How is technology supporting development?
Cloud-based HR and recruitment software and its integration capabilities are evolving into an entire ecosystem that supports a business from talent acquisition and onboarding to invoicing and ongoing engagement. It used to be that different software systems were piecemeal, needed complex and resource-intensive integrations and required frequent upgrades to remain current.
New end-to-end technology is changing this model. Integrated systems that deliver information flow, and collate and allow for meaningful interpretation of data across an entire business are setting a new standard for the future.
Data makes the HRD a boardroom hero
The C-suite has woken up to the fact that data is the single most effective decision-making tool available to them. In a climate where, according to a REC JobsOutlook report from March 2018, one third of employers think economic conditions will get worse, the idea that
data-led insights can be used to predict candidate behaviour and future trends, and so offer consultancy services for businesses to build a talent pipeline, has turned recruitment databases into goldmines.
Taking decisions led by hard facts and measurable trend patterns rather than relying on non-empirical bases is critical for success. Having a handle on the numbers makes the HR Director a boardroom essential. The bottom line discussions become more interesting when they’re no longer about loss to the business due to wrong hires, but about preventative measures by using data to pinpoint the next hire - before the hiring need even becomes real.
Technology to predict candidate behaviour
For in-house recruiters, the idea that data can be used to predict candidate behaviour and future trends, and so offer proactive consultancy around building a talent pipeline, turned their databases into goldmines. When properly managed, interpreted and actioned, data can be used to better source and place candidates with increased accuracy and efficiency.
The skills shortage is making this new data discipline essential
Data is the new currency in recruitment and HR Directors are going to have to own this function in-house. At a time when the best in data talent is being sucked into a black hole known as GDPR compliance, the skills shortage is further compounded.
Data specialists are a rare breed
The next hire for every organisation must be a data scientist because, despite the many data sources, learnings and analytics available, most people don’t know how to interpret and present data effectively - or how to effect business change on the back of it. Because of this tendency to fear - and therefore avoid - big data, there’s no better time to source the right specialists to wrap their hands round the numbers, supported by the right technology.
A digital hiring model within the GDPR
Since the GDPR came into existence, the new data protection laws have made a huge difference to our privacy rights, but are unlikely to have much impact on the advancement of behavioural analytics. The staffing and HR sector is demanding analytics on all data - and platforms that help collect, organise and secure big data while empowering users to analyse that data are maturing to deliver enterprise-level technology based on recruitment-specific architecture.
Automation is king
Automation is the key to unlocking the benefits of HR technology. Software that allows an uninterrupted information flow - from front office to back office and also across platforms – is critical to allow employees the ability to access data and collaborate on different devices.
This brings the further benefit of allowing employers to offer true flexible working. Technology that opens up information flows regardless of location or device is now the norm, and the next generation workforce expects to be able to use it.
According to Gartner Research,
“Empowering workers with mobile collaboration capabilities through smart devices, personal cloud sharing and mobile apps is a smart move for organisations to innovate and stay competitive.”
It’s only when piecemeal or poorly-architected implementations are deployed that problems might arise. Looking at obsolescence trends is also key, as legacy systems that do not integrate with new tech will layer on complexities.
Being able to challenge the norm and find a new and better way of doing things relies on solid, data-driven insights. It’s no longer enough to rely on quick-fix, transactional offers to solve clients’ pain points. Interrogating reliable, consistent and measurable data sources to build hard facts is the only way to understand your market, know your customers and their business inside out and create a solution that resonates with them.
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