HR Tech, a threat or a treat?

Say what?

Digitisation towards the core of the HR profession

Since 2014 there is an exponential growth and diversification in HR Tech Solutions disrupting the HR Tech Marketplace. Hundreds, no thousands of new (cloud based) HR Tech keeps entering the ring as new problems ask for new solutions. These new tools are more focussed on two issues: improving work-life and retrieving big data.

Digitisation of HR just got an extra dimension. After transactional HR, operational HR, processing HR and managing HR, in come automation, Employee Experience and analytics.

By being more than just automating back office administration, optimizing recruitment, developing the Human Cloud, creating an HR Marketplace.. It means rethinking the core of the HR Profession in order to tackle existing and future challenges.

It sounds complex and it is. Yet HR must overcome this complexity if it is willing to give the organisation an edge in the future. The challenge is big, yet so could be the gap with the competition if you will not take it on.

From intuition to data, facts and figures

Where HR used to rely on intuition and facts in the past, business now is asking for more data and figures.

In order to optimize processes and assure continuity, intuition alone does not cut it anymore. Digitisation is a change process and any change process needs a business case. If HR wants to take the lead in this organisational change towards a sustainable and competitive workforce, it has to learn how to convince their business owner(s) with data and figures.

Above all, the field knowledge that was built up over the years to feed that intuition can not be replaced when the senior HR Manager retires. To ensure continuity Business must capture that field knowledge and intuition to pass on to the next HR Manager.

This way your HR Legacy continues in a digital way, providing more efficiënt ways of working, better practices, better data, people analytics and even predictive analytics.


Changing mindsets

Because of the change in the labour market, where the candidate-market becomes the vacancy-platform, the lack of candidates and the oversupply of vacancies are creating an awareness with current and future employees. Starting your career with lots of fringe benefits or changing jobs for the better never was this easy.

Being aware of this, candidates will continue their consumer behaviour from the online shoe store towards the digital vacancy-platform. They are starting to own their career.

After all, most of them being Millennials or Gen Z, they grew up as a digital consumer - and were always treated like one.

Evidence of that is the appearance of Employer Reviews in combination with a job board, i.e. Glassdoor or Stepstone. These platforms create a transparent window on the experience of current and former employees, their management, function and wage.

Moreover, research of Glassdoor in coöperation with Icms tells us that 92% of the candidates visiting Glassdoor flagged Employer reviews as important. In fact, one third of the applicants refuses job offers because of a negative Employer Rating.

Bearing this in mind, the predicted talent- and skills shortage by McKinsey (10% by 2020) is making Employer Branding one of the top priorities for Business and HR.

  • Think of it like this: if you need 10 people to run the organisation, next year you will be doing it with 9 people and spend more time being on the lookout for number 10. #focus

And that is only the tip of the iceberg. Research tells us that engagement and retention are not scoring well either. New employees switch jobs more often; 45% within 12 months according to Randstad.

  • So when you finally find your 10th employee, he/she might be gone within the next year and all that hiring efforts will eventually lead towards an empty chair in the office of 10 employees - again. #strategy

The existing workforce is divided. A part of it might be overwhelmed by a digital transformation and in the worst case mentally disconnects. Another part (36%) is looking for new opportunities just because of a poor digital work-environment. Quite contradictory, yet reality.

  • While yo