What do HR Leaders Expect from Technology like Recruitment Automation?

There is a large-scale fear that recruitment automation will replace HRs. But in reality, technology has become indispensable in our everyday life. It has greatly transformed and enhanced the way we live and work.

This focuses exclusively on bringing a select group of Human resource and IT professionals together, do to network and understand the rapid change of HR and workforce technology.

HR Industry in India and Recruitment Automation Tools

We see that HR in India is at crossroads. They are currently discharging their duties, but in reality, they appear to be partially technology-enabled and largely transactional in nature. Also, these clearly focus on the future and possibilities in the near future with the use of technology.

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Human Resource leaders are trying to make the right technological investments and find the right recruitment automation process. This is in their journey to transform HR function aiming to improve the overall employee experience and strategic value delivered.

This presents a very dynamic and encouraging marketplace for HR technology buyers and solution providers. HR leaders expect technology to eventually take up most of the mundane transactional part.

What to Expect?

They focus on strategic interventions based on predictive analytical solutions deployed. Emerging technologies like recruitment automation need to be deployed in HR to achieve the vision. Some of which are artificial intelligence, machine learning, and robotics. Human Resource leaders are very clear that these solutions will come into existence.

To deliver a successful digital transformation strategy, you need to create a unique and seamless employee experience across various HR processes throughout the employee life cycle.

What Do Leaders Say?

When asked what should recruitment automation software be able to do at the top of the priority list for you, here are the responses:

Kari Hilder, Chief Human Resources Officer at ProSight

For her, performance management is the one thing they cannot do without. When the software tracks and monitors the performance of employees, we can for sure know how the person is aligning with the business roadmap and if the hire was right or not. A right hire most of the time means whatever recruitment automation tools the business is using are working fine.

Michelle Labbe, VP of People at Toptal

For Michelle, the key to organizational success lies in communication. So, technologies that emphasize effective communication are always attractive. This means the recruitment automation process is incomplete unless you can directly communicate with the stakeholders.

Kim Tabac, Chief People Officer at League

League is a health benefits organization. So, for them, the best software is the one that is focused on health benefits. When more than 44% of the HR leaders are struggling with finding an HR software vendor, Kim says that the best vendor is the one who fulfils your organization’s needs.

Conclusion

Human Resource tech buyers select that recruitment automation software that provides a seamless user experience to their employees across multiple applications. For this reason, we expect to see more such integrations, partnerships, and acquisitions in the HR tech space in the coming years.

As the industry matures and looks to solve specific business problems, businesses will turn to need-specific tools. This is good news for HR tech buyers as the pre-integrated solutions focussing on recruitment automation are likely to save time and cost while improving user experience and adoption.

Editor’s Note: Originally published on 18 March 2019 at 2:37 PM. Updated on 27 April 2021.

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