Coaching software: Some HR teams have championed the concept of coaching as an organizational priority rather than a discretionary management style. Companies that embrace coaching as part of their corporate culture can leverage coaching software tools. These platforms document coaching plans, goals, and measure coaching efforts on employee outcomes.
A plethora of online training software exists to assist HR teams in planning, developing, or outsourcing training. Human resource professionals can explore:
Many businesses hire during the first quarter. A strong close to the prior year and the new year’s corporate initiatives drive many of the decisions to devote resources to recruiting and hiring, especially in January and February. Q1 is a time when HR professionals will face a possible talent shortage since their business will be competing with so many other employers.
Industries dependent upon good weather conditions tend to heat up recruitment efforts during the second quarter. Industries such as construction, tourism, and hospitality have strong hiring pushes during April, May, and June.
The summer months are typically a slow recruitment period for most industries. With hiring managers and job candidates taking time off for summer vacation or summer holidays, the third quarter is a bit more relaxed. Recruitment tends to gear up again toward the end of August.
For the retail industry, the beginning of the fourth quarter represents a significant hiring push for seasonal holiday workers. In other sectors, CEOs seek to reduce operating profits; one way to do that is by hiring a recruiting agency during the fourth quarter to minimize annual taxes. October up until Thanksgiving can be a busy time for hiring. Thanksgiving through New Year’s, on the other hand, typically slows down as people take time off for the holidays.
In some cases, technology-driven marketplace disruptions have altered recruitment and hiring. For example, as more consumers turn to online shopping for the holidays, fewer seasonal retail jobs get added each year. However, companies like Amazon and other online retailers may have an increased need for seasonal workers in warehouse, fulfillment, and customer service roles.
Solutions such as Upwork and Freelancer can help companies find affordable, qualified talent. There are even niche freelance hiring networks for specialized careers such as engineering or science and researchers.
HR professionals and managers should use technology to ensure contract workers and freelancers are productive members of the team.
Artificial intelligence will play a more significant role in business across the board, and HR is no exception. While AI will necessitate the reskilling and transitioning of some workers, many HR professionals will experience AI augmentation, not replacement.
AI will eventually help HR teams become more productive and efficient when it comes to internal tasks and processes. AI solutions may help reduce the administrative burden of some low-value, highly repetitive tasks, such as processing onboarding steps for new hires. Additionally, AI can play a role in the employee’s onboarding experience by delivering personalized information and training suggestions based on the new hire’s position.
Natural language processing (NLP) technology will also benefit HR departments. NLP solutions learn to interpret, understand and use language to communicate with humans. NLP technology will allow HR departments to use chatbots to provide employees with self-service options. NLP will also enable technology to assess employee’s happiness and contentment levels.
AI will also help with the recruitment side of things. AI-enabled applicant tracking systems will be able to assist recruiters during various stages of the hiring process through automated pre-screening processes to narrow down the applicant pool to only the most qualified individuals.
AI recruiters will use natural language processing to automate scheduling, provide feedback to candidates in real time, and answer questions. This technology will allow human recruiters to focus on candidate conversion.
HR departments will also look to improve diversity and inclusion initiatives with artificial intelligence. New solutions will limit or remove both conscious and unconscious biases in the hiring process.
For human resources, blockchain has the potential to:
Virtual reality (VR) has been a hot technology for entertainment, but savvy human resources organizations have begun to see the potential for business and human capital.
Companies with various offices across the globe and employees who work remotely can leverage virtual reality to provide a better onboarding experience. VR onboarding can offer:
In training scenarios, virtual reality can allow employees to learn through simulations and games. This type of training engagement removes the pressure of “live, on-the-job training” where a mistake could impact productivity or cause the employee to feel less confident or nervous.
Human resources is fast becoming one of the most technology-dependent business functions; it’s also the department best positioned to use technology to transform how the enterprise functions and flourishes.
As you position yourself for success in 2018 and beyond, you should continue to sharpen classic human resources skills while also taking on a technologist’s mindset. Remember to think about how technology can help your company become innovative, collaborative, and transparent to improve recruitment and retention efforts.
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