HR Technology Q & A with Joey Price


The 2016 HR Technology Conference is October 4-7. Over the next week The SHRM Blog will feature a Q & A series with several HR technology experts who will offer their perspective on how technology is impacting the HR profession today -- and their predictions for the future.

The following is a Q & A with Joey Price, CEO of Jumpstart:HR. 


Q.  What is the single most important piece of technology an HR pro can have in 2016? 
As simple as it sounds, the most important piece of technology an HR pro can have in 2016 is a smartphone. More and more HR Tech is being geared for access on mobile and everyone from executive leadership to staff members request information from you on a constant basis. Having the power to find answers in your palm is priceless.
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? 
HR technology must be in lock-step with other consumer driven technology with respect to security and usability. I’ve always used the analogy of the banking industry and ATMs being the start of our self-service digital economy. In a similar fashion, HR Tech developers and end-users have to grasp the real reason why people use tech in the first place: To access information on their own in a secure, easy to use manner. With this in mind, I see less need for HR to have an on-site presence for daily administrative and employee service-related functions.
Q.  What advice do you have for companies that are moving to a mobile responsive design for their recruiting process (career site, applications, communication)? 
First of all - It’s about time! 
Secondly, I would give the following tips based on our research on the Candidate Experience published in SHRM:
- Use your own desktop, laptop, tablet, and mobile phone to test the user experience.
- Ask a few employees to develop a “employer brand” focus group to test the sites and comment on the experience
- Ensure that it’s easy for job seekers to not only see your jobs on mobile but to apply for jobs on mobile. 
For more tips, check out my presentation “Would I Work Here? 3 Keys To Build a Website That Attracts Top Talent”
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?   
B: We live in a world where captivating storytelling is the key to driving action. Here are a few tips to really stand out:
- Let’s face it - memos with an “HR” spin on them rarely get read. Partner with your Marketing Department or an agency to develop branded content that amplifies impact.
- Think like an Ad Man. What brands are you buying? What emotional connection do you have with their marketing messages? Think about this when developing your own recruiting videos. 
- Go Live! Recent statistics show that Facebook users spend 3x more time watching content that is live vs content that is no longer live. When thinking about talent community management, consider running your own programming that occurs live!
Q.  Technology is enabling HR to look at how their strategy affects organizational performance, in addition to HR-specific problems. To what extent are today’s HR professionals able to step outside the box that has traditionally defined their role?
Today’s top HR professional are comfortable with data analytics now more than ever. While that might seem daunting, consider the fact that we analyze data every day! From checking the weather on our smartphones and dressing accordingly, to planning our schedules based on when our GPS says we’ll arrive at our destination. Leading HR strategists take the same comfort that we have with data in our personal life and convert that to an ability to track trends in the workforce. 
A perfect example of this would be identifying the data points of bad management. If a particular manager has high turnover, does not groom candidates for internal promotion, and is not producing at a level of success as required by benchmarks, a savvy HR professional looks at this data and begins to ask questions. Questions like “what is morale like in this department?” “Did we effectively train this manager for success (or ensure competency in management functions)?” and “What tools should we be providing to this manager so she can be successful?” - People often say that numbers don’t lie but it’s humans who interpret what they mean. 
The best HR professionals use technology to gain access to a depth of information quickly and ask the right questions that lead to successful decisions.
The SHRM Blog does not accept solicitation for guest posts.

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