3 Ways Technology is Enhancing HR and Talent Strategy

HR technology is one of the key areas we’ve seen significantly evolve over the past few years. Financial and resource investment in this area is also growing, as technology has created the real opportunity for HR to drive positive business change and growth. While HR technology once centered around the applicant tracking system (ATS) and human resource information system (HRIS), we’ve seen it mature to include various innovative solutions that can be implemented to enhance the entire employee journey; likewise, making sure each touchpoint has technology intertwined can significantly improve both efficiency and business outcomes.

At the same time, talent acquisition is evolving towards truly strategic, “total talent” management − as leaders are realizing the need to focus efforts around the entire employee journey, from pre-candidate experiences to onboarding, to engagement and growth opportunities, to name just a few. This shift is requiring different types and more sophisticated technologies.

Total Talent Strategy: The “Ecosystem”
Talent strategy is an ecosystem, an interconnected community of moving parts and pieces, from pre-candidate experiences and pipeline building, to talent acquisition and employment branding, to even workforce planning, employee engagement, