the future is here: the technologies revolutionising HR

Automation, analytics, artificial intelligence (AI) and self-service HR can not only improve the efficiency of what your HR team does now, but also strengthen workforce engagement and help your business steer through the talent challenges of fast-changing marketplaces.

Many organisations have been using digital HR for some time:

  • self-service: interactive platforms that allow employees to take care of many HR-related tasks that would otherwise be carried out by HR personnel such as changes in address or bank details. These platforms are now being augmented to incorporate features such as employee feedback or gateways to training and development.
  • talent analytics: talent analytics generate insights to optimise everything from recruitment and engagement efforts to supplier strategies and talent performance. when properly implemented, talent analytics can also be used to predict skills demands and anticipate labour trends, which would enable your organisation to create viable long-term workforce strategies.
  • automated recruitment and hiring processes: automating reference checking and other hiring workflows streamlines HR tasks, while at the same time ensuring candidate quality, minimising risks and reducing costs.
  • virtual collaboration tools: with home and mobile working now routine and virtual teams coming together across many different geographical locations, collaboration tools enable your employees to communicate, organise their schedules and work on projects and documents simultaneously from anywhere and at any time.


And now a new generation of technologies is coming into the mainstream:

  • enhanced recruitment apps: apps that offer enhanced recruitment features such as employee referral capabilities, online events, networking and talent communities build engagement, improve candidate quality, build talent pools and enhance the employer brand.
  • gamification apps: gamified skills tests and psychometric assessments can enhance candidate engagement and improve hiring outcomes.
  • chatbots: virtual assistants can help hiring managers navigate platforms, find information and put teams together. They can also be used as guides during the recruitment process to improve the candidate experience.
  • mobile workforce integration apps: when speed and quality are crucial, mobile workforce integration apps can connect employers to qualified and vetted external talent.
  • engagement apps: assess behaviour, expectations and potential frustrations of employees. Results can be used to strengthen engagement and retention.


The developments on the horizon open up even greater possibilities. Examples include:

  • blind hiring: bias-free screening built around algorithms that gauge answers and actions to assess readiness to succeed within the role/organisation
  • assessing capabilities for hybrid roles: as fixed job descriptions give way to more hybrid and adaptable roles, tools that assess versatility, multiple capabilities and ability to learn as you go
  • organisational network analysis: assessing relationships, collaboration and how to enhance them
  • enhancing wellbeing: monitoring the workplace environment and potential for overload and stress, and then providing advice and behavioural ‘nudges’ to support improvements 
  • HR as the innovator: moving from off-the-shelf applications to developing customised tools.

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