As is expected at this time of year, everyone is trying to predict what the next year will bring. With HR technology, this is especially interesting since we’re in the midst of an evolution of the industry. At times it felt like 2015 was the year where the mainstream in HR talk was the move from employee evaluation to proactive employee development, from wondering how to maximize employee productivity to asking how we can access and activate employees’ internal motivation.
Facebook isn’t only the most popular social media channel in the world; it’s also a tool recruiters can use to get to know candidates. And while over 18 million users have found a job thanks to the site, many companies are learning more about candidates through their Facebook posts than either candidates or recruiters want.
A Smart Data Collective post entitled Robot HR: How HR Is Contributing to Unemployment asserts that human resource professionals have no real ability to have an in-depth awareness for each position, and therefore rely on keywords and software to do their pre-screening for them. Often in this scenario, the "right" people are never passed along to the hiring manager -- the folks who really understand the positions and can distinguish beyond keywords to identify true skill sets.
HR software is undergoing radical change. Driven by a deeper understanding of cognition, persuasion science, psychology and what moves us, HR software is moving into setting operations goals (the OKR model) with theories taken from Google and Intel, inspired by the quantified self movement and concerned with how happiness at work happens.
The bell curve method of performance grading is no longer an effective measure for knowledge workers providing services and manipulating bits and bytes. Not one person in our company is a “low performer” and certainly no one is a “very low performer.” In fact, it’s quite the opposite.
Sevnty five percent of recruiters are required to do online research on prospective employees. That’s crazy. A couple of years ago, I had a hard time convincing my boss that promoting a manager who wrote negatively about him on her myspace page wasn’t a good idea.
Can you really use social media to develop your workforce? The uptick in HR departments using social platforms to interact with their employees suggests you can. Here are some of the key ways in which social technology could actually help, rather than hinder, your brand.
HR or OD (Organizational Development) plays a critical role to the success of social business transformation for many reasons. They have the ear of company leadership. They interact with employees at all levels and in every job function. They understand the structures of each organization they support.