6 HR TECHNOLOGY INSIGHTS THAT IMPACT YOUR RECRUITMENT STRATEGIES
I had the great honour of sitting on the panel of the HR Tech Tank Conference in Hong Kong last week. It was a truly global event with HR innovators and leading practitioners from all over the world sharing insights on the future of HR Technology and its implications on recruitment strategies. In no particular order, I wanted to share the most salient points of the conference and the impact I’m seeing for organizations’ HR strategy:
1. New job boards emerging and old ones trying to become new
There is clearly no shortage of job boards as more and more are being repackaged, repurposed and launched to showcase intuitive design and functionality. The key is to lay down measures of success so that you don’t spread yourself too thin. To align on both quality and quantity, select the job boards that have the talent you need and the functionalities to support candidate engagement and to promote your employer brand.
2. Integration remains a challenge
With more technology comes the concern for integration for a seamless user experience. To remain focused on meeting talent acquisition, retention, and engagement metrics, human capital leaders must decide on which technologies are nice to be integrated and which technologies NEED to be integrated so that investment in time, effort, and cash (!) is optimized.
3. Asia as a clear emerging market to test and grow HR Technology
With strong GDP growth across several markets in the ASEAN region, expect more HR technologies to enter Asia with a concentration on talent acquisition due to the presence of candidate volume (e.g. India, Philippines, Indonesia). What this means for HR leaders is stronger discernment of technology use vis-a-vis organizational goals.
4. HR Strategy and HR Tech Confusion
Sometimes, there is a notion that adopting new HR technology means having a better strategy. While this can be true for some instances, a distinction must be made to say that strategy is about using technology as a means to achieve business objectives. This means that to be truly strategic, organizations have to establish metrics to define success with any technology adoption. This can take the form of improved fill rates, conversion rate of job offer to acceptance, quality of hires up to quality and engagement of hires.
5. Recruitment strategies still remains the focus of software development
At least for Asia, much of the HR technologies being presented still have its roots in solving the challenges linked to talent sourcing, attraction, assessment, and acquisition. Whether it’s linked to social media optimization or delivering easy-to-use data for faster decision making, it seems that Asia is breeding the next wave of recruitment tools with its current hiring volumes and adoption of social media sites.
6. Overcoming traditional practices through education is needed
Openness to people technologies has been linked to how well HR leaders understand the value of using a certain platform. That being said, the “typical way” of doing things isn’t always the most efficient way. We need to increase awareness and understanding of HR technologies that can help solve every problem, from converting admin tasks to automated ones, as well as in using aggregated data to improve metrics on employer branding, recruitment, learning, performance management, and succession planning.
One thing’s for sure – as human capital emerges as the priority for growth of organizations, technology will follow right behind it. How do you take advantage of HR technology?
Thanks again to HR Tech Tank for a well-organized and productive conference and to Taras Polischuk, CEO of GlobalHRU, for the panelist invite.