Organizations should consider a suitable candidate as an asset. The hardships should be more strategic for the HR (human resource) team because HRs’ role is to recruit not only an employee but also understand if the employee can serve as an asset for the very organization and recruit accordingly.
Technologies are evolving the HR industry towards more efficiency, profits, and desirable for employees. This industry is becoming productive with the help of advanced technologies. Following are some of the trends, which are driving the industry:
Artificial intelligence (AI): Talent acquisition is one of the most important responsibilities of HR departments. But even they sometimes cannot be entirely sure about the hiring. AI technology promotes the hiring process by relying more on the analytical techniques instead of by human observations. Also, it helps in listing relevant interview questions according to the designation and employee’s background.
Robotics Quotient: The department of HR has many transactional activities that are ideally suited for robotic process automation (RPA). RPA enables HRs to include automation in the tasks that are rule-based, repetitive, and standardized and aids HRs to focus on more strategic and innovative functions as talent development, retention, and policy implementation.
Predictive analysis: With the help of predictive analytics, HRs need not rely on gut feeling or soft science. They can depend on proven and data-driven predictive models. Predictive analysis allows them to foresee the impact of people policies on the well-being and bottom-line performance of the employees.
Cloud: Cloud applications have a significant role in the HR industry. Cloud is improving the frameworks and way of working of the enterprises. The recruiting processes collect data from a number of candidates and push the companies to move them to the cloud. The cloud makes HRs’ tasks more efficient as it lowers the manual tasks of HRs.