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How do open organizations recruit?

In a fast-paced economic world, companies are constantly seeking new managerial approaches to adapt to their own environment.

They need to come up with new organizational forms to be able to, for example, quickly change their value chain or by recasting their relationship to innovation.

How do they obtain the necessary skills?

Major disruptions in a short period of time

For the past few decades, organizations have been facing three major challenges:
1 -  A considerable increase in data and knowledge. As an example, in 2017, more than 5 million scientific publications will be available for companies' R&D departments.
2 -  A demand for permanent renewal of solutions. If they want to keep their customers (and keep their margins), companies must be able to constantly offer new concepts.
3 - The digitalization of the economy and the resulting transformation of the value chain. Entire professions, such as banking or transportation, have revised their processes to adapt to their consumers.

Digitalization forces companies to rethink their organization

These three challenges are actually opportunities for companies that can implement an open organization.

A decentralized and open organization as an adaptation

We are already seeing companies operating with this new organization, based on dynamism, digitalization and an open approach to issues.

They are distinguished in particular by the existence of a director of innovation or digital transformation whose prerogatives consist precisely in laying the foundations for this new agility.

Then, these open-organization companies tend to make their organizational chart more horizontal, on the model of startups, deeming the classic pyramidal approach obsolete.

Specific recruitment needs

Open organizations have learned to innovate even in their hiring to accompany their need for flexibility. Some even envision fully decentralized management down the road, on the blockchain model.

Innovations in the qualification of their resources and the optimal use of digital tools make it possible to recognize talents and mobilize them on ad hoc projects, in a very short time.

These multidisciplinary teams can therefore participate in these projects in a very short time and propose adapted solutions much more efficiently than with a traditional organization. 

Projects are increasingly organized around multidisciplinary cells

Recruitment in open organizations can therefore no longer be approached by a permanent, inflexible and costly "stop and go."

This operation instead requires a talent pipeline, i.e., a continuous stream of notoriously identified talent.

At a time when the open organization offers a response to increasingly rapid changes that disrupt traditional patterns, there is a need to rethink the acquisition of highly skilled and flexible resources, for example by publishing your job offers on Jooble

Working on needs very early on, inbound recruiting is currently the method that offers the most benefits for implementing the open organization.

Inbound Recruiting et IA générative

Topics: Inbound Recruiting, Marque employeur, Organisation ouverte