November 2019

HR technology has transformed not just the scope of human resources in the modern world but has changed the way the entire industry works. Well-known software companies, along with specialised HR technology Companies are supplying large organisations with new technology that facilitates all HR functions like background screening, workforce analytics, talent acquisition, and so on, paving the way for a new age of HR technology. In fact, HR technology is so huge that a study by CB Insights, a reputed venture capital database reported that investors all over the world invested over $2 billion in 2016 in HR technology and related platforms alone.

This is a clear indication of just how popular HR technology is across businesses in various industries. If your organisation wishes to keep up with the trend and adopt this new-age technology of human resources, like organisations all over the world do, there are few things you have to understand. First, what exactly does HR technology mean? What does it entail? And secondly, if you wish to buy HR technology, what are the key considerations you have to keep in mind?

Key considerations before buying any HR technology

If your organization is considering investing in HR technology, there are certain things to keep in mind so that you can make the absolute best of your investment. Regardless of whether you want HR technology for performance management, employee payroll and benefits or background screening, make sure you consider the following:

• Will it be profitable in the long run?

First of all, you have to consider if the new HR technology you wish to bring in will actually profit your organization in the long run. This may be in terms of monetary profits, brand reputation or increasing employee satisfaction.

• Will it actually improve productivity and efficiency?

Secondly, will this new HR technology really improve overall productivity and efficiency? If your human resource functions can be handled pretty well by your current HR system, then maybe it’s wise to not blindly follow trends.

• Is the entire organization welcoming of this new HR technology?

Introducing such a huge change, especially one that automates and digitizes, is often met with hesitation and disregard from employees. After all, their job is at risk when management introduces such changes. Make sure you navigate these risks carefully and with due consideration.

• Will the new technology bring about any negative side effects?

You have to think of all the possible negative outcomes should you adopt new HR technology. For example, your company data and employee data might be at risk if the underlying technology is not secure enough.

Also Read:- Buying HR Technology? Here’s What You Should Evaluate First!

Social media is pervasive and powerful. Globally, more than 2 billion users are on social media networks. In India, more than 250 million people are expected to use social media by 2019 according to data from Statista. This is a huge increase from the current figures of 168 million. The number of active users per month on microblogging sites such as Twitter is a whopping 23 million! With 11% of the world’s Facebook users in India, the power and reach of social media networks is obvious. Millennials spend more than 80% of their time on social media networking, connecting or browsing. With easy access and availability of information, not to mention the visual appeal, social media is the go-to place for news and the most trusted source of information. Social media verification is now the buzz word, particularly for brands that engage in digital marketing and for celebrities.

Reference background checks on social media

 Employers increasingly are turning to social media to conduct background checks. According to a study by CareerBuilder, 77% of companies that participated in the study used social media verification before hiring candidates. Close to 70% also conducted background verification on search engines including Google, Bing and Yahoo before hiring candidates.

Employers expect candidates to have an online presence, and indeed this is a requirement for many roles. Another study showed that 60% of recruiters were not likely to invite a candidate for an interview if he or she does not have an online presence. Recruiters look for references and recommendations that are posted on social media professional sites such as LinkedIn. They also look at what others say or think about the prospective candidate and the number of followers.

Is it worth it to seek social media background verification?

Employers now look at deeper levels of background verification through social media. Looking at social media can provide important clues on the candidate’s reputation, behaviour and also on extreme political affiliations if any. Resume frauds are quite common as numerous studies have shown. Social media verification can be an important aspect of a comprehensive background verification process to corroborate or confirm the findings in other checks. While social media information is still vulnerable to be fake and cannot be relied upon in isolation, social media background checks can be used in conjunction with background checks to profile a 360 degree image of an individual before hiring/partnering.

Globally, technology disruptions are being experienced in every industry and every department. As per CB Insights, there has been a 15% rise in investments in HR technology in the recent times. In the U.S., close to $2 billion has been invested in HR technology. According to CB Insights, human resource management system (HRMS) is where the bulk of this investment is currently.

Other HR technologies including cloud, social media, artificial intelligence, machine learning and mobile technologies too are seeing increased investment. Companies are investing in artificial intelligence in the form of bots to replace humans for customer service and in handling operations in warehouses. Singapore leads the way with bots taking over in a big way in the hospitality industry where they handle everything from food delivery, laundry to greeting customers at the entrance. Experts believe investment in artificial intelligence, robotics and technology will grow in the coming years even as manufacturing and the service industries get more competitive in the days to come.

Impact of Technology on HR

With increased investment in HR technology, there is growing adoption of cloud computing, recruitment software, applicant tracking systems, ex-employee tracking, and so on. These technologies are enabling efficient and faster processing of traditionally time-consuming tasks including Background Verification, payroll management, sourcing of resumes, posting jobs, screening resumes, training and development, rewards, and recognition. HR technology investments also relate to video recruiting, video conferencing to train, recruit or interview candidates, wearable technologies at the workplace, and social media recruiting.

