Gone are the days when everything needed to be taken care of manually as we are living in an era where your day kick start with scrolling through your emails, Facebook feed or making a to-do-list in your fancy smartphone. You name it and everything is owned or made as simple as 123 with the technology.
With technology coming into aid we have a lot of revolution as to how things are done these days be it your very basic attendance management with the help of biometrics involved or to that of very complex of IT Projects.
Advanced technologies not only helps to make your cumbersome tasks a lot easier but also let go off the very basic human errors that sometimes go unnoticed by the naked eye. Human Resources has also evolved as it involves managing large organizations, lot of data, numbers, information etc.
Use of technologies has always helped to have a better edge in the industry. Human Resources have so much of things going up all the time that it becomes all the way more important to align stuff to make things simpler.
The areas where we can use the best of the technologies and can gain to the maximum are as follows to name a few:
So many of positions and only a limited talent pool. There are chances of duplicates that are bound to happen. If we can enable a recruitment tool that can clearly manage the skills whenever a search is created and develop a score set for the candidate’s profile. This will only help recruiters to avoid any repetitions’ and mismatches. Social Media recruiting is one such example that lets you know how technology is helping in recruitment.
A tool that can help you recruit from a pool of campus folks basis the assessment, interview and HR round will help you lessen your overall recruitment cost in the long run.
One such e.g. is a software called Workday is beta-testing its recruiting product.
Sourcing, Screening and Interview Process
The most complex task in recruitment - Sourcing. Then comes manually screening and interviewing the candidates. Tough job, no doubt!
What if something can simply simplify that painful process for you? With Aircto coming to your rescue as a very effective and a convenient tool to manage your hiring in four simple steps:
Describe your ideal candidate
Just start by entering the job title, description, areas of expertise and years of experience for the position you're hiring for. Our Sourcing team will be on it!
Screen the resumes
We have HR Chatbots and AI powered Scanner to ease you of the manual screening process.
From the team of qualified technical expert interviewer will get on one-on-one calls to vet the technical skills of the candidates based on the job description that you provided.
Post interview, expert interviewer will share comprehensive interview reports on the candidates’ knowledge, experience and passion for the job position you are hiring for.
This will help you save on a lot of time when it comes to hiring.
Talent Management & Flexibility
The most employee sensitive zones are the attendance and salary. It becomes a huge task to make this one as an error free zone and let things flow in smoothly. A good attendance tracking system helps you in ironing out any difficulties and create an easy atmosphere for things to occur.
Oracle and SAP have now absorbed the acquisition of Taleo and SuccessFactors respectively, and customers are starting to see more integrated end-to-end suites. SAP-SuccessFactors now has nearly 25 million users, Oracle-Taleo is rated #1 in market share. This simply shows how well the ERP players have come to understand the talent management market.
Communication in the workplace hasn’t evolved much since e-mail became widely adopted in the 1990s. There is no question that the cloud is driving the future of computing. All of the technology behemoths (e.g., Amazon, Apple, IBM, Google and Oracle) either are already in the cloud or are looking to make a business in it.
Telecommuting can increase productivity, save money and improve employee satisfaction. However, a remote workforce can present unique challenges, including employees who are absent from company culture. Consider using technology to address this challenge by incorporating social collaboration tools (e.g., Slack, Salesforce Chatter, etc.) or online video conferencing (e.g., Skype) to simulate the face-to-face office experience
IoT in Recruitment
When the whole world gets technology-obsessed in all walks of life, the HR professionals are inevitably forced to adapt to the innovations in all the HR processes, right from recruitment till retirement.
With the advancement of the IoT, there is a paradigm shift in the roles and jobs across the industries. The IoT ecosystem is not limited to the products and ideas that the companies come up with. Rather, it is more about connections, partnerships and adapting HR skills to recruiting and training talent pertaining to the technology.
Hence, HR should have a sound strategy for maximum agility when absorbing the impact of IoT. Internet of Things can be considered to be a close association of technology developers, service providers and the value-added services. An emphasis on hiring and training people who can communicate this vision to suppliers and customers can become a challenge for many employers. Which is why companies now look for services like that of Aircto that helps you hire passive developers.
If I am developing a smart pillow, my business strategy would be to recruit engineers to help me build the product as well as sales people who understand the concept of smart pillows to help me sell the product better.
Hiring in the IoT era primarily refers to having the right workforce composition. Just as how the bank teller and secretary jobs are on a decline, the demand for web designers, iOS developers and mobile hardware talent is growing unprecedentedly. Recruiters once asked to look for service engineers and sales professionals are on a look out for purple squirrels in specific technology niches like Android, cloud and HTML5.
Imagine a company culture where the employees are introduced to wearables to encourage physical activity and health. This trend presents a lot of opportunities when it comes to recruitment. If the hiring manager can gain access to the personal information of the employee using the wearables such as his sleep pattern, stress levels, etc., he can make an informed decision.
For example, the hiring manager can determine if the candidate’s sleeping patterns matches with the company’s working week. Does the aspirant’s stress levels match with the job role he is aspiring for, and what kind of coaching will enable him to cope with the challenges if any?
Similarly, virtual reality could help the candidates attend the interview from the comfort of their homes, yet experience a real-time office environment along with the hiring manager. It may seem to be a futuristic concept now, but soon it is going to be nothing less than reality.
With gadgets like Google Glasses, the hiring manager can easily record the interviews and later review the same to determine intricate details like body language, response time, etc. before making a choice. Gone will be the days when vital information about the candidate is lost or forgotten during interviews. Don’t you think this will empower the recruitment team to recruit a workforce in alignment with the company strategy and business needs?
IoT is an ideal emerging technology with a potential win/win scenario for employers and employees alike. If you are going to blissfully dismiss the Internet of Things, you might end up being left behind; just like one of those companies which snubbed the Internet at the turn of the century.