Abstract:

The digital concept is increasingly present in our society, whether due to the technologies that surround us (for example, internet of things), or to the new reality of industry and services (for example, Industry 4.0 or Business Analytics platforms), whether due to the relevance shown in education, in particular higher education, for a more strategic and adequate training to the needs of business market. Therefore, the careers of the future are associated with digital world, in particular, with digital skills, in order to be adapted to market changes. According to Iordache et al. (2017) the development of digital skills and competences have become a key topic on the agenda of academics, professionals and politicians around the world, in order to prepare the society for the digital.

Human resources management is not dissociated from this reality. Indeed, digital skills acquisition is relevant for recruitment and selection professionals, to identify the best candidates (and as such, necessarily, they need the knowledge about digital skills for a best recruitment) as well as for the role of HR managers, for example, in management of digital processes or to use management software.

Despite its importance, according to Iordache et al. (2017) there is a lack of clarity and distinction between the various types of digital skills, literacies and competencies used. For Van Deursen & Van Dijk (2008) we can distinguish four types of digital skills:
• Operational skills: the skills to operate in the digital world;
• Formal skills: the skills to deal with special structures in the digital world, such as menus and hyperlinks;
• Information skills: the skills to search, select and evaluate information in the digital world;
• Strategic skills: the skills to use information contained in digital world as a means of achieving a specific personal or professional objective.

Other authors, like Ferrari (2012) present a concept of digital competence, more comprehensive and therefore it involves a set of knowledge, skills and attitudes that are fundamental when we use technology and digital to perform tasks, solve problems, manage information, among others.
The purpose of this work is, therefore, to understand the importance of digital skills for recruiting HR managers and what types of skills are required, in particular:
- type of digital skills;
- number of recruitment requests with digital skills.

There were collected 174 recruitment requests, between October 2019 and March 2020, on one of the platforms most used by companies for recruitment requests (netempregos.pt) in Portugal. For the results analysis and interpretation, the Statistical Package for the Social Sciences program was used.
Preliminary results indicate that about 40% of recruitment requests do not require digital skills. Recruitment requests that require digital skills, define them through know how to work with Windows software and management ERPs, such as:
- Knowledge in Primavera software;
- Knowledge in MS Office;
- Knowledge in HR Management Software;
- Knowledge in Sage Software;
- Knowledge in SAP Software.

Most recruitment requests require basic knowledge of MS Office. These results suggest that companies are still at an intermediate level in adapting to the digital world, focusing essentially on formal skills instead of information and strategic skills.

Keywords:

Digital skills, Employability, Recruitment and Selection, HRM, HR Managers.