5 Ways Technology Has Transformed the Face of HR


Human resources is easily one of the most active and often times overloaded  departments in any organization, and needless to say, they deserve all the help they can get. The rapid innovation of technology has contributed towards making administrative tasks easier, so that human resources staff is able to focus on bigger business objectives.

We’ve picked out the top five ways human resources has benefited from technological advancements in the recent years.

1.     Hands-on work is minimized during recruitment

Recruitment is anything but simple; it often requires extensive time and resources. However, the proliferation of technology within human resources is making it easier in many ways.

It is hard to keep up with the rapidly evolving technological advancements in this particular area. Just when companies invest the time and money on optimizing their web pages with up-to-date job openings and application forms to cater to job-seekers, we hear  that social media is now the preferred method to attract job seekers. In fact, recruitment via website forms and submissions is a thing of the past; Society for Human Resource Management (SHRM) reveals more than 80% of organizations are using social media as a recruitment medium. As the average modern job-seeker conducts most of their internet search and surf via mobile, they find it convenient to use social media apps such as LinkedIn for job hunting purposes.

2.     New hires are trained effortlessly

Digital training programs—these are immensely helpful when a company has a mix of full-time and part-time employees. There is little to no need for managers to abandon core responsibilities to train newcomers. Plus, a digital program can provide tutorials, where employees learn a new work tactic one minute and apply it the next—which were not typically  possible during a traditional training seminar.

Virtual programs also make it simpler for human resource managers to track new hires progress. As employees provide more accurate feedback with more visual cues, mangers are able to address new employees’ concerns more effectively and efficiently.

Streamlined on-boarding protocols that can be delivered electronically and most importantly can be easily referred back to, enable new hires to quickly become acclimated to best practices. These improved initiation programs have been shown to substantially reduce the costly mistakes that so often occur during the ramp -up period that inexperienced employees often cause.

3.     Employee engagement becomes easier



PWC’s report on the transformation of global work culture indicates that by the year 2020, millennials will make up 50% of the workforce worldwide. And we are sure about few things concerning millennials: they are intensely invested in their smartphone/tablet devices, and  they are comfortable turning to multimedia when seeking information.

Harnessing technology such as mobile and cloud technology enables human resources to engage prospective and present employees. Using big data analysis, human resources can understand people’s needs and interests  better to create and share better content.

4.     Employees are not isolated from benefits information

A loyal workforce has incentives to trust the management, and digitizing salary, benefits and other financial information definitely helps. The modern employee has better access to knowledge, and is more curious about how their organization is managing their financial interests.

Is the company processing the usual 401(k) contributions, or are they using a flexible spending account (FSA) as a part of the benefits package?

The integration of technology has enabled human resources to keep employees informed. Automation of recordkeeping and information sharing process facilitates monthly benefits planning and other financial updates for employees.

5.     Performance measurement is more precise

Once upon a time, a typical performance management process constituted managers conducting long, time-consuming meetings to review employee performance. The metrics of work productivity were printed out and stored into mountains of files, and any predictive analysis involving employee performance and its impact of business growth was done manually.

The science of predicting a persons future behavior by looking at their intrinsic motivators provides a tremendous advantage to companies that utilize it. We recommend the Predictive Group  as a terrific resource for companies that want to be able to measure a candidates innate abilities in order to better predict their future performance.

Today, human resources use KPIs (key performance indicators) in electronic software to track and analyze employee performance, a practice that furthers managers’ talent management efforts. The Aberdeen Group reports that companies with industry-leading talent management programs are 26% more likely to be using performance management software.

No fuss, no extra paperwork, and better keeping up with every change that occurs in the workplace!

At International Search Consultant (ISC), we make HR teams’ work easier with our expertise in headhunting top talent across the country. Our team of experienced  recruiters understands the modern resources landscape and helps businesses in Financial Services, Sales, Healthcare,  and Real Estate recruit the best and brightest candidates across the country.

Since 1999, our team of 15 recruiters have partnered with HR teams in companies from coast to coast, utilizing the most up to date technology available to allow us to deliver the very best candidates to our clients interview table.

Please Contact ISC today for all of your recruiting needs. We would love to hear from you!