as the institutional pillars of the organization previously.
4. Hiring cycle time
Finally, it is worth noting that the traditional and digital admissions processes they distance themselves, too, in the very time for hiring.
Digitally, organized information generates more assertiveness in less time. This is because the entire inflow can be mapped and entered into the system. Thus, all professionals involved are aware (through notifications) of their participation and what is needed to continue the work.
When the traditional process, in turn, requires constant communication – which, consequently, adds communicative disagreements since there is no centralized location, such as the management software, so that everyone can follow the progress of hiring potential employees.
How to find a digital admission solution?
If you've convinced yourself that there's a lot to benefit from online model, after comparing the differences between the traditional and digital admissions processes, take the opportunity to meet the HR Consultant UK's solution!
Through it, you can acquire, in your admission process:
- less bureaucracy from the use of dynamic onboarding composed by the branding of your company;
- mechanisms to personalize the welcome to employees throughout the entire admissions process;
- less paperwork, since the employee himself fills in his data, with some photos, and sends it to HR only when everything is complete — and before the first day of work
- greater control of the progress of digital admission, as the system allows for assertive monitoring;
- Totally tuned with the accounting office, sending all the necessary information with a single click.
You saw how it is possible to go beyond the differences between the traditional and digital admissions processes?
Who is HR Consultant UK?
Sherpas they are the peoples residing between Nepal and Tibet, and who play an elemental role in helping to guide intrepid adventurers who plan to climb its steepest and most challenging mountains.
Transposing this detailed and fundamental work to corporate corridors, HR Consultant UK has as one of its main objectives the outstretched hand to guide its customers and partners to the summit of their goals in a safe and self-sufficient manner.
For this, the company has extensive knowledge of the sector, state-of-the-art technology — and constantly evolving — so that your steps are safe and decisive even in unexplored terrain, and a multidisciplinary team to meet and anticipate all your demands!
To set aside the differences between the traditional and digital admissions processes and integrate your brand among the big companies of the future, focus on our solutions and also all our tips and news. don't miss like our facebook page, therefore, and also to follow us in the Instagram, Twitter and LinkedIn!
HR Consultant UK can help if you have any questions about Traditional vs. Digital Admission Processes
. Our HR consultant in London can assist you if you live in London. Suppose you live further afield thats not an issue! Visit our HR Consultants Near Me page to find the best consultancy nearest to you.
See you next time!