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Last night, I was able to listen in and participate in the weekly Twitter Chat, #TChat. Partly because I missed being part of it (it’s fun) and also because the guest was Steve Boese and they were talking HR Technology!

The topic was “The Hot HR Technology Trends of 2014” (you can listen to the conversation here) and there was a lot of great conversation on where HR technology is headed.  And while it’s well worth reading in on the full conversation, I wanted to focus on a single moment of the chat.

During the conversation, Steve talked about recruiting technology and where it was in the spectrum of HR technology in terms of innovation.  Here’s my tweet:

To be fair to Steve, he explicitly asked not to be quoted (and the tweet was a half joke from me) but it brings up an interesting topic that I’d like to address.

Recruiting Technology is on the Forward Edge

When you walk the vendor floor or talk to HR pros, public perception is that more new innovation is occurring in the recruiting technology space than any other sector of HR technology (although I’m biased here.)  And while there are innovations in other areas of HR technology, I think that it makes sense why this is the sentiment.

Here are a few reasons why I believe that sentiment is more reality than perception:

Ease of Entry Reasonable: First and foremost, the recruiting space (and moreso the growing recruitment marketing space) is the most easily entered technology category in HR. You aren’t dealing with the big ERP or other legacy providers that have spent years building out necessary functionality.  This provides an environment that is conducive for increasingly nimble organizations to come up with better innovations for how we attract, engage and hire talent.  And this innovation is consistently being pushed upstream toward the recruitment marketing side of recruiting with the ATS near maturity.

Tied closely with Marketing: As recruiting organizations continue to evolve, we fully believe it will begin to look more like marketing and sales organizations than traditional HR (more on this at a later date.) With this evolution, recruitment marketing technology companies have a blueprint which to follow, emulating many of the innovative technologies that have driven value in the marketing space.  It’s here where recruiting will continue to move forward.

You Need to Fill the Top of the Funnel to be Successful at HR: Lastly, the HR process starts with recruiting. If you don’t do that well, then you are already starting at a disadvantage.  It drove me writing this tweet:

The best HR strategy can be derailed by not enough qualified candidates being recruited to the organization. So it’s crucial to be strategic with recruiting and tying it closely with your HR strategy and goals. Your people are important and we need to ensure we consistently attract quality employees to the organization.

Where we go from here?

As we move forward to innovate how we attract better people and improve engagement across our HR strategy it’s important that we tie together these strategies and make sure they work together to create a better workforce. That means creating a technology ecosystem that incorporates best practices but also is designed to work together and integrate in the places that are important to better understand your employees and what a valued employee looks like.

CTA-YearOfRM

 

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