Some time back, we posted an article on how technology is enabling experiences in the workforce and how to implement it. As time passes, we are seeing technology taking over some tasks, which means that it is no longer an option for one to understand these trends and adopt where necessary.

Technological developments are happening quite fast and changing (or forcing us to change) our lifestyles. This is not different in the HR space and with the adjustments caused by the pandemic like remote work, more tools will be invented to solve any emerging challenges and improve efficiency.

We know HRs juggle many roles every day, all of which they are expected to perform to exceptional levels. As a result, it can be hard, if not impossible, to keep track of the tech inventions or easily choose one that can meet company needs; all of which can negatively impact the company.

To make things easy for you, we have looked at a wide range of HR tech solutions and summarized them into the main areas that they are used.

Read on.

1.   Talent search and recruitment

Where do you find the right people for your company in this digital era?

Talent search and recruitment are intense activities. Contrary to popular belief, it is more than posting job vacancies on social media platforms or asking for referrals, reviewing CVs, interviewing, and presenting job offers. It involves making the opportunities visible to the right people, detecting the right elements in the applications, conducting the necessary tests, doing background checks, etc.

In this category, we will classify the tech solutions into three based on their functions.

a. Sourcing tools

There is an imbalance in talent supply. Some areas have more people than the industry can accommodate at a particular time, while others experience severe shortage frequently.

This implies that whether you are searching for a candidate when there is a shortage or an excessive supply, you have to up your searching game to find the perfect fit. This is where HR talent search solutions come in. The readily available sourcing tools scan profiles, CVs, and other details that could be necessary such as social media activity.

Talent sourcing tools offer different benefits, but generally take the hassle out of the manual search. They can look at your current database of candidates and outside it for the perfect candidate(s) to a number of platforms. With a summary of the data for potential candidates, you can approach them confidently, whether they are actively searching for jobs or not.

Applicant tracking software allows you to publish job vacancies on the necessary platforms, track, comment, and rate the applications. The software can also be used for managing emails, scheduling interviews and feedback, and presenting any necessary tests.

b. Scheduling and online interviewing tools

Not so long ago, a significant number of HRs scheduled interviews and it was up to the candidate to fit into. Nowadays things have changed as potential candidates are involved in interview-scheduling. There is a variety of tools that enable potential candidates to choose time that is suitable for them, streamlines everything, and ultimately reduces time for back and forth communications. Such tools are particularly important when seeking busy professionals or candidates who are in different time zones.

Although not primarily a HR tech solution, video conferencing tools like Zoom help in conducting online interviews.

c. Background assessment tools

As an employer, you should be cautious of the people you are bringing into your company. This means looking into their criminal records, social security, driving history, social media activity (where necessary), and others. There are other tools primarily designed to conduct background checks and compile the results into one for easy interpretation.

NB: The good news is that you don’t have to scrape your accounts dry searching for the right talent search and recruitment software. As a leading HR firm in Kenya, we have invested in the most advanced tech solutions to deliver the perfect candidates to you.

2.   Onboarding

Technologies such as Machine Learning, Artificial Intelligence, and Robotic Process Automation (RPA) make onboarding easy for HR professionals. After hiring, Robotic Process Automation solutions can be used to update the applicant tracking system, make a new employee record and gather all the necessary documents. Virtual reality is also being used in some companies to offer workplace tours.

3.   Cloud-based for remote work

Whether you are fully remote or operating on a need basis, you cannot deny that HR cloud solutions are necessary. These tech solutions handle collaboration, file sharing, attendance management, virtual co-working spaces, and other benefits.

4.   Performance management

You should track your employees’ performance from the beginning. Again, doing this manually is time consuming and taxing and ultimately robs you of the chance to work on the more crucial activities in your company.

Performance management tech solutions allow HRs to plan, track, communicate clearly with employees, review, and recognize excellent performance. The current inventions have room for multiple needs and preferences, which are necessary now that millenials are the highest population in the workforce or that diversity and inclusion efforts are being emphasized. With the performance management HR tech solutions, individual and team goals can be set, feedback given real-time, and the goals reviewed continuously in accordance with the changing market needs.

See this comprehensive guide on performance management system.

5.   Learning and development

Almost every profession is undergoing changes that are pushing employers to teach certain skills.

There exist a number of tech solutions that enable employees to study at their own pace or for designated periods and track their progress. Companies that offer specific trainings do not have to repeat them every time they hire candidates. Rather, they can record and keep an archive so that new employees can access.

6. Analytics

We are in a world of data.

Forward-thinkers are not quick to let go of what they have seen and they are no longer relying on the gut feeling or sitting for hours wondering what results means so they can plan. Tech tools that are available to HR professionals enable them to conduct simple surveys and analyze complex data.

See how people analytics can increase business performance.

In conclusion,

Depending with your company needs and size, some tech solutions may not be necessary. It is also not unlikely to find some tools that can perform a range of functions either currently or in the near future.

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