As we’ve seen for the last decade or more, the world of work is rapidly changing. In 2019, technology will continue to help HR and recruiting meet business and employee needs with evolution in four critical areas.
Increasing Use of Artificial Intelligence
It’s increasingly difficult for today’s employers to find talent. As the effectiveness of job boards decreases, employers must focus on the entire attraction process. As career experts interviewed by Forbes indicate, AI is quickly becoming an essential element in successful recruiting strategies. AI empowers recruiters to conduct targeted candidate marketing to gain access to the types of applicants the company needs. Data-driven platforms such as Talroo, Smashfly and my company’s Global Search and Match technology help fully integrate the power of AI into applicant tracking systems (ATS).
The use of AI will continue to expand as companies look to improve decision-making, reinvent work processes, and revolutionize the candidate and employee experience. AI will pull employee skills from a candidate’s online resume when they apply for a job. Additionally, it will have an increased role in informing businesses about employees’ ongoing skill development. With an AI-powered smart network, organizations can efficiently identify internal talent and assign project support based on employee skills.
Improving Role Fit with Video Screening
More and more organizations are turning to AI-enhanced video screening to make it easier to assess candidates. Video allows candidates to interview on their own time and recruiters to review as time permits. In addition, video screening will continue to develop with the use of facial recognition and natural language processing to automatically rank candidates’ answers, as well as indicate their soft skills and ultimate fit for the role.
Embracing Human-centric Technology
As more companies embrace flexible work environments and recruit more remote workers, HR departments will need to adopt new methods to present company information. With smart workspaces, companies will rely even more on collaborative technologies and software so that employees can work together regardless of location. Backed by the power of AI, recruiters can use internal talent pools to identify hot talent within the organization or to reconnect with candidates from previous searches. This personalization and appreciation for an individual’s unique skills offer a powerful way to increase engagement and interest with the organization. In 2019 and beyond, HR professionals will be able to use these human-centric technologies to customize the work experience without replacing the human element.
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Harnessing the Power of Analytics
The amount of big data available to organizations has led to the opportunity for more in-depth data analysis. Organizations will be able to better assess everything from employee performance to leadership effectiveness to discrepancies. As smaller companies adopt technology solutions to improve efficiencies, the use of data analytics will become standard. Gamified analytics dashboards, which are configured based on best practices, can help small business make informed decisions.
If they aren’t doing so already, organizations should use talent information to inform their strategy with the following types of data:
- General employment: time to hire, source of hire, and turnover
- Hiring velocity: the number of jobs opened divided by the number of hires made over any given period
- Candidate experience: number of organization touch points required before a candidate applies for a job
- Employee engagement: data from social channels and AI-software to highlight areas of risk for turnover
- Skills assessment: highlights organizational skill deficits to address
To meet ever-changing business needs with a strong talent strategy, CHROs need to prepare for how these changes in AI, video screening, human-centric technology, and analytics will impact the world of HR and recruiting in 2019.
