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How Technology is Changing the Field of Human Resources

It should come as no surprise to anyone that we are living in an electronic world where most people are virtually accessible at the touch of a button all hours of the day. Over the last couple of decades, technology-focused industries have brought sweeping changes to almost every facet of business. With the use of technology in all forms increasing in popularity and frequency, that trend will only continue to flourish when the next generation of prospective employees hit the market.

With Millennials making up nearly half of the current workforce and predicted to comprise up to 75% by 2025, the prevalence of modern technology in the workplace is inevitable. Now more than ever, many corporate positions not only touch technology, but rely heavily on the use of handheld devices, portable laptops, instant messaging, virtual meetings and remote connections. The tendency to drift further and further away from direct human interaction is ever increasing in the workplace.

Comparatively, the field of human resources has always heavily involved the element of building relationships with colleagues across all ranks within a business while maintaining a high level of direct contact throughout the workday. That notion seems to be shrinking with the advancements of technology in the workplace.

Compliance and risk avoidance have always been essential principles for Human Resources professionals tasked with monotonous time-consuming duties and endless paperwork. Highly administrative tasks such as pre-hire paperwork, on-boarding, benefits enrollment, online training and development practices can be executed at the click of a button. With advancements in technologies and processes, HR professionals have more time to concentrate on other key responsibilities within the business.

Since HR employees are often considered the oil that keeps the machine running smoothly -- tasked with managing the people as well as projects across various segments of the business -- every minute of their time is critical. If HR is going to continue to remain a business partner and play a critical role in helping companies anticipate and manage organizational changes, it must use every advantage technology can provide.

In large part, the success of a business depends on the careful management of all resources, including human capital; which is a vital role of the human resource department. The recruitment and retention of highly qualified employees is a large responsibility of the human resource department and a task that directly influences the sustainability and profitability of the organization.

It is often a challenge for the HR group to maintain and manage the tedious stages of the recruitment process while supporting the other facets of the business for which it is assigned. Perhaps the most significant advancements of technology in recent years, with regard to the Human Resources field, focus on the recruitment and on-boarding process.

Elaborate applicant tacking systems have improved the overall process and provide detailed records of correspondences with candidates and job posting functionalities, but typically offer very little in terms of branding the company and thoroughly explaining the opportunity to prospective candidates.

Many large organizations are using applicant tracking systems as their sole source of attracting talent. These measures are woefully antiquated and only allow their recruiting teams to access a small part of the total candidate pool. They engage with active candidates and miss connecting with passive candidates. The passive candidate is considered by many to be the most sought after, qualified and of course hardest to reach, as they are not actively pursuing other opportunities.

True recruitment in the corporate realm requires more than just advancements in technology; it requires the dedication of the human resources team and a collaborative relationship with the hiring manager. Companies can no longer afford to simply post a job in hope that the most qualified candidates apply. In a fast-paced, competitive market where the fight for talent is at an all time high, the best candidates will most likely not be the ones applying to postings. Therefore, additional resources must be called into action to attract that candidate to the opportunity. These resources include vendor management agencies, search firms and specialized recruiters. I will expand on these resources in my next article.

With the growing presence of blogs and social media: Facebook, Twitter, LinkedIn, YouTube and other channels, it is becoming evident that the ability to attract top talent to an organization is only going to become more of a challenge. It is highly critical for organizations to utilize all resources available to attract the next generation of top talent in the market.


For more information on how TCG can help you and your talent acquisition department, contact us at 717-249-2626.

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