Tech evolution in HR…and a bit of George Bernard Shaw

27th August 2018

Developments such as Artificial Intelligence (AI) in HR Tech are generating tremendous hype. Why? Expertise in this field is in huge demand but the pressure on Talent Acquisition teams to ensure they are fully across new technology is, in some cases, being driven by the fear of being left behind. I’ve spoken to many HR professionals who say the pressure to innovate and the plethora of tools and commentary out there is causing them sleepless nights.

Understandably so. 1bn USD was invested in HR tech last year. I can certainly see how difficult it is for someone who isn’t immersed in it to keep up and stay informed. It’s hard enough for me and MCG&CO has to be at the front line of these developments.

Therefore, I will offer some suggestions for how a HR or talent professional can evaluate all the potential HR tech solutions out there and make the right decision for their business.

Identify the problem you’re trying to solve and ask what it is you are trying to achieve?

Before you dive in, best to be clear about the outcome. If finding the right candidates is the main aim, there are some smart sourcing solutions out there. If the issue is a high volume of applications, then an AI powered chatbot might be the best way to enhance the candidate journey and improve efficiency through automated screening. If managing a talent pool is causing you pain, there are tools that can help you engage and build relationships more effectively. There are also analytics products that can give you amazing insights across all your people activity. In terms of employee experience, a great onboarding or Learning Management system can play a significant role, as can the online brands of your key executives in telling the story of your company’s culture.

There’s enough big data out there to sink a ship and the choices can be overwhelming but it’s your expertise and insights that are needed to identify and focus on the best way forward. Articulating the problem before you start will make the process much easier and enable you to form case studies which will help you communicate to your internal stakeholders, IT colleagues and potential suppliers. It is also essential to help measure success.

Don’t go looking for a silver bullet

The hiring journey is a complex one. There’s a lot involved, from awareness and brand, to connecting people with the right opportunity at the right time. Also, building a great customer experience, generating the perfect level of engagement and ultimately building relationships which lead to the best outcome for both parties. The multitude of solutions on offer is broad. Breaking down the problem into bite size chunks, along the hiring journey, will enable you to evaluate the right technology to give you the best results.

It’s tough to keep up with an increasingly fast paced and changing landscape. At MCG& Group and within the platform, we are already looking at how Blockchain will assist in our automated identity and compliance platform, as well as testing several AI solutions in different geographies around the world. Results are what determines how we move forward, so knowing what you want to achieve with each proof of concept is vital. By taking a methodical and planned approach, always keeping in mind the problem you are trying to solve and remembering the practicalities which often get overlooked (scale, compliance, IT involvement, people etc.) and outlining “what good looks like” you will make the right decision for your business.

“Progress is impossible without change, and those who cannot change their minds cannot change anything” – George Bernard Shaw

DMCG Network Offices