Top HR Tech trends revealed

Top HR Tech trends revealed

In 2019, HR technology will begin to move away from simply automating tasks to seamlessly encompassing every aspect of professional life.

Industry analyst Josh Bersin calls this: “HR in the flow of work.”

“All these wonderful HR apps should be natural, easy, and integrated into our work environment – we should be able to chat, click, or swipe, and the HR tools we use should be as integrated into our lives as email, text messaging, or our favorite mobile app,” Bersin said in a prelude to his 2019 market report. And these HR tech trends prove it:

The power of video interviews
Video-based candidate assessments are all the rage in the era of personalized HR.

Recruiters can now conduct multiple interviews by having candidates access a site or app; record a video at their own convenience; and submit the clip for review. This reduces time-to-hire as it increases the accuracy of “job fit.”

The Hilton Worldwide hotel chain, for example, uses artificial intelligence in its video screening process designed to gauge how potential hires might interact with customers, while tech company Dell relies on a mix of live and recorded interviews.

Recruiters then evaluate the recordings to determine which applicants should move on to the next round.

Video interviews are predicted to be so commonplace in the future that recruiters are likely to focus on the more qualitative aspect of talent acquisition: that is, getting to know the candidates better.

Smarter Q&A with AI
Frustrated with the quality of your candidate pool? This is one area of recruiting where machine learning and natural language processing can come in handy.

Deloitte, for instance, pre-loaded questions and answers into a candidate assessment tool powered by artificial intelligence.

“We had one example where we didn’t input the answer to a particular question but the behavioral algorithm was smart enough to know that if the answer was true for question A and B, then the answer to C must be this. And it was absolutely correct,” Alec Bashinsky, CHRO Asia Pacific Region at Deloitte, told HR Tech News.

This scenario proves AI is reliable in catching loopholes and stepping in to provide direction. Smart software can thus serve as a trusted “assistant” to HR professionals.

Contract writing made easy
Going paperless in the digital age is becoming second nature to digitally savvy HR pros, such as the team at L’Oréal Australia & New Zealand. With an automation tool for preparing legal documents, the team only takes 23 minutes to draft a contract.

Indeed, the days of paper documents are numbered. Blockchain technology has also given rise to smart contracts, which not only literally stipulate the terms and conditions of an agreement, but also function like a computer program executing the T&Cs as commands.

Fit for the future
HR tech in 2019 won’t just focus on super-powered software, however. In the benefits tech space, corporate wellness programs are beginning to deploy fitness trackers to help workers monitor their health as easily as checking their wristwatch.

Wearable devices are said to collect data on workers’ activity patterns, such as how long they have been sitting at their desk or whether they lack sleep, to better inform workplace wellness campaigns.

‘Pocket-sized’ people management tools
In a time of disruption, knowing how workers respond to change is vital to the success of any organization. Listening and analytics tools can now home in on employee motivation and evaluate trust levels between employers and employees.

A 360-degree view of the company requires constantly collecting feedback and measuring engagement. New tools allow managers to check in on the conversation and take a pulse of employee sentiments.

“Leaders can actually see the individual employees who are stressed, those who are bored, and those who have entered ‘flow state.’ And all in real-time,” said Anthony Morra, managing director of people management solutions provider Beaconforce.

At present, employee listening tech comes in six different forms, according to Michael Silverman, founder of survey and discussion tool Crowdoscope:

  • Social collective image
  • Innovations and ideation
  • Organizational network analysis
  • Text analysis
  • Live polling and event
  • Surveys

The tech aims to give employees a chance to be heard.

“One of the main things that annoys me about some engagement tools is that they simply push surveys out. In reality, unless you’re giving people a say in an open forum, you cannot really class it as employee voice tech,” Silverman said.

Paving the way for predictive technologies
Modern HR software takes employee listening and data analytics a step further by including predictive capabilities. How can HR/people data – collected today – provide a glimpse of the organization’s future?

“Any technology that allows you to predict what’s next is really taking off,” said William Tincup, president of RecruitingDaily.

Predictive technology is proving to be useful across HR functions, from performance management to succession planning to compensation and benefits administration.

When it comes to employee retention, for instance, predictive analytics can identify which talent are most likely to resign based on a number of indicators.

Analytics tools powered by AI purportedly detect clues in the number of hours rendered and the performance patterns exhibited by flight-risk employees.

With predictive tech ingrained into some of today’s most popular HCM platforms, HR leaders are increasingly relying on data to support their decision-making process.

As Tincup suggests: “Technology that helps you see what’s around the corner are tools that organizations should really keep their eyes on.”