The following is a Q & A with Janine Truitt, Owner/Chief Innovations Officer for Talent Think Innovations, LLC.
Q. Which new type of HR technology is most revolutionizing the HR profession?
The most revolutionizing shift in HR Tech is that more HR Tech vendors are building more open source/plug and play technology. For years we have been stuck in HR Technology purgatory of having multiple, disconnected systems that are unable to communicate with one another. The plug and play model means that we can implement systems and preserve the flow of our processes and procedures.
Q. What are the advantages of combining both HR professionals and technology process experts to design software that will address HR’s future challenges?
HR Professionals understand how they need and want to work. However, the practicality of their ideas is sometimes in need of calibration with the technology process experts’ perspective on what is actually possible. Together they are a necessary team that can ensure that when technology is developed - it has the practitioner’s needs in mind.
Q. Why is it important that HR include their technology department leaders at the beginning of the software selection process and not after the contract has been signed?
From a stakeholder perspective, it never pays to alienate your internal technology partners when implementing new technology. They are the gatekeepers to any and all systems in the company which may be helpful to you in your implementation. Additionally, you can’t ask them to own any part of the process when you haven’t included them all along.
It has been my experience that they are valuable, if not only for enlightening HR on the opportunities and potential hurdles with the connectivity of legacy systems.
Q. Employees are increasingly using mobile to access their employers’ HR services. How will employees’ evolving expectations affect an organization’s HR technology regarding access and security?
Increasingly our lives are in the palms of our hands and/or on our wrists via mobile devices. People are looking for ways to manage life and work without feeling like there is a separation between the two. Regarding access, organizations will need to become more comfortable with granting appropriate access to employees as a matter of fostering productivity, flexibility and efficiency. The harder you make it for employees to access important information needed to do their job the more you will see productivity suffer. Of course, more access brings more concerns for security. Having clear guidance around security precautions and also investing in tech that makes security a priority is a necessity.
Qa. Recently, Goldman Sachs replaced campus recruiting with video. How is video changing the way HR promotes employer brand and recruits new talent? Qb. What advice do you have for HR pros who want to incorporate video into their talent management processes?
There is no question that video is all the rage at the moment. We have both produced and accumulated so much content that people are consistently looking for easier, more bite-sized ways of connecting with their audiences.
Unlike textual content, video allows people to connect with your brand in an authentic manner whether it is in real-time via a livestream or on-demand video. For most job-seekers, they would rather watch a 30 second to 1 minute clip describing why they should continue in the application process than to read never-ending paragraphs of text about your mission and vision.
Qb. Think about the things you would want to know if you were actively or passively seeking a new opportunity. Work with your marketing, public relations and leadership team to come up with a simple but clear campaign to introduce your brand while answering those questions. Be sure that your campaign doesn’t begin and end with the creation and publishing of a brand video; but that it provides a beginning to fostering a two-way conversation between you and potential candidates.
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