In recent years, we’ve seen an explosion in new and improved digital tools for HR and work activities. But with the landscape changing so rapidly, how can organizations decide which tech trends deserve serious attention and investment?
For useful advice, we asked HR and business leaders these questions:
What emerging HR or work tech trend is making the biggest impact on your organization? Why is this the case?
In response, we received excellent feedback from a variety of business professionals — from HR Directors to CEOs. And I’m sure you’ll agree as you skim this list, their recommendations make sense for employers everywhere:
- Simplify Your Tech Stack to Enhance the Employee Experience
- Enhance Recruitment Success With AI-Driven Hiring
- Propel Real-Time Feedback With AI
- Leverage People Analytics for Data-Driven HR Decisions
- Automate Background Checks to Improve DEI
- Boost Company Image With Employee Advocacy
- Adopt AI to Transform HR Processes
- Personalize the Hiring Experience With Video Interviews
- Improve Compliance and Decision-Making With AI
- Tap Into a PEO for Sophisticated HR Services
- Streamline Repetitive HR Tasks With Automation
To learn more about how these tech trends are redefining organizations large and small, check the responses below…
11 Ways to Benefit From Top HR and Work Tech Trends
1. Simplify Your Tech Stack to Enhance the Employee Experience
One trend we’re tackling is the simplification of our tech stack to enable a seamless employee experience. As a result, we’re being more thoughtful about the systems we choose to enable key programs. Our goal is to offer an intuitive, natural employee journey from hire to retire. We also hope to benefit from improved data and integrations.
In conversations with other HR tech leaders, we’re finding many larger, established organizations that are also facing this issue. For some, shifting to a connected set of systems that matches a connected experience will be a multi-year process.
This can feel like fixing an airplane while in flight. Actually, it is. But when this is done in the right way, you’ll feel the net reward through improved employee productivity, reduced HR technology spending, and the opportunity to influence vendor roadmaps.
Tiffani Murray, Director, HR Tech Partners – Global Talent Organization, LinkedIn
2. Enhance Recruitment Success With AI-Driven Hiring
One of the most impactful HR tech trends our organization has adopted is AI-driven talent acquisition. With streamlined candidate screening and predictive analytics, we’ve reduced turnover rates and increased employee satisfaction.
Recently with the help of AI, we identified a top-notch senior developer that we subsequently hired. This led to a 20% increase in project completion rates and stellar client feedback. Going forward, we expect AI in recruitment to continue accelerating our company’s growth and success.
Vikas Kaushik, CEO, TechAhead
3. Propel Real-Time Feedback With AI
One HR tech trend that has made its way into our organization is an AI-backed app for real-time feedback. From helping us interact “anytime, anywhere,” to customized notifications that ensure we never miss feedback requested or received, this app is strengthening our organization’s feedback culture.
Its most powerful feature is an innovative feedback generator with a simple process that helps individuals produce, amend, and share feedback in less than 2 minutes. It also helps senders and receivers schedule and conduct private one-on-one interactions with end-to-end encryption.
We’re seeing numerous positive outcomes. For example, this ensures feedback focuses on competencies that align with our organization’s vision and values. Also, detailed reporting makes it easy for leaders to track team engagement while helping individuals understand how their contributions advance our feedback culture.
Manvika Jhala, Principal Consultant, Projects, NamanHR
4. Leverage People Analytics for Data-Driven HR Decisions
People analytics is a growing tech trend, and it’s making a notable impact on our organization. With timely access to relevant, useful data, we’re able to make better decisions about our employees. We can thoroughly analyze personnel performance from multiple angles, with insights we would have otherwise missed or misinterpreted.
For example, we used people analytics to make sure our pay structure is fair and equitable across various employee groups, regardless of an individual’s personal background. This has had a positive effect on overall employee morale because people feel their contributions are appreciated and compensated fairly.
Michael Alexis, CEO, teambuilding.com
5. Automate Background Checks to Improve DEI
As a company that provides background checks, automation helps us filter for specific candidate criteria, focus on unique company needs, and avoid bias in the process. This has helped us significantly level up our recruiting and hiring game. We now offer these services to companies that are striving to reach ambitious DEI goals.
