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 Matt Stollak:
Q: Everyone is talking about social recruiting. How important is it for employers to include a social media componnt in their strategies and why?
MS: I’m not 100% positive everyone is talking about it. If I am a one-person HR Department for a manufacturing plant in Wausau, WI where a high percentage of employees and potential hires are nowhere near social media sites, is social media an appropriate use of my time, energy, and resources?
The simple argument is that recruiters need to use social media because that is where the candidates are. It provides an opportunity for an organization to engage with applicants and build relationships that may pay dividends down the road, develop the employer brand, and involve every member of the organization.
Q: What do you think is the biggest misunderstanding about social recruiting?
MS: That you have to go big. Given the continued growth and number of social media sites out there, it’s tempting, as well as daunting, to feel that you have to master every single site out there to be successful. Instead, choose one or two sites and truly master them before expanding your reach. One idea is to focus on where your candidates are most likely to be. Remember whom are you trying to target and what you want him or her to be doing.
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?
MS: This is definitely a ripe opportunity for an enterprising HR professional to make a statement about how the function impacts the bottom line. However, I am pessimistic about the ability to take that step. A 2013 SHRM survey on the state of HR education found that 61 percent of faculty surveyed indicated that HR technology was a perceived deficiency in training undergraduate HR majors. Further, HR technology competence is only a small part of certification at both the PHR and SPHR levels with HRCI, and it will be interesting to see how significant a role it plays with the new SHRM certification. As Tim Sackett regarding HR professionals and technology, you don’t need to know how the HR Tech does what it does, but you have to know what it’s capable of. How many HR professionals have the KSAO’s to truly do this?
Q: What are the advantages of combining both HR professionals and technology process experts to design software that will address HR’s future challenges?
MS: I would argue that with HR professionals input, there would be greater fit to align HR strategy with the organizational strategy, as well as flexibility to adapt to an organization’s changing needs.
Q: What’s your HR technology trend prediction for 2015?
MS: My hope is that, despite my pessimism stated above, more and more HR professionals will become better educated regarding HR technology. As a result, they can become better consumers when choosing an HR vendor to provide the necessary deliverables for an organization.