Traditional HR policies are being altered by the digital evolution and revolution in technology. With the advent of new innovative technologies, the Human Resource industry is evolving rapidly. It is increasingly common for HR departments to adopt new technologies such as Artificial Intelligence in place of traditional practices.
Right from hiring to onboarding, training, and other benefits, artificial intelligence streamlines and automates the recruitment process. Technology plays a key role in transforming HR from an administrative function into a strategic partner in the enterprise.
Recruiting experiences that are enhanced
The entire recruitment process has already been transformed by technology. Everything is going digital, from résumés to interviews, and recruitment managers have tools at their fingertips that enable them to shape a seamless candidate experience. Whether an employee or a candidate, HR is increasingly concerned with the “experience”. As a field, we have seen the rise of candidate experience platforms, like Pathmotion. Which allow employees and outside talent to connect and communicate.
The challenges HR faces in delivering business execution
HR organizations are so often viewed as administrative functions that deal solely with personnel management issues, if line leaders care so much about business execution? Why aren’t operations leaders proactively reaching out to HR executives for help implementing business strategies, if HR can “get employees to do what they need them to do”? An HR department’s ability to drive business execution levels at a higher level will determine the answers to these questions.
Internet recruiting transforms recruitment
In the past, job seekers connected with employers by phone, face time, or letter. Many organizations post job openings online and require applicants to log in to an applicant tracking system to apply. The HR department now has much more time to deal with personal calls and paper resumes.
It is also true that HR practices don’t always take into account how well candidates can use the system. The standardized format of online forms often makes it difficult to tell a star performer from a slacker.
Learning technologies and big data
Using big data and machine learning technology, companies are now able to predict future events up to six months in advance. With exceptional accuracy, you can identify root causes of challenges like attrition, performance problems, burnout, and more. You can match the right people with the right jobs and radically improve the performance of your organization by using technology, people, and performance data.
Reviewing resumes with applicant tracking systems (ATS)
It is one of the reasons why recruiters and HR professionals can look forward to the continued evolution of HR tech since it streamlines the resume review process and may reduce bias. Application Tracking Systems (ATS) are systems that use artificial intelligence (AI) to help Hiring Managers sort through applicants efficiently. While AI grows in importance as a candidate selection tool, so do laws that protect candidates screened through AI solutions during the hiring process.
Due to the fact that all job applications are online now, it’s imperative for companies to use the best applicant tracking system. The recruitment process should be made AI-friendly by making sure applicants understand the importance of writing a resume that is optimized for the AI system. It’s possible to spend less time on menial tasks and screening candidates when your applicant tracking system (ATS) is working for you. Rather than focusing on the mechanical side of the process, you can focus on the human one. When hiring managers focus on establishing relationships with qualified candidates from the beginning, the hiring process goes much more smoothly.
Increasing the amount of actionable data
The proliferation of HR technology has allowed for the tracking, measurement, and analysis of nearly every aspect of employee experience. In addition to the likelihood of them showing up each day, traditional metrics, such as attendance, do little to predict a person’s future performance. Data from new sources is providing information about drivers and predictors of employee engagement that was not previously available. Often, today’s employers have access to reams of valuable employee data to analyze and act upon, ranging from recognitions given and/or received through an engagement platform to results of frequent pulse surveys. The amount of big data in business decision making will only increase as it continues to penetrate every layer. Using the myriad of metrics now available on HR technology platforms, employers can proactively engage poorly performing employees before they seek new employment; or conversely, identify top performers and develop strategies for engaging and retaining them.
Using artificial intelligence to create a diverse workforce
AI and HR are topics I have discussed extensively. I want to reiterate this point from a different angle. Additionally, take a look at this blog on the most frequent use of AI in HR.
The adoption of technology is inevitable. Why not collaborate with HR tech rather than compete with it and increase employee pressure? Using analytics to determine age, gender, ethnicity, etc, can you create a diverse remote workforce? Having employees with diverse backgrounds has numerous advantages. Using specific metrics, you can also match skill sets to people who may better fit them.
Faster than ever, recruitment leverages AI and data
Nearly one-third of the hiring plan does not succeed despite extensive testing, assessment, and job fit analysis. To make recruiting more effective, data, intelligent algorithms, and social sensing tools will be leveraged in an escalating war. In the past two decades, the recruiting automation market has boomed. It is now focusing on platforms that capture and manage resumes either on paper or online.
Darwinbox is a great example of a platform that empowers you to make faster, smarter decisions when it comes to hiring talent from raising requisitions, posting jobs, and sourcing candidates from multiple channels.
Platforms and strategies for HR technology
Organizations must continuously update their HR technology strategies and platforms as HR processes become more fluid and holistic. Employee experience must be the primary focus of HR technology platforms. Connecting employees across geographical borders are not the only demand for digital collaboration. As a result, we must be able to virtually connect with a coworker or HR business partner and find information online rather than relying on walking down the hall to provide feedback to a colleague.
Organizational Development and Human Resources
Companies and their employees can benefit greatly from organizational development. Simply because of this reason, business leaders everywhere should devote a consistent amount of time and effort to organizational development. Employers need an employee experience that attracts, retains, and engages the right talent, and that begins with integrating HR and OD practices.
