In 2001, seventeen software development experts published a manifesto in which they exposed a disruptive methodology to carry out their projects. It was completely different from the thick and rigid classical methods of programming, which focus were on detailed planning. This document, known as The Agile Manifesto, included the most important pillars for new and better forms of development. The software industry has always been a pioneer in many aspects, especially in the optimisation of its processes. Therefore, I consider it interesting to take it as a reference and think of its application in our area.
Some methodologies and tools are applicable to the human resources departments, as Rebeca Navarro already explained in this article. Many of them generate improvements in our processes, especially if we talk about efficiency. But what is the biggest benefit we can get from our recruitment processes?
We have always believed that innovation means thinking differently, connecting all the dots and providing a new solution to the challenges that we face. But very often innovation is shown when recycling and adopting what already exists. In human resources, we have a significant challenge when it comes to recruitment: an exponential growth of candidates, an increasingly competitive market and inherited practices that might have been useful in stable environments but now require a change.
To deal with this challenge, using agile methodologies in a recruitment process can be very enriching; it will help us recruit faster and better, applying the principle that individuals and their interaction are above processes and tools.
When taking this approach into practice, we will have time to find the candidates that best fit our needs. And this can be accomplished when involving the whole team from the beginning of the process and eliminating the bureaucratic tasks that do not add value. Another example is once these professionals become employees, we can use retrospective techniques to evaluate and review what has worked and what has not in the methodologies applied. This way we achieve efficiency, transparency and continuous and collaborative learning.
Implementing these methodologies entails the effort that requires a change in attitude and work habits. An excellent support before attempting this approach may be an agile mentor figure, who can act as a key contributor in the talent recruitment team.
The agile mentor or agile coach will help the team improve their methodology, without forgetting that the ultimate goal is to learn during the recruiting process and implement improvements that help us to be more productive and agile. This way we can keep up with the pace of the increasingly complex hiring demands associated with digital transformation.