Technology is disrupting the HR industry, but organisations can prepare by embracing policies that encourage a blended workforce.
By Simon Kent
Technology-driven change in the workplace should not be feared. Indeed, HR teams should welcome it as an opportunity to contribute more to the success of their businesses. Recently, the UK’s own Work and Pensions Secretary Amber Rudd emphasised the benefits of technology by saying, “Automation is driving the decline of banal and repetitive tasks so the jobs of the future are increasingly likely to be those that need human sensibilities, with personal relationships, qualitative judgment, and creativity coming to the fore.”
People, process, and technology are key pillars to creating a more diverse workforce.
By Irina Novoselsky
The recruitment process has always been riddled with biases. Humans find it nearly impossible to prevent their opinions and experiences from coming into play when making a decision. But technology is empowering organizations to work toward eliminating bias, which in turn allows companies to build stronger and more diverse workforces. Just imagine if interviews were structured like an episode of The Voice, where those making the hiring decisions only judged candidates based on skills and couldn’t be swayed by gender, physical appearance, or ethnicity. There would be no pre-conceived notions—only the most qualified candidate would win. Technology is turning this reality show concept into a reality for recruiters.
By Elliot H. Clark
With all due respect to Isaac Asimov, the continuing reliance on technology has yet to produce the predatory examples of “I, Robot,” or the scary dominance of machines of “Terminator” (which threatened to come back and kept on doing so in sequels, sadly), or the terrifyingly logical and murderous Hal of “2001: A Space Odyssey.” In truth, software robots, manufacturing robots, and even those Roomba vacuum cleaners are pretty boring (unless you see a YouTube video of a cat riding one). For HR, the questions are: What are robots? And what are they not?
HR applications of technology are different than automobile assembly plants, which deal with inanimate production products. The frothy excitement that is seen in the HR press about “bots” and their future is pretty speculative and at some level, in spite of the promise of technology, I just don’t care. And as you will see below, that is the point.
Recruiting process automation is helping businesses find the best possible job candidates—and fast.
By Tierney McAfee
In response to trying to improve the candidate experience, applying for jobs today can sometimes be as easy as pushing a button on an app. But in order to keep up with quick apply solutions and candidate expectations, businesses must also establish scalable, efficient processes to review a high volume of applications.
Are the majority of HR leaders on the road to transformation?
By Michael DiClaudio
The traditional HR function is being transformed by the fast-moving changes brought about by technology. Digital transformation is the business-wide change of an organization’s structures and processes, enabled by the advancement of technology and the way its people work across the entire enterprise to create value and build sustainable competitive advantage. But are all HR leaders embracing this evolution and moving forward with digital transformation?
Technology is pushing the boundaries when it comes to hiring, and candidates will benefit.
By Elliot Clark
Candidates can expect an improved hiring experience in 2019 with technology leading the way. “In the future, many of the technologies used for talent acquisition and candidate communication will go directly to mobile platforms as native applications,” says Dr. Peter Wiedemann, the CEO of the talent acquisition division of Saba-Lumesse.
Artificial intelligence can elevate workforce planning by providing insight into the key skills and growth potential of talent.
By Steven T. Hunt
Gartner predicts that by 2020, artificial intelligence (AI) will create 2.3 million jobs and eliminate 1.8 million. This shift will redefine the value that employees bring to the workplace, and in many cases, make people’s roles more strategic as machines start to take over manual tasks. However, AI’s impact on administrative roles is only the beginning—leadership roles are also set for disruption.
Today’s technology can provide the answers to three challenging questions that HR continues to face.
By Ron Hetrick
Despite the proliferation of smart technologies and best practices, 65 percent of companies have had to adjust a business strategy because they could not secure the right talent in a specific function or geographic area. This finding comes from Allegis Group’s 2018 Talent Advisory Survey, a study of HR decision-makers, and demonstrates that organizations continue to deal with a lack of information when making talent decisions, which can have negative consequences for the business.
Organizations are looking to leverage intelligent technologies in order to increase efficiency in HR delivery models.
By Pete Tiliakos
With digitalization at the forefront for most business leaders today, the demand for advancing technology capability continues to intensify. Many organizations are diligently executing on digital strategies with the goal of transforming and advancing their operations, both client facing and back office, toward a more future-proof model. In HR, the need for transformation is long overdue and more critical than ever.
The latest 2018 Talent Trends report shows that HR is seeking a blend of high-tech and high-touch when it comes to AI deployment.
By Michel Stokvis
While they won’t sport bionic arms and legs, recruiters will be empowered like never before by technology that makes them smarter, more efficient, and more connected. The recruiter of the near future will be able to find the right talent with the push of a button and will possess the people skills to engage and convert top candidates into employees. And that’s not science fiction.
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