AI, video interviewing, ramping up security top list of HR’s high-tech issues.
One of the best ways to learn is from others’ mistakes and successes. That is why a crowd gathered at the 2019 Society for Human Resources Management Talent Conference for a session on recruiting trends and technology. Among other things, they learned that while companies are increasingly counting on artificial intelligence (AI), they have come to realize that technology alone is not the answer.
Other insights from HR leaders include:
· Using video interview assessments enables companies to screen applicants before recruiters take over. This frees up recruiters to work with more candidates and spend more time on those individuals targeted to move forward in the hiring process.
· AL and machine learning, while useful and promising, do not eliminating hiring bias. AI picks up on demographics, which may actually curb diversity. Assessment data from video interviews and other sources of information may help address this.
· Many companies are discovering that all-in-one suites of HR technologies don’t provide the flexibility and integrated solutions they need. As a result, they are looking more to multi-vendor cloud-based systems. They are finding these to be more effective and less expensive.
· One new trend is establishing a “talent inventory” of workers. This involves identifying people who are hired for one role but could potentially be a good fit for another position elsewhere in the organization. For instance, someone has been hired to work in administration but has experience and skills that are promising for marketing. The talent planning and management teams can work together to prepare these employees over time for these new opportunities.
· Employers are stepping up their efforts to protect the privacy of job candidates. New data protection regulations recently passed in Europe, and the U.S. is expected to follow suit. This is likely to affect how long an employer can keep and use candidate data. While these rules may sound burdensome, some HR leaders suggest that they will help companies “strip down” applications to require only essential information.
The digital conversation is likely to continue in the coming months as HR professionals sort through emerging trends and technology and seek to replace outdated software and programs with newer iterations that meet their needs without breaking the bank.
