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The Society for Human Resource Management reports that HR management is turning into a technology-based profession. Advances in technology have made many manual processes more streamlined, or in some cases, made them disappear altogether. Take the handwritten employment application, for example. Many employers have gone to a completely online employment application process, eliminating paper application forms and requiring applicants to provide information and answer application questions electronically.
According to Towers Watson’s 2014 HR Service Delivery and Technology Survey, HR technology spending on portals, mobile access services, talent management solutions, and software-as-a-service systems is strong in spite of cost reductions in other business areas. Employers want and need the effectiveness and efficiency to translate into bottom line savings and a competitive advantage.
The cost-effectiveness and high return on investment of video interviewing have made it one of most adopted technologies adapted by human resources and recruiting professionals. More than half of companies in a recent Talent Technology survey use video interviews in recruiting to save time and money.
General Electric’s global recruitment technology leader Shahbaz Alibaig says that video interviewing saves GE a “shocking” amount of money from getting hiring managers and candidates together. No special equipment is required by either interviewers or candidates as video interviewing is done online with video service software on existing computers and smart phones. Recruiters and hiring managers can watch 10 one-way recorded interviews in the time it would take them to do a phone screen. The survey agrees, noting a significant business benefit of remote interviewing is the way it increases the talent pool. Advantages to candidates include ability to better present themselves on a recorded video and avoid taking time off of work for traveling to an interview.
In her article for Mashable, HR expert Sharlyn Lauby explains gamification’s benefits to human resources. As businesses see the value in applying game theory to non-game applications at work and in industry, gamification has taken hold in HR processes including recruiting, onboarding, and training.
Lauby quotes Entertainment Software Association’s VP for communications and industry affairs Richard Taylor, who says 70 percent of the major employers it surveyed use gamification for employee training, using simulations, video games, and online gaming with progressive levels. UPS, the Hilton Garden Inn, and the National Institute of Justice are just three such employers using interactive games in training programs.
Social Media Recruiting
The numbers tell the story of social media recruiting. Companies are using social media such as LinkedIn, Facebook, and Twitter to source, engage, recruit, and hire candidates. Herd Wisdom claims that 84 percent of recruiters search for candidates in social networks and 73 percent of workers age 18 to 34 say they found their current jobs with social media. That’s more than half of the job market participants, both recruiters and job seekers, actively participating in social media.
HR technologies include science and metrics as well as social and gaming aspects to get the best results in recruiting and employee engagement in less time and at a lower cost than ever before.
Jeanne Meister, Future Workplace partner and author of “The 2020 Workplace,” agrees, saying the “consumerization of HR” that will see employees using a wide variety of mobile devices such as tablets in their personal and work lives will soon become the norm and transform HR practices dramatically. The portability of handheld mobile devices like tablets makes them ideal for HR professionals who must recruit, hire, train, and evaluate employees in different locations.