5 future-proof hr solutions

The human resources industry has been reflecting on the best way to impact todays' challenges concerning corporate culture and workforce performance in the workplace. As an outcome of this ever-increasing focus, substantial shifts are expected in the ways in which technology can be utilised to identify, engage, connect people and the appropriate measures to be considered thereafter.

Until recently, the primary function of technology has been limited to facilitating day-to-day HR tasks. However, technology has become geared to adopt more of an all-inclusive role in organisations. Listed below are 5 directions in which HR could progress with technology being squarely at the centre:

1. blind hiring

The US IT industry, in particular Silicon Valley, has been widespread with accusations and counter accusations related to bias within the workplace. The obvious question that looms large on the psyche of the HR professionals is how to effectively manage and minimise these kinds of controversies. To address concerns of bias, some organisations have introduced the process of blind hiring.

In an ordinary interview process as well as during initial screening, recruiters may appear to be partial depending on information about a candidates’ history, race, age, gender, and at times even the candidates’ alma mater. Another example could be the film industry that has been under increasing pressure to ensure diverse representation at the time of the casting process.

In a blind hiring process, resumes of candidates are actually removed of market information. This guarantees that the main screening procedure is going to be completed based only on the candidates’ demonstrated ability and quantifiable achievements. Additionally, some organisations that have implemented such a process, have gone a step further to automate the screening process entirely, which in effect makes the applicant anonymous. When done well, the results of this approach to applicant screening can see an increasingly diversified staff that is recruited strictly by merit rather than rapport, or maybe bias, which can often happen when screening candidates.

2. passive candidates

Head-hunters appear to constantly be targeting passive applicants. Nevertheless, these days the recruitment process entails a lot more than just reviewing resumes of candidates on a company’s job site. Recruiters are more frequently relying on social networking to get in touch with candidates directly. Likewise, recruiters also resort to internet communication techniques like groups, sub-forums and hashtags to recognise potential talent pools. When candidates are interested in content and engaged in groups, recruiters can get a distinct idea of their potential candidates, and whether these candidates could be potentially set to make a career move.

3. remote workforce

Working remotely typically entails operating out of the comforts of home, or maybe coffee shop, or perhaps a co-working office space and is an ever more popular trend nowadays. Within the last few years, the number of workers that are working in some type of telecommuting arrangement appears to be increasing steadily. The contributing factor towards this shift is the improvements made in the area of VPN know-how. Remote employees are supported by this technology to effortlessly access their organisations’ systems regardless of their location, just as long as there is an excellent connection to the internet. As a result, organisations can now employ talent from across geographies around the globe. In reality, countless start-ups already feature remote teams.

This particular idea of remote working supplies HR professionals with access to a bigger and ever-growing talent pool. By providing current employees with the remote working choice, organisations are able to retain their employees and improve engagement levels by offering an improved work life options. Additionally, with the evolution of digital collaboration tools including video conferencing, this shift towards of remote working is set to continue.

4. future proofing employees

Lately, Politicians appear to be making promises to raise the amount of manual labour jobs, especially in the manufacturing business. Regardless, the harsh truth is the fact that of the jobs available today; many manual labour roles may not survive long as increasing numbers of organisations opt for automation technologies. The growing trend of Artificial Intelligence (AI) completing tasks previously done by employees can already be seen at many manufacturing industry work locations.

Undoubtably, the adoption of AI has led to transformation, loss, and the creation of work. However, simultaneously the need for particular abilities is on the rise as HR industry experts expect employees to work in tandem with robotics. Certain tasks have to be reassigned as robotics have taken over mundane tasks therefore freeing up employees to draw up innovative roles. With developing automation, the existing workforce that’s susceptible to automation must be considered. HR professionals need to identify employees that are prepared to take up a variety of facets of work like management, problem solving, troubleshooting etc which will always need a ‘human touch’. With thorough planning, future proofing staff members requires that organisations ensure they conserve on transition costs while making the most out of the prevailing conditions.

5. gamification

The newest development of gamification continues to be used by a great deal of industries of the past couple of years. With gamification, the idea of spinning engagement into a type of competitive task has proved to be very beneficial in a number of ways that involves the area of training, advertising, and also recruitment. A great deal of brands these days use gamification to encourage competition that is healthy amongst teams, encourage loyalty amidst clients, encourage workers, and make a buzz.

In the HR field, gamification continues to be used during the screening process in which assessments regarding important skills and cognitive abilities have been changed into a fun filled engagement. With the assistance of mobile apps today you are able to make your candidates play games which have underlying algorithms which assist in generating serious analytics regarding the participants of the game. Gamification benefits both the employees and the applicants. Even though the employers are able to take advantage of a great deal of information which could be very helpful to assess a candidate ‘s strengths and weaknesses, candidates in addition get the chance to demonstrate the skills of theirs to the potential recruiters of theirs.

in a nutshell

There’s no question that these technology centric trends will probably have a good deal of effect on the HR business moving ahead. Artificial intelligence has already gained prominence in most industries, and the role of it is actually apt to rise down the road. Future focussed businesses have made sizeable investments towards these systems and trends to remain ahead of the competition. Most of the above discussed technology trends have a learning curve related to them. Hence, it’s crucial that organisational leadership take note of these trends and begin preparations to keep abreast of the HR of the future.

If you could do with some help, WINC HR consultants really shine in employment arenas. We pride ourselves on being our clients’ most valuable partner in the attraction, retention and engagement of their current and future staff members. We offer quality end-to-end strategies and solutions including resource managment, hr operations and change communications, especially within the Organisation Design and Development space. Find out more about what we’re up to on the WINC website – and keep up-to-date with our latest news and views on FacebookLinkedIn and Twitter

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about the author


Karl Wood is a global HR and employment professional who has an impeccable record in delivering HR solutions for industry leading firms. Known for his charachteristic creativity, Karl champions ideas that promote growth, profit and a positive organisational identity.