CHG-MERIDIAN

1. What are some of the major challenges and trends that have been impacting the HR Industry lately?

As the world becomes increasingly digitized and automatized, organizations and our HR industry are facing the challenge of finding and keeping top talent that can be quickly adapted to this transformation age.

Transformation can be difficult and uncomfortable. Motivating employees requires a clear vision, compelling purpose, and a sense of urgency.

So, defining the right strategies and tools, to develop our staff and transform their organizations to reach new heights is a big challenge, while we need to keep creating a values-driven workplace that fosters purpose, adaptability, and leadership. At the same time, we need to continue improving an effective and inclusive employee value proposition to attract the right talent and communicate what's unique about an organization.

2. What keeps you up at night when it comes to some of the major predicaments in the HR Industry?

As the automation of processes is improving exponentially organizations efficiency, reducing errors, and saving time, the organizations require from HR to accelerate faster than ever, the development of new capabilities and upskilling such as digital fluency, data analysis, and critical thinking.

And as it is not always possible, we need to look outside, creating a huge demand for tech talent, but the supply is low. In this competitive landscape, attracting top talent is a big challenge, but retaining them is even harder.

3. Can you tell us about the latest project that you have been working on and what are some of the technological and process elements that you leveraged to make the project successful?

One of the projects I am working on is how to evaluate during our selection process skills necessary to streamline the processes of change and digital transformation, with a critical thinking approach that will undoubtedly be a constant in the coming years.

Evaluating the behaviors that a candidate can demonstrate is one of the main challenges and having reliable and innovative tools that can be used globally within our process is the second challenge.

On the other hand, we cannot lose sight of the fact that candidates must have not only hard or soft skills, but also the necessary attitudes to connect with the values, mission, culture of the team and have a positive mentality that allows maintaining healthy work environments.

For this project it has been necessary to know different suppliers, their scope and methodology. Something that we have today the areas of HR that has been a great change in our industry, are the channels and groups in social networks where you can quickly make a query and in minutes receive input from all over the world with suggestions, experiences and a lot of valuable information that allows to speed up the search and decision making, at the same time it makes it much more reliable.

4. What are some of the technological trends which excite you for the future of the HR Industry?

I am excited to think about what will be the new tools that will allow us to capture and select talents in a more assertive way, while managing to combine a selection based on soft, hard skills that match with a good fit.

Selection processes will undoubtedly be more impartial through artificial intelligence and will reduce bias, while opening opportunities for more diverse talent. This in turn will cause an increase in intelligence that if businesses know how to take advantage of it, innovation will be potentiated, and the scope of the solutions provided by businesses can expand to more markets, segments, and cultures.

Without a doubt, that is something that I see as a change that will impact in a short time and that as an HR agent, we will be key to allowing this change to be for the better.

Also, technology can be a powerful tool for learning and development. Online courses, virtual training, and gamification are just a few examples of how technology can be used to upskill staff and drive organizational growth.

Attracting and retaining top talent in the digital age requires creating a values-driven workplace that fosters purpose, adaptability, and leadership. By adapting to new work models and accelerating digitization, organizations can drive successful transformations and stay competitive. Investing in the development and upskilling of staff is critical to ensuring a skilled and engaged workforce. With the right strategies and tools, organizations with the support of the HR departments can pave a path to success in the digital age.