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An in depth look at why, metaphorically speaking, the technology tail is STILL wagging the HR dog for more than 30 years.
Today, there are a lot of changes occurring simultaneously and not just in technology and Human Resources -- and unless you know where to go to fully unplug for the rest of your life, the changes are affecting everything we do, everywhere we go, and at all levels
On top of all the changes, the rate of change in technology is the highest of all rates of changes -- if you dont like seeing taillights, then you need to
Learn how to think instead of what to think -- and learn this rather very quickly...
Learn how to discover what are the right questions, not just good questions as well as discover who they should be asking, even if not connected with him or her yet...
Learn how to discern influential and effective differences that will provide the most effective results as oppose to just discerning differences...
Constantly learn what principles create the most effective changes as well as provide the best directions (principles which are not, by the way, taught in the world of academia)...
Constantly discover where to find the most influential and wise counsel they can get, again even if they are not connected yet...
Learn how to find, research and discover the context of a problem, situation, and/or content and not just know the content -- a dying art of which many are not aware is even dying...
Learn what an entity must do to protect itself from misuse of technology at any level
Notice all this has nothing to do with the knowledge anyone needs to apply their trade(s) and/or skill(s)...
There is also a massive confusion over means and ends -- especially within leadership. Though their focus needs to be on the well-being and sustainability of their business, the rate of changes happening in nearly all arenas is forcing even their hands away from the thoughts and practices of the past to something new. Yet most do not know what that new something is, only that they need to change -- resulting in unwise actions that are more than costly.
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Editor’s note: Is the technology shift from paper to paperless still wagging the tail of the #HRdog? From conversations I have had in several countries, there seem to be various innovations of the wheel: In Latin American countries for example. recruitment agencies are heavily reliant upon the job hunter to submit their CV to the agency’s website and then the recruitment company will contact the candidate by SMS (LatAm Is Turning SMS Into A Recruitment Tool). In other countries (and we are not talking developing countries), the government is the laggard as they have public policies that require paper forms in certain situations and in such cases automating the recruitment process could cause more harm than good. In other cases, the businesses probably have not completed a full needs assessment (or don’t know how to perform one successfully). For whatever reason, we are republishing this post for those HR departments and/or with HR processes still being waged by the technology tail.
Meeting the Challenge of the Internet
The recruiting process in any HR department can be a laborious, time-consuming, paper-intensive, and painful activity…
– Position requirements must be manually gathered, interpreted, and documented – this is a very labor and time-consuming process between HR and the department needing to hire.
– Job listings must be manually updated with corrections noted by the hiring department, resubmittals to the web with the corrections, removing job posts for fulfilled, adding new job posts
– Potential candidates must be screened, a highly and intensive manual process of its own
The use of technology to assist in recruiting helps reduce the pain involved overall, minimize the effort necessary to keep the momentum going on all tasks, reduce the time consumption of every task, and allow the creation of easy-to-repeat processes.
Everything about HR is changing. To be specific, it’s all moving to the Internet.
Recruiting, interviewing, and even paying employees (via 3rd party payroll services) is the direction in which our industry is moving.
Here’s how to not just cope with these changes, but how to use them to become more efficient.
Define the Flow of the Recruiting Process
Recruiting systems allow one to define exactly how the workflow moves through the recruiting and hiring process.
Who needs to get what information and when is a way to get the right information into the hands of the decision makers. This allows departments to turn around interviews and hiring decisions quickly help to capture the right people when they are available.
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Job seekers benefit from knowing what the flow is as well. They are likely researching other companies, so it’s good for their planning to know when interviews might be held and how long final decisions take.
Communication Options are Key
Telephones and emails for many businesses are still primary tools for communicating with candidates.
Text messages and chat areas on recruiting websites are becoming useful for reducing the cycle, especially in Latin America where it seems to have replaced all other forms in the recruiting process.
People are using their smartphones and tablets more and more for keeping connected throughout the process — it’s no longer unusual to make an offer to a candidate through text messaging.
Conference calls and video conferencing are also being used more often. Getting people together
Getting people together for a video conference is easier than coordinating a multi-person in-person interview.
The technology is available to allow hiring personnel and the candidate to meet while sitting at home or in various coffee shops. Interviews are no longer constrained by the need to have a physical space available in which to meet.
Information is the Recruiter’s Best Asset
Sophisticated recruiting databases now allow candidates to update their own information and recruiters to search on available skill sets.
Hiring managers can even perform queries or run reports to see who might be available.With a database of potential candidates, it’s possible to take shortcuts through the process by revisiting people who may have already been through the process.
With a database of potential candidates, it’s possible to take shortcuts through the process by revisiting people who may have already been through the process.
These databases allow this to be done much faster than relying on the paperwork completed earlier by candidates.
The New Networking
Company websites have long been a way to get information out to candidates about positions.Social media is now becoming a way to syndicate that information to an even broader base of people.
Social media is now becoming a way to syndicate that information to an even broader base of people.
People use social networks to stay in touch with one another, but also to share information that is important to them.
Sharing job information is one of many ways people utilize their own networks.Creating links to their Facebook pages and Twitter feeds taps into a potentially huge pool of skilled people.
Creating links to their Facebook pages and Twitter feeds taps into a potentially huge pool of skilled people.
The professional networks such as LinkedIn create a space for people with similar work backgrounds to gather and share information.
People looking for positions as well as companies hiring into positions access LinkedIn and the resources available there.
Personalizing the Process through Apps
The trend in the use of mobile devices is predicted to increase dramatically over the next five years.As smartphone and tablet technology improves and the availability of sophisticated apps increases, the savvy recruiter could be carrying their most important tool with them.
As smartphone and tablet technology improves and the availability of sophisticated apps increases, the savvy recruiter could be carrying their most important tool with them.
Apps that integrate office tools with mobile devices and allow access to the recruiting databases gives the HR person the ability to react quickly.
GPS technology can help recruiters get connected with key applicants.
Video and teleconferencing from anywhere do reduce the chance of losing talented people due to scheduling conflicts.
Technology Enhances HR Efficiency
From recruiting, hiring, reviews, and payroll, technology are supporting major processes within companies.
At the front of a company’s success, recruiting is taking advantage of this to find the best talent available.
The companies that remain in pace with the changes are the companies most likely to attract the best talent — however, keeping that talent onboard is a topic for another post.
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Dawn Altnam is a regular contributor to The HRIS World, be sure to see her other articles listed just below.
Dawn lives & works in the midwest and loves following the business tech world.
After furthering her education, she now spends her time researching her interests and blogging her discoveries quite often.
Latest posts by Dawn Altnam (see all)
- Leveraging HR Technology in an HR Paper World - Fri, 28-Apr-2017
- BYOD: What Is It? And How Will It Work for Your Business? - Fri, 13-May-2016
- When Technology Becomes Convenient, Is It Really Easier? - Sun, 8-May-2016
- Staffing Your IT Department for Success - Thu, 5-May-2016
- Big Data and HR: A love story - Fri, 8-Apr-2016