Background verification

Employee screening and background verification are now made instant, thanks to the integration of APIs, machine learning, online databases, and automation. The traditional time-consuming manual checks that did not yield accurate results are now replaced with machine learning software and APIs that provide real-time reliable results. This has led to the creation of the concept of TrustOnDemand

Also Read: TrustOnDemand: Progress Till Date

Attrition management

Cutting-edge platforms such as WorkAttest™ used at AuthBridge optimizes the management of attrition. Advanced exit employee analytics and exit employee verification are some of the tasks made instantaneous by WorkAttest™. This not only minimizes the overhead expenses related to background verification and exit employee analysis but makes it highly accurate as well. In all, Technology is set to transform the jobs of tomorrow. And HR will have to have foresight into the future to be able to support organizations with talent management.

Interviews can be a stressful, nerve-wracking experience for the candidate. They are being assessed to see if they are a fit for the job they want, and this cannot be an easy experience for them. Add to it the entire pre-employment verification process that you as an employer has to go through, and this only makes the candidate more nervous. Even if they do not have anything to hide, it is natural for them to feel anxious. However, an interview does not always have to be an apprehensive experience for candidates.

Using technology and automation, you can make it a more comfortable, smoother and more seamless experience that puts them at ease. It’s not always the best idea to intimidate your candidates if you want to give them a chance to impress you.

So, here are 10 steps to effectively improve your candidate interview experience.

2. Send them an itinerary the day before the interview

Secondly, to give them an idea of what the interview day would be like, make sure to send them an itinerary the day before. Knowing what to expect will put them at ease, and they can prepare themselves accordingly. Don’t forget to mention your office address and detailed directions to your office. Today, thanks to technology and automation, you can easily send your “location” on platforms like WhatsApp, so candidates can find your office easily. You should also let them know that you will be conducting a background verification and that it’s nothing to worry about.

4. Greet them when they reach and assist them

Remember to greet them and acknowledge them once they reach your office and assist them with anything they may need. Make them feel welcome. Your office can make use of an interview management system, which is software that coordinates an interview process. For example, on reaching your office, the candidate can register through fingerprint authentication. The candidate need not fill in registers every time they visit your office. Coordination becomes easy and you can also verify that the candidate who is visiting your campus is the same as one who was meant to be interviewed.

6. Be approachable but know where to draw the line

Always be friendly yet professional in your interactions. Know where to draw the line and be careful not to make them think like they have already bagged the job. Approach them in accordance with the results of your pre-employment verification process.

8. Offer candidates constructive feedback

Remember to provide constructive feedback to your candidates irrespective of whether they have got the job or not. Tell them where you think they can improve and where they are doing great.

10. Convey outcomes through phone calls, not via emails

Candidates take time out to show in person for interviews. Informing them about positive or negative verdicts on their candidature through an email simply won’t do. Call them personally and provide constructive feedback. Just follow these simple steps to ensure that your candidate interview experience is smooth and memorable. Use of technology can take this to the next level of employer branding.

HR technology is a term that is often used to refer to all kinds of hardware as well as software components used for automation of the HR functions and activities. From employee attendance to background verification, employee payroll, workforce analytics, and more, technology is disrupting the way these process function across workplaces.

In recent years, HR technology adoption by various organizations across industries has seen an exponential rise. In fact, according to reports by CB Insights, a well-known venture capital database, many investors, in 2016, invested more than a whopping $2 billion in HR technology and platforms alone. With such an impressive breakthrough across many industries, you may have considered jumping onto the bandwagon of HR automation.

However, in order to make the most use of HR technology, there are certain things to keep in mind before you buy them. So, whatever your reason is- whether for talent acquisition or background verification, here is a comprehensive checklist for you if you wish to invest in HR technology. They will help you avoid blindly buying products and services that you may regret later.

2. HR Technology- a Necessity or Aspiring for Future Growth?

Is the HR technology you wish to adopt absolutely necessary in order to resolve a burning issue your organization faces in the present? Or do you wish to invest in it for future growth? If you do not need it right now, it may be better to wait until when you have enough resources and capital.

4. Return On Investment (ROI)

Is this new HR technology really worth the money you have to spend on it? Will it yield a profitable return on investment (ROI)? Do your research thoroughly and carefully consider how much the money equivalent of its benefits are. If it is not really profitable in the long run, you may want to give it a second thought.

6. Underlying Technology and possible side effects

As mentioned before, automation has some negatives too. Therefore, carefully consider how safe and secure the underlying technology is, and if there are any potential side effects that may hurt your company.