In the world of HR, technology sometimes takes a backseat. However, tech innovation is expected to boost recruitment and talent management capabilities, enhancing the performance of HR professionals. The human side of human resources drives this field, but technology provides a framework that impacts the way HR associates approach employees.
So, how can technology bridge the information divide while giving human resource professionals control over the process? Let's explore this further by discussing five ways that tech is redefining HR for the better.
1. HR Tools that Define Cloud Use Cases
HR tools aren't the first systems that come up when people start talking about the cloud and converting existing systems. Cloud conversations focus on tools that manage content and how data security will work. Yet, a recent Netskope report claims that it's HR data systems that are used by more organization and putting HR-related systems in the cloud should be a top priority. However, a mere 139 of 1,181 total cloud applications used at an organization on average were related to human resources. Here are some of the most popular of these HR cloud-based apps:
- Ultimate Software
However, per a PricewaterhouseCoopers survey, 73 percent of human resource departments are dependent on cloud tools.
2. HR and The Blockchain
The concept of distributed ledgers connected to a type of cryptocurrency has captured the imagination of industries as diverse as trucking, and now it may impact human resources and the data it safeguards. According to Distributed, a blockchain publication, blockchain can also be used to prevent credentials fraud. Currently, it's easy to misrepresent your work history or academic records. Freelancers who subject themselves to an ironclad credentials check could command higher salaries and improve their chances of getting positions.
3. More Data Equals Faster Fraud Detection
While HR professionals find and fix problems as part of their jobs, with the right data, it's easier to catch fraudulent credentials and eliminate unqualified candidates. According to Employee Benefit News, data helps HR professionals with resource acquisition by clarifying the actual challenges to address. By analyzing data and comparing it to the theories of behavioral economics and decision science, human resources officials can strengthen the efficacy of the work done in their department.
4. AI and Recruiting
At a first glance, AI seems like more of a disruption than a strength. However, Associations Now points out that there are many areas of HR work that would benefit from innovation. In recruitment, there is a need for automation so that finding and targeting candidates goes more smoothly. Looking for candidates and matching them up to open positions is one of the most cumbersome, tedious and time-consuming processes. Also, there's a high rate of error, since managers often aren't sure what they're looking for until one or two rounds of interviews. Recruiting teams need AI that lets them find multiple rounds of candidates based on continuous feedback from the hiring manager.
5. Tech Gives HR a Larger Viewpoint
Talent management is the defining role of HR pros. Yet, tech tools focus on individuals rather than the whole organization. Deloitte recently reported on technology disruptions and concluded that talent management software is finally moving into a realm of team management. Organizational needs drive the push for new software innovations instead of the viewpoint of a single beleaguered hiring manager with limited scope.
Don't Let Your HR Team Get Stale
Take the time now to invest in your talent. You'll be glad that you invested in HR professionals that have tech skills to supplement your department's growth. Contact us today to start building a team for a more intelligent tomorrow. It's never too early to plan for the future.