What does HR tech mean for your organization in 2022?

By the nature of things, Human Resources is all about people. However, does that mean we should shield it from technology? Actually, it's the opposite.

Could it mean that robots will be employed to hire individuals? Indeed, robots in recruiting are already happening as technology is becoming a key element in attracting and retaining talented employees. Automation and A.I. are only one aspect of the most recent technological innovations applied to HR.

Since H.R. is just as susceptible to changes as any other field, it's important to stay updated.

From payroll automation to soft skill management, artificial intelligence in recruitment and using technology to enhance physical and mental health and reduce burnout, there's plenty of technology being used in HR already. But, to make things clearer, we chose to narrow it down to eight trends that may significantly affect your business (if it's not yet happening).

#1 Remote teams

It's among the most significant trends that has taken the world to the forefront in recent years. The findings in the International Working Group (IWG) study show that remote work isn't an anomaly anymore and is on the journey towards becoming the standard across all countries and industries. For instance, certain companies, such as Buffer, depend exclusively on distributed teams through design, while other companies are moving towards hiring more remote employees.

Working remotely is quickly becoming one of the most sought-after employee perks. It is also quite an administrative challenge--businesses now have to be ready to connect employees in different time zones and take steps to ensure they all have equal learning and development opportunities. However, this gives employers access to previously unavailable sources of talent while reducing the cost of recruiting.

The good news is that technology has many solutions available and will undoubtedly continue to focus on bringing scattered  teams together.

With collaboration in messaging and project management tools such as Slack or Trello and cloud-based H.R. systems, Location is no longer a problem. The challenge that technology has to address is making sure that teams distributed across the globe are in sync and efficient. Companies such as Facebook are using the expanding remote working market, while software companies are also looking to enter these emerging areas. Through tools such as the Focusmate as well as PukkaTeam created to provide online co-working environments, you'll be in a position to combat procrastination, allow employees to utilize their skills, and help make remote work more social and less lonely.

V.R. conference could be a factor in this regard and is slowly replacing traditional video conferencing, which is the current standard for businesses with employees worldwide.

Remote work brings about a lot of changes drastically for recruiters -- who have now more candidates to select from. However, they also require the most efficient, effective tools to get in touch with the people they'd like to employ. Websites that connect employers to prospective employees are becoming more well-known since they benefit both candidates and recruiters. Examples include well-known companies like Upwork or Fiverr and more modern - innovative platforms such as Humans.

#2 Cloud-based HR

If you work with remote workers or a remote workforce, your H.R. department should be remote too. This is where H.R. cloud platforms -- the future of resource management--come in. There are many integrated H.R. platforms such as those used by Buffer, which incorporate several distinct, fundamental elements of H.R. management, including payroll, onboarding, benefits, time management, and collaboration software.

Utilizing cloud-based H.R. software is gradually becoming the norm, not just for globally distributed teams. It's scalable, which is why it's ideal for businesses growing rapidly, as H.R. professionals can utilize real-time information.

In the same way, the self-service model for employees gives employees more control over their personal information such as benefits, tasks, and data. It gives employers better tools to assess their performance and engagement.

#3 Employee wellness, with an emphasis on mental health

The wellness of employees impacts the entire company, the team's productivity and job performance. So it's no wonder that it's a major trend at the moment. There are numerous initiatives being developed with the focus being towards aiding employees to avoid burn out and taking care of their physical and mental well-being, which ultimately leads to higher retention rates.

Therefore, we'll see more customized health and wellness programs powered by data from employees. In addition, wearables and platforms that rely on gamification will continue to increase and expand. However, there's a noticeable shift of attention on employee mental health. In the U.S. alone, around one in five adults suffer from mental illness. Companies are beginning to comprehend the implications of employee mental health on their overall performance.

Already, solutions have been in the works to address these issues. One such example is Lantern, the mental health startup that helps combat depression and anxiety through digital cognitive-behavioral therapies and has formed partnerships with large digital health providers to provide programs that aid people in managing their stress, anxiety, and body-image.

#4 Employer Branding

Since their inception, businesses have utilized social media to boost their image and reputation they project to new and existing employees. As per LinkedIn, 72% of recruiters believe that the company's reputation and brand have a major impact on the hiring process as well as the bottom line of the company, which can reduce cost-per-hire and increase the number of qualified applicants.

This is certainly not a one-time trend, but instead something that organizations should examine more closely to see if they haven't already. Technology can assist, from growing companies' review sites and job boards to career websites integrated to H.R. tools and other tools for using social networks (like a scheduler for Instagram). Social ads that are hyper-targeted with employees' stories and job advertisements will help narrow the viewers' reach and only reach the most relevant individuals.

Employee advocacy is an integral aspect of creating a brand image for the employer. Platforms such as LinkedIn Elevate or smarp provide employees with relevant personalized content and assist you in encouraging your employees to be true advocates for your company by sharing their own content.

