The traditional office concept is changing. The image of a place full of tables, cupboards, telephones, printers, etc. is becoming obsolete.
The technological advances of recent years mean that the way we work has changed significantly, as new technologies allow us to carry out our employment duties from anywhere at any time.
The direct impact of this flexible way of working – achieved through ICT – is not only a considerable increase in teleworking, with the corresponding increase in quality of life and work-life balance for employees, it also affects the management of space. In fact, more and more companies are opting for a different model, eliminating the traditional workstations assigned to a single employee to replace them with a higher number of shared spaces used for meetings and as meeting points.
In the very near future, we expect that each worker will no longer have a physical workstation assigned to them but instead will occupy any available workstation on the day they need to go into work. A gradual disappearance of conventional offices is therefore already upon us.
If we understand Corporate Social Responsibility to be a set of business practices based on ethical values and on respect towards employees, communities and the environment, then people management is a very relevant issue and, of course, so too is the whole question of recruitment.
In a way you could say that an organization that is responsible with its employees begins with its recruitment policies. Hiring should be based on competencies and should on no account exclude applicants on the basis of their sex, age, religion or any other kind of social prejudice that could be considered discriminatory. That’s why it is fundamental that businesses analyze thoroughly the post they wish to advertise and that, using this analysis, they are clear on the know-how, experience and competencies necessary for meeting the needs of the post, but without describing the “type” of person they are looking for, thus helping to apply the principle of equal opportunity to every applicant.
Looking for a candidate on the basis of competencies means focusing our attention on a person’s skill sets, attitudes and knowledge, in an effort to ensure an objective and transparent evaluation, and to make certain that the new hires bring together the best possible characteristics in terms not only of training and experience but also competency and efficacy: in a word, talent.
A transparent recruitment process, one based on a company’s real needs, ensures a good and proper selection and the richness that no doubt stems from a diverse workforce whose correct management is one of today’s major challenges for HR departments.
“Good employers, responsible companies”.
Human Resources ACCIONA S.A.