The Modern Day HR Department is swamped with continuous challenges in recruiting, onboarding, L&D and retention, on top of the administrative legacy it is carrying.
Digitisation and modernisation could be the solution, yet this is a complex process. Knowing what is out there, understanding the possibilities, in order to make a well-thought out and forward-thinking decision, could make things a whole lot easier.
Considering HR Tech as the “Modern Day Alice in Wonderland HR Department” holds the risk of getting sucked into the Rabbit Hole, but exploring the huge opportunities is quite intriguing and let’s be honest inevitable.
The question is: “How far down the Rabbit Hole do you want to go?”
55% of CHRO’s already had a digital transformation strategy in place and were executing it in 2019 according to the Hackett Group Survey. That number is expected to rise to 84% over the next two to three years.
Also 25% of companies fail half of their projects and 60% of companies changed their Business Model to adjust to AI adoption according to the Artificial Intelligence Global Adoption Trends & Strategies report.
It seems HR Technology is being developed at warp speed, while companies are bedazzled by the potential of the applications, not yet the application itself.
(Also read: AI in HR. The Good, The Bad and The Ugly?)
From AI innovations to virtual reality, the way organisations conduct operations with HR Tech is constantly shifting and evolving. HR Tech Start-ups are being innovative and often create solutions for specific new challenges or demand in features.
New technologies, now being developed, often opt to do one thing and handle that perfectly. There is nothing wrong in that strategy, on the contrary, they fuel a new wave of synergies in the HR Tech Market. In due time they will need to partner up, develop side ventures and/or white label their application if they have not already been acquired by a more mature HR Tech Vendor first.
This permanent wave of innovation leads to a hyperactive and disrupted HR Tech playing field that is be extremely hard to navigate for the uninformed.
Evolving HR Tech Ecosystem
Traditional HR software is adjusting rapidly in an effort to improve their Employee Experience and stay relevant.
In the past the focus was on transactional HR, administrative support, staffing & scheduling, Human Capital Management, HR automation and so on. However, in light of today’s challenges and the importance of the digital employee experience, even the market leaders are forced to seek out start-ups and scale-ups who are improving the experience or enhance their efficiency.
Start-ups offer tremendous improvements in specific areas of expertise, yet often they want to conquer the HR world on their own. They could be the perfect complement or feature for another application or another custom HR Tech system. This would allow them a faster and more reliable way to market.
BELGIUM has now over 200 native HR Tech solutions
It is official!
For the first time in history HR Tech Valley curated over 200 suppliers of HR Tech software with Belgian roots. From traditional providers to the newest start-up, our list includes several different categories - we had to rethink due to the ongoing evolution.
The map holds over 200 digital HR solutions grouped into twelve categories. This is remarkable for a country such as Belgium.
Yet, when you give it some thought it is not;
Belgium has 3 languages, a very complicated legal system and every challenge that HR is facing worldwide is present in this small ecosystem.
So in fact, if as a HR Tech start up you can make it here, you can make it anywhere.
On our map you can find:
Enhanced Recruiting Tools
In times of talent shortage and a struggle for skills, one of the first HR processes to be disrupted was Hiring and Recruiting.
On our map we spread this out over 5 categories, who are optimising either Efficiency or the Candidate Experience.
1. Gig Economy
The increasing number of freelancers and “gig-workers” or people who want to own their career (Career Owners) have an impact. This obliged us to create a separate category for Tech targeting this audience. According to Josh Bersin the time to build a hybrid workforce of the future is now and the number of platforms and benefits for these workers are on the rise.
Next we created a separate category for the “vetting” of candidates, because it is a relatively different process that surprisingly can be done digitally. I.e. the verification of a diploma or certificate without having to make some calls.
This is one of the more traditional categories where you basically search your talent and/or post your vacancy or project i.e. job boards, vacancy sites, creative or targeted recruiting.
4. Hiring automation
This category focuses on two main principles, namely improving Efficiency and improving the Candidate Experience.
Tools in this category are i.e. applicant tracking systems, video recruitment tools, semantic search (AI), chatbots and so on.
5. Talent Analytics
(Pr)e-assessments and other ways to analyse, report and anticipate for a cultural fit. Measuring personality, soft skills, engagement, language, non-verbal communication, face characteristics and so on, these tools provide all necessary Talent data to create a sustainable workforce.
With retention becoming the new recruiting, this category is probably next to form multiple synergies with hiring solutions and/or L&D technology.
Scheduling / Staffing
Do you still work with spreadsheets for your planning? Then you should explore this category. All tools that can be used in (certain) personnel planning can be found in this category.
Of course, there will always be technology that automates traditional and new HR processes. With no specific focus or just a very specific package, they have a separate category.
Any HCM, Payroll provider and AI technology that can be used to optimise a HR process you can find in this category, with the exception Hiring automation, which got too large not to grant it a separate category.
Workplace Culture solutions
One year ago, this was one category. Today, after the introduction of the Employee Experience, EX platforms and other nice work-life technology it is spread out over three categories.
The three categories being:
From mobile onboarding technology to the familiar Learning Management System, if it has a focus on learning and/or development, it should be in this category.
2. Engagement (interaction)
HR Technology that interacts with employees in a specific way, about a certain topic. I.e. Feedback & recognition, internal communication, collaboration, employee advocacy and diversity.
With the number of Burnouts and the increasing pressure on the existing workforce, Wellbeing platforms are on the rise. Already deserving their very own category.
Analytics and Dashboarding
Of course, lots of stand-alone and full package HR Tech solutions provide their own dashboard and analytics. Yet if they don’t or you want a more customised approach, the best-case scenario is that they work well together with the solutions in this category.
New HR solutions
Last but not least is one of the newer ones to HR Tech, which is not diverse enough to have its own category on the map, such as;
Organisational development: software that captures data for strategically improving workflows and/or processes.
Personal Data Protection: hubs for the data of employee’s, who own and share as they like.
To optimise and expand our HR Tech mapping we would like to ask all HR Tech providers to submit their data...and get their logo on one of our landscapes...
If you are a Belgian provider and you want to be on the poster version of the Belgian HR Tech Landscape with a decent logo; please submit your data here.
If you are an HR Tech provider active in the EU, please submit your data here.