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11 Successful HR and Work Tech Trends to Adopt

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

5 Ways to Improve Employee Experience With HR Tech

Sponsored by: Neocase

Did you know more than 160 million people are employed in the U.S.? Unfortunately, however, rising turnover is eroding workforce retention. In fact, 48% of hiring managers say turnover is higher this year – up from 44% in 2021. And the cost of replacing those people isn’t cheap. No wonder employers want to build a positive work culture that attracts and retains top talent. That’s why many are turning to HR technology to improve employee experience.

But here’s the catch: In recent years, the HR tech landscape has been bursting at the seams. This means choosing the best solution for your organization’s needs can be overwhelming. To overcome this obstacle, think first about how you want to improve employee experience, and work from those objectives to define your selection criteria.

HR Technology 101

To provide some context, let’s start with a brief overview of core HR systems. In most HR technology stacks you’ll find at least one of these systems as a foundation for all other people platforms, tools and applications:

1. HRIS Human Resource Information Systems

HRIS was developed to help organizations track and store employee data and records for essential administrative needs. As the HR function grew more complex, HRIS platforms added modules to support talent acquisition processes and recruitment operations, as well as employee information management and maintenance. 

2. HRMS – Human Resource Management Systems

Over time, HR became more deeply integrated with other functions, so HR tracking software had to meet these expanded business requirements. Now, HRMS/HRIS systems are used interchangeably to support operations such as payroll, time tracking and compliance management. 

3. HCM – Human Capital Management Systems

HCM supports a more expansive set of HR operations, including employee performance analysis, compensation planning and projection, workforce development and more.HCM covers all HR functions with a comprehensive solution that can be customized to support the entire employee lifecycle.

Why Employee Experience Matters

A strong employee experience is essential to attract top talent and keep people engaged with your work culture. As Gartner says, “Employee experience is the way employees internalize and interpret the interactions they have with their organization, as well as the context that underlies those interactions.”

But as many organizations have discovered, an exceptional employee experience isn’t easy to develop and maintain. In fact, according to Gartner, “Only 13% of employees are fully satisfied with their experience.

What’s at stake? A negative employee experience leads to low morale, poor work performance, and other issues that directly affect organizational culture and business results. On the other hand, a positive employee experience helps lift morale, productivity, efficiency, and work quality.

How HR Tech Can Improve Employee Experience

Clearly, creating the best employee experience possible leads to significant business benefits. So, to achieve the highest potential impact, consider these five priorities:

1. Automate Tasks and Streamline Workflows

Is anything worse than monotony? It is just as painful for your HR team as it is for others in your organization. Many manual HR tasks are excellent candidates for automation. Focus first on business processes that will free your HR team from tedious, time-consuming, redundant paperwork, and email communications.

Start by developing an employee journey map to better understand your current processes. Then look for bottlenecks, gaps, and disconnects. These issues are opportunities to streamline processes or speed response times.

Organizations often begin by mapping onboarding or offboarding processes. This ensures that an employee’s first and last impressions will align with company values and the employer brand.

2. Gather Employee Feedback

A silent employee can be a dangerous or at-risk employee – even if they don’t realize it. Many workers hesitate to speak up for a variety of reasons. Some fear punishment if they express negative opinions, while others think their input won’t be heard or appreciated.

If an employee doesn’t have a chance to share feedback or ideas, they could feel undervalued and unimportant. You can remedy this with HR technology specifically intended to improve communication.

Consider feedback tools that encourage employees to make their voices heard. Monthly surveys, quarterly outreach messages, and other kinds of digital communication can help build stronger connections and spark more useful conversations.

But that’s just the beginning. Once you receive input, you need to respond or implement changes. Otherwise, people could become more frustrated if you solicit input but don’t seem willing to act upon it.

3. Provide Self-Service Portals

One of the best ways HR technology improves employee experience is through self-service applications. Many platforms can help organizations build and deploy custom tools that help employees serve themselves at their convenience.

One of the best-known examples is a benefits portal. Many employers offer secure web-based destinations with all the information and tools people need to research, select and manage their particular benefits. This frees employees from having to manage the constant back-and-forth of emails or phone calls just to get basic benefits information or answer common questions.

This kind of solution increases efficiency, while giving employees more control. At the same time, portal analytics can help your HR team understand employee preferences and identify content and functionality that can better them.

4. Offer Anywhere, Anytime Access

Unfortunately, many employees feel totally disconnected from HR. Some need guidance and oversight, but HR teams and managers are stretched too thin to engage.

Integrated real-time HR communication tools can help you and your management team focus less on paperwork and more on people. Think of it as the digital equivalent of an office with an open door!

The benefits of integrated communications extend to employees, as well. This leads to a more closely-knit workplace culture that operates more efficiently and is better aligned with business priorities.

5. Design Intuitive Workflows

Demand for better, faster response started with customer service. But it has quickly spread to internal organizational functions, as well.

When we ask HR a question, we want the answer now. We also want to find answers ourselves, ideally with no more than one or two taps on a smartphone.

This aspect of HR technology requires decision-makers to put themselves in an employee’s shoes for a reality check. How easy is it to perform a task you want to accomplish? For example, if you’re a full-time manager using a self-service benefits portal, how intuitive is the path to information you need at the moment you need it? How much information do you have to dig through to find a useful answer?

This aspect of HR technology is central to the employee experience. Why? Because, if employees struggle to use a digital tool, they will also struggle to adopt that tool and succeed with it.

Final Thoughts

HR technology can play an important role when you want to improve employee experience. Whether you’re implementing a self-service portal to support job applicants, deploying an employee feedback tool or expanding business process automation to improve HR response times, your efforts can positively influence talent acquisition and retention. These 5 priorities can help your team focus on solutions that will make a strong impact.