The HR tech stack has been consistently evolving for decades. From moving to the cloud to the rise of mobile and video to big data, we’ve been following this evolution for quite some time. Successful businesses are constantly optimizing new automated processes to further a world-class talent management strategy. In fact, 65% of employers globally believe HR tech will free up workers to focus on more knowledge-intensive tasks.
HR tech has already come so far, so where is it going? Long story short — systems are evolving just like we are. Searchers and job seekers aren’t browsing the way they used to, and it’s time to update not only how we reach out, but how we make ourselves available as well. This means making our processes easier, faster and better than they have ever been before to grab attention, keep that attention and get the talent we want.
It’s no secret that the market these days is candidate-driven, 86% of recruiters and 62% of employers actually feel this way. Here are some key areas of HR tech that are leading the way to a better, more sophisticated recruitment future.
Natural Language Processing (NLP) consists of AI technology that many feel may be on the verge of thinking and speaking just like us humans. Before you go all “Terminator,” it’s important to understand how this may help in multiple aspects of HR — not just hiring. NLP technology works to actually speak our language instead of simply translating it through computer code, making it possible to distinguish specific emotions.
Not sure how you could ever use a system like this? When applied to leadership incentives including employee feedback surveys or even chats, NLP tech can be used to gain a deeper look into what employees think and feel about their workplace. NLP provides an unbiased look at your employees that allows you to take immediate action to help the experience of both them and your candidates.
This system is best used with:
Not only is this a great way to ensure that your employees are satisfied, but you can also use this system to ask specific questions about data within the business. NLP may include PTO inquires, payroll information or even budget spending. The possibilities are endless.
If you’ve followed the latest video games or training seminars, then you know that virtual reality (VR) is taking over. A 2017 study found that only 18% of their respondents displayed no interest in VR. This means 82% are interested and shows just a fraction of the amazing growth this technology is experiencing. Simulations are starting to bud in every corner of the world — HR included.
This technology makes it easier than ever to put new employees in real-world scenarios without the risk of them miscommunicating with a customer, messing up a client order or anything else that could only work to cost a company both time and money. Instead, through the use of VR, they can run through everyday tasks that they will be responsible for in order to get the hang of them before working with the real thing.
Chances are you’ve used some form of analytics before, but they have never been more important than they are now. Using the latest in HCM solutions, employers can now dive deep into employee information to better understand important aspects of their employee lifecycle such as turnover statistics and reasons, performance and the overall effectiveness of leadership strategies. This insight may also help you identify underlying issues within the company such as inequality and hiring biases.
Today, this information is being used to go one step further, not only to identify issues but also to prevent them. Through predictive analytics, companies can better pinpoint talent metrics and risks that may arise based on a new hire, leadership methods and more. According to data from Predictive Solutions, workplace injuries can be predicted with accuracy rates as high as 97%. With the help of AI and machine learning, this technology is going above and beyond in order to help you strategize and improve before the issue is even there.
HR technology has, and continues to, advanced rapidly over the years. There are a number of systems companies can utilize to better track, influence, attract and analyze both candidates and employees.
This article was originally published on the ClearCompany Blog.
About Sara Pollock:
As the head of the Marketing department, Sara makes sure that ClearCompany’s message, products and best practices reach and assist as many HR practitioners as possible.
At Social Hire, we don't just do social media.
What the Social Hire gang loves is making a difference for our clients, and we don't want to waste your, or our resources on campaigns that aren't right for your organisation, if it doesn't get your organisation the difference you need - we take a different approach. When your business utilises social media management, Social Hire get your brand the exposure it needs and offer your business the lift it needs to improve.
Our digital marketing managers are the wizards that can give you the insight you need to grow your business. Have you had enough of making difficult personnel choices that don't work well for your online marketing?
Is it important to you to increase the digital footprint of your business by utilising online promotion, but can't work out how to begin?With the professional understanding of our digital experts working in your business, you can begin to see interaction, brand loyalty and enquiries get better without having to take your team out to spend time on ineffective marketing strategies, or spend money on a internal marketing manager with a view to get results that may not deliver!
We're a company that helps our customers further their social media presence by providing social media marketing on a monthly basis.
You might like these blog posts GDPR: An Opportunity to be Embraced., 5 Ways to Turn Performance Review Feedback into Goals for Improvement, Real Reasons Your Employees Quit, and How To Hire Your First Social Media Manager.