Max Wesman, Chief Operating Officer, GoodHire
6. Boost Company Image With Employee Advocacy
Our employee advocacy program is making a big difference at our company. When our satisfied workers speak positively about us online, it elevates our company image.
For instance, when we had a job opening, we asked our people to share the job with their friends and colleagues online. This kind of outreach worked really well. As a result, we hired a great candidate who fit in with our company and immediately started contributing in a meaningful way.
This program also helps us get more customers. People looking to buy our products trust what our workers say about us more than what we say about ourselves. So the employee advocacy program isn’t just about hiring. It also helps our business grow in other ways.
Martin Potocki, CEO, Jobera
7. Adopt AI to Transform HR Processes
Although artificial intelligence is one of today’s hottest tech trends, some employers still aren’t sure what their adoption path should be. However, we are integrating artificial intelligence across multiple HR processes, from recruitment to employee engagement.
For instance, we’ve implemented an AI-powered recruitment tool that streamlines the hiring process. It automates tasks like resume screening and interview scheduling, which saves significant time and reduces bias in the candidate selection process.
This has improved our recruitment results and enhanced the candidate experience, as well. Also, in addition to improving HR operations, AI is helping us make better-informed decisions and improve business outcomes.
Madhurima Halder, Content Manager, Recruit CRM
8. Personalize the Hiring Experience With Video Interviews
Video interviewing is one of today’s biggest HR tech trends. It can provide a more personalized hiring experience that improves the applicant experience and helps employers extend their hiring reach in more inclusive ways.
For example, employers can use video tools to conduct non-traditional interviews with applicants who aren’t able to travel, or who speak languages that aren’t common in the employer’s geographic location.
With platforms that make it easier for skilled people to connect with potential employers, this opens up opportunities beyond traditional face-to-face interviews. It also ensures no candidates are left behind because of geographical or physical limitations.
Julia Kelly, Managing Partner, Rigits
9. Improve Compliance and Decision-Making With AI
Recent technological developments have altered nearly every facet of human resources, from sourcing to performance management. Artificial intelligence is now streamlining administrative duties like reviewing applications and setting up interviews. This not only benefits the company financially but also frees up HR personnel for more important, strategic tasks.
Employment law, health and safety regulations, and data privacy are just a few examples of HR’s responsibilities. By providing consistent, accurate record-keeping and reporting, automated HR processes can help ensure compliance with these critical requirements.
Also, with the help of data and analytics tools in automated solutions, HR professionals and business leaders can make better decisions. For instance, AI is helping HR teams more quickly and easily spot issues with employee absences and turnover.
Aleksandar Ginovski, Career Expert, Resume Expert and Product Manager, Enhancv
10. Tap Into a PEO for Sophisticated HR Services
As a startup executive since 2012, I’ve relied on Professional Employer Organizations (PEOs) as a fairly common fixture in my work life. These organizations make it possible for smaller companies to tap into core HR packages that include payroll, benefits negotiation, and a suite of other HR capabilities.
Working with a PEO is an easy decision if you don’t have sufficient resources or admin staff to deal with HR logistics and other technicalities. So, not surprisingly, the number of PEO providers and levels of service have grown significantly over the years.
In our company’s case, the HR apparatus is much more sophisticated than you would typically expect for a company of our size. This makes it possible for us to offer everyone more and better benefits.
Trevor Ewen, COO, QBench
11. Streamline Repetitive HR Tasks With Automation
Artificial intelligence is making a massive impact on the HR function. AI technology is redefining the human resources department, streamlining many of its work processes.
Today, HR leaders apply AI to a wide range of tasks, so they no longer manually manage functions like payroll, recruitment, onboarding, and performance management. It can help employers find the right talent, identify skill gaps, answer employee questions, analyze survey data, and more.
The most positive and profound impact of AI technology is the automation of repetitive, boring tasks. It saves manual HR labor, while simultaneously improving process efficiency and accuracy. This frees HR team members to focus on more strategic, creative tasks.
Although some organizations are quickly embracing HR automation, it may be more beneficial to adopt it incrementally over time, so teams can adjust and adapt to the change.
Saikat Ghosh, Associate Director of HR and Business, Technource
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