HR departments under pressure to implement technology

What should HR departments bear in mind when considering the many technology options available?

The advancement of technology means there are more tools available to HR professionals than ever before, putting pressure on talent acquisition teams to ensure they have the latest technology available to them. However, this wealth of technological tools means finding the right tech and tools can be difficult, often leaving HR professionals unsure of where to start.

In a recent Viewpoint blog, Jacky Carter, Group Digital Engagement Director at Hays, offered her advice to HR professionals on how to evaluate potential tech solutions.

Identify the problem you’re trying to solve or what you want to achieve

HR professionals must have a clear understanding of what the technology is required for and what they hope to achieve by using it. The choices available can be overwhelming but HR professionals must remember that it is their expertise and insights that will help to identify and focus on the best way forward.

Carter writes, “Articulating the problem statement clearly before you start will make the process so much easier and enable you to form use cases which will help you communicate to your internal stakeholders, IT colleagues and potential suppliers what it is you’re trying to achieve – as well as how you measure success.”

There isn’t one silver bullet

There are many stages during the hiring journey, meaning the process is often complex and as a result, there are a large number of solutions available which each solve a different issue. There isn’t one solution to address all the needs of an HR department during the hiring process, so it’s important to examine each need separately.

Carter adds, “The multitude of solutions on offer is broad. But, breaking down the problems to bite-size chunks along the hiring journey is more likely to enable you to evaluate the right technology to give you the best outcome.”

What to bear in mind when considering your HR tech options

Once HR professionals have a good idea of the job the tech is required to do, there are a host of other considerations to take into account and ideas which can help them further in their journey.

  • Get to know your IT team better

Utilising the knowledge and experience of an IT team is essential to helping to decide if it is the right technology for the business. Carter comments, “Any decision needs to be made in tandem with your IT team and they will bring a different, expert view to the table.”

  • How widely are you planning to scale the technology?

Consider where this technology will be implemented and whether it is suitable for all markets. To this, Carter writes: “Taxonomy that accurately reflects your world and that of your customers is critical and, without that, many solutions will not work effectively.”

  • Does it suit your business environment?

HR professionals must ask if the technological solution suitable for their business environment. For example, if the tech solution company is based outside Europe, does it take GDPR into account?

  • How big is the potential investment?

Carter advises, “Investment should be minimal to prove the concept. Most solutions are API based and should be easy and quick to set up and pull down if they don’t work for you of course.”

  • What are the people like behind the supplier logo?

Consider the provider and whether this is a company you could be in partnership with. Carter says, “The relationship has to work as well as the technology.”

Carter closes by writing: “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.”

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