With the HR Technology Conference (#HRTechConf) just around the corner, we're inviting our Next Official Bloggers to offer their perspective on how technology is impacting the profession today -- and their predictions for the future.
The following is a Q & A with John Hudson:
Q: Is an applicant tracking system still the single most important piece of technology an HR pro can have? Why or why not?
JH: The telephone is still the single most important piece of technology. An ATS is an advantage, but if you are a small business with a limited budget, Excel will do just fine. You can have the most robust ATS system filled with 100k candidates, but if you are unable to contact them, speak with them, build a relationship with them, then the ATS is worthless.
Q: What steps can an HR professional take to begin to incorporate mobile technology into their talent management strategies?
JH: What technologies are available for you to extend your culture beyond the physical workplace? What if your employees are remote or they work at client sites? How can you still make them feel a part of your team? Learn about some of those mobile solutions. There are some great mobile learning platforms that allow you to provide training to employees regardless of where they are. Check out the expo at HR Tech and you will find 1 or 2 companies that provide these mobile solutions.
Q: What do you think is the biggest misunderstanding about social recruiting?
JH: The biggest misunderstanding is there is such a thing as "social recruiting." Just because you use a social media platform to post jobs or engage potential candidates, the basic rules still apply. Candidates want to learn more about your organization, they want to see how they will be able to contribute to your organization and they want to talk to someone who will be able to explain that to them. The "social" platform may bring the candidates to your site, but you still have to convince that person that your company is the place they want to work. A slick social page or presence is not going to cut it.
Q: What area of Human Resources profession (recruiting, OD/Training, comp/benefits, employee relations, etc.) do you see technology affecting the most in the next 5 years?
JH: While employee engagement software is all the talk, if your employees are not happy or not currently engaged, no technology solution will solve that. Technologies focusing on wellness and benefits may have the greatest impact or attention in the next 5 years.
Q. What's your HR technology trend prediction for 2015?
JH: I'm not sure there will be any new trends for 2015, just some enhancements to the trends that have been talked about the last few years. Mobile, cloud-based and engagement. The wearable tech will be an intriguing trend to watch and see if it gains any traction into the workplace for 2015.