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A brand new box on the org structure

In a global survey of 500+ business leaders conducted by IIC Partners, three out of four respondents (76 percent) said they didn’t have a Chief Digital Officer (CDO). While a majority of organisations might not have a CDO, it’s becoming critical for businesses of all sizes to consider digital when recruiting any leadership roles.

Digital transformation began long ago in the corporate sector and has an even longer lead in industrial environments – just consider the history of robotics in manufacturing (circa 1955) or computer assisted design and engineering (1970s). Driven by PC, communications and database technologies, digital has successfully worked its way up the chain from IT to the back office, through administration to the front of house, via marketing.

Slade Executive is recruiting senior executives in digital right now, and we’re seeing an international trend in key digital appointments as part of the overall organisational strategy. Charting digital alongside traditional C suite roles, such as finance, operations and human resources, recognises its strategic importance. Along with information and marketing, we’ve seen that digital has the capacity to radically influence the competitiveness of an organisation in the present climate and will no doubt be essential to the survival of many industries in future.

In smaller businesses or those with more modest resources, a cross functional hybrid is the model for CDO. Agile executives who can work across a combination of digital, marketing and information technology are already highly sought after. As industry background becomes less relevant and a diverse CV looks more appealing, digital acumen is now one of the most commonly requested attributes when hiring leaders.

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Just because we have always done it this way does not mean…

Consider this: it’s estimated that US companies with 100 employees spend an average downtime of 17 hours per week clarifying communication, costing approx. USD$528,443 [1]. Communication is vital in all functions of a business, but even more so in HR, OHS and training. The latest trend in team communications seems so obvious: a mobile video platform for internal communications.

If you’re an HR, OHS, training or hiring manager, you’re probably exceedingly familiar with the time consuming repetitive tasks involved in the administration of staff inductions, training, safety and wellbeing, as well as building organisational culture.

And when you think that the written or spoken word is only half as effective as personal presentations, why hasn’t anyone else thought about a short sharp video to relay key organisational message?

Video is an easy way for employees to not only communicate verbally, but capture language and messages through body language, voice tone, gestures and facial expressions. Video helps employees comprehend and retain information for longer while simultaneously video boosts engagement. an innovative leader in this new space, outlined three obvious applications for mobile video platforms in the HR space.

  1. New Hire Packs and Induction
    Imagine this, you’ve created a short video explaining to your new employee where to park their car, how much parking costs, where to collect their security key, where the fire escapes are, and who the wardens are. You attach the legal employment documentation forms, add a first-day feedback questionnaire and SMS and email it directly to them the prior day to start with the name of their line manager and start time. An automated process for all new team members creates a personal touch that is engaging, welcoming and increases the brand’s professionalism and image. Another benefit is you save time, paper and money by streamlining this repetitive task.
  2. Training and Development
    How hard is it to schedule a training session that accommodates busy schedules, multiple time zones and shiftwork rosters? Training and development managers may not realise that online video training modules can be distributed via SMS or email. This ensures the whole team have access to the training regardless of their physical location and can catch up and learn at a time that suits them, putting less strain on their productivity. Another positive is that online training videos provide a consistent message reducing the variation in the information taught. Video and direct distribution methods are also an effective way to instil messages to the wider team throughout the year that may have been relayed during an executive offsite or weekend training and development seminar.
  3. Video Job Ads
    Used appropriately, video can be an effective recruitment tool. As an advertising medium, it engages multiple senses and can be positively influential. Well produced video ads report higher applicant response rates. Internal data from US-based CareerBuilder reveals employers “receive a 34 percent greater application rate when they add video to their job postings” [2]. Video interviewing has been used successfully for many years, particularly to facilitate face-to-face style meetings with candidates in remote locations.

In recent years Slade Group has successfully used short form video to present a candidate’s pitch, which many of our clients appreciate for initial candidate screening.

Tell us about your world @work and innovative new video communications.



[1] 360 degrees

[2] Peak Posting Performance: Best practices for writing a better job posting, Career Builder

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