#5 Enhancing recruitment experiences

Technology is already changing the entire process of recruitment. Everything is becoming digital, from resumes to interviews, and even recruitment managers are equipped with tools available to aid in creating an effortless experience for candidates. H.R. is increasingly becoming all about the "experience"--whether employee or candidate. One of the most significant developments we're witnessing within the H.R. field is the development of platforms that help candidates experience the process, such as path motion tools that allow for interactions and discussions between employees and external talent.

There is a challenge for businesses to find suitable employees to fill vacant positions, a scenario that benefits the employee more than the employer. Additionally, it's becoming increasingly difficult to keep valuable employees because other businesses' seemingly endless benefits constantly entice them. This is the point where technology can help H.R. departments utilize new solutions and resources to expand their reach globally and address the unique requirements of their employees.

A platform such as Honeypot is an example of H.R. technology adapted to the current recruiting world. It alters the standard recruiting routine that lets candidates peruse a variety of options and choose the most appealing. Employers take the initiative much more than before and reach out to individuals registered in the app using the most suitable offer. Both sides get the desired outcomes faster and more efficiently, which is the total experience for candidates.

One of the technologies currently seeing greater acceptance is chatbots. Chatbots bring an unique advantage to the table, since they can cut down on the amount of time required for recruiters to react to applicants and provide a more pleasant experience for the candidate.

Chatbots may also be able to replace or collaborate with automated platforms, augment analytics at later times, handle communications, schedule meetings and calls, ask the right questions, and advance the candidate through the process. In addition, it makes the process (surprisingly) much more personalized since you do not require the candidate to wait to hear back.

#6 Development and learning

Since remote work is one of the top H.R. trends, employee education is shifting into the digital age. It allows it to take advantage of the most recent H.R. Tech innovations using gamification and A.I. and AR/VR. Therefore, online training for employees is essential, and the field is evolving towards self-paced, customized training geared to the learners' unique learning styles.

Technology also offers a variety of options for individualized career pathing by building multiple career paths based on each employee's potential, identifying gaps in skills, and assessing job skills. Some examples of H.R. Tech tools suited for the purpose are PathSavvy or Talent Guard.

#7 Analytics using A.I.

Today, everything is about data. Managing data in human resources is indisputable, particularly as teams expand. Tools and technology that H.R. professionals can access areas ranging from simple surveys and tools for employee feedback to advanced analytics platforms. For advanced platforms, you should check out Peakon. The most widely used platform to measure and improve the engagement of employees. It allows managers to analyze data to determine what motivates and entices employees.

A notable trend is the rise of augmented analytics--a method of analyzing data that automates the analysis of insights by using machine learning and NLG (Natural Language Generation). Experts view augmented analytics platforms as accessible ways to analyze employee data and provide deeper understanding. First, they use A.I. capabilities to study massive amounts of data, detect trends, monitor crucial metrics. After that, using NLP (Natural Language Processing) technology to present information in a simple-to-read language.

Similar to Emma - The Linkedin assistant developed by Bunch.io:

It is an AI-powered Chrome extension that offers instant insights into the behavior of LinkedIn for potential hires, sales prospects, prospective hires, and colleagues.

You can observe a widespread usage of A.I. in these products: MindMatch and HRForecast. Both firms use Big Data and Artificial Intelligence to identify talent more effectively and answer the most pressing questions about H.R. management using the data.

#8 Increased security for data

With increase in data being stored in the cloud as well as the increased utilization of self-service H.R. for employees platforms, and the evolution in legislation regarding data protection such as GDPR suggest that robust data security is a must, as it pertains to both employees and potential candidates. Hence, it is a major issue for H.R. professionals and software developers.

This is why tech companies need to develop strategies to ensure that the information that their customers trust them with is safe and secure. At the same time, businesses must establish systems and procedures in place to ensure that the information is properly handled and processed. This will be the dominant trend in the technology industry, and H.R. systems in place will require significant overhauling to allow people greater control over their data.

One of the technologies which experts believe will transform this particular area can be described as blockchain technology. Blockchain transactions can be applied to almost everything, from personal information to work history and financial information. It'll be very interesting to watch the impact that blockchain--alongside other technologies--has on the cybersecurity of our data.

Ending Notes 

Though some believe that automation and similar modern H.R. technology trends eliminate the human element out of the equation, it might be the other way around. Let's closely examine the impressive capabilities these tools provide regarding personalization or getting the right talent in. We'd soon realize that they may be helping companies improve their human-centric process. How? by letting H.R. professionals concentrate on areas of strategic importance and actual human contact, taking them off of tasks that are easily done by computers.

The most significant benefit of these new H.R. technology developments is that they are not designed to replace human beings. Instead, it's meant to assist people in making stronger connections as professionals and as coworkers and provide more fulfilling jobs in which they can advance.

But the best rule for trends of all kinds, regardless of industry, is to not be a slave to them. For example, have you noticed that your main competitor has introduced a new device for team training or efficiency (and claims to have it)? You should ask yourself if you need this tool as well. Perhaps a single H.R. software will be more effective? Perhaps developing a custom H.R. application will be able to meet your employees' requirements more specifically?