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.
Screening tech innovations are improving speed, trust, transparency, and ultimately, the candidate experience.
By Marta Chmielowicz
With record numbers of millennials and Generation Z job candidates entering the workforce, employers are reconsidering their long-held hiring practices in order to attract and retain best-fit talent. Candidate experience is now one of the hottest topics in hiring, with organizations striving to illustrate their brand from their very first interactions with potential candidates. In fact, the State of Employer Branding survey by Jibe indicates that 95 percent of HR professionals feel that their brand is impacted by candidate experience.
Learn more about the impact of the 2019 TekTonic Award winners.
By The Editors
Each year, HRO Today recognizes the latest tech solutions that empower HR leaders to streamline their people management processes and provide the necessary time to execute on strategies that are aligned with business goals. From making the benefits process easy and engaging to increasing candidate conversion rates, the 2019 TekTonic Award winners are adding insight and value to the many layers of human capital management.
Click here to view this year’s winners.
By Debbie Bolla
Are robots taking over the workplace? At HRO Today Forum in North America, a group of HR leaders offered perspectives on their experience with artificial intelligence, automation, and machine learning, and how it has—and will—impact the workforce.
“Technology is here right now. What is HR’s job?” asked Nancy Hauge, CHRO of Automation Anywhere. “It’s about defining our leadership role as this workforce changes. Internally, we’re going to recruit for digital colleagues. Soon, we’ll have 3 million digital colleagues deployed across the world.”
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.
Two organizations share how they made significant improvements to their candidate attraction and selection processes through technology.
By Debbie Bolla
Hilton Grand Vacations (HGV) is in the business of providing memorable experiences to its guests, and it strives to do the same when it comes to candidates who are looking to grow their careers with the organization.
Three best practices to engage and retain a changing workforce.
By Lilith Christiansen
The age of digital disruption driven by technologies like machine learning, automation, and artificial intelligence is here, and organizations are witnessing its impact on their talent. Is HR ready? Amid the uncertainty of how machines and humans will best work together, one thing is clear: Humans will be a necessary piece in realizing the benefits that new technologies bring.
These five strategies can help organizations reap the full business benefits of their HR technology investments.
By Debora Card
From the dot com era to the mobile boom, embracing the latest technology has always been a key priority for companies looking to stay competitive in today’s digital world. In fact, according to Sierra-Cedar’s 2018-2019 HR Systems Survey, 45 percent of large companies and 51 percent of midsize companies are increasing their spending on HR tech. But the 2019 ISG Industry Trends in HR Technology and Service Delivery survey found that while more than 60 percent of respondents are achieving significant savings in the areas of IT/technology operations and HR administration, drawing ongoing business value from platform technology solutions is still a challenge.
Innovations in data science are enabling the transformation of HR.
By Jeff Mike, James Guszcza, and Kathi Enderes
Underneath buzzwords like “disruption” and “digital transformation” lie some important truths for HR leadership. There is no denying that powerful technologies aimed at individual consumers have changed the game. The best of these technologies deliver compelling, personalized experiences to customers through digital platforms, smartphones, and increasingly, augmented and virtual reality. As a result, they have created a demand for similar personalization of work experiences and workplace applications.
Today’s HR technology is disrupting the status quo in pursuit of efficiency, engagement, and profits.
By Marta Chmielowicz
In today’s day and age, people continue to expect an ever-more meaningful, convenient, and multi-faceted employee experience. To meet that need, HR professionals must leverage new and easy-to-use technologies that enrich the workplace, improve productivity, and deliver a competitive advantage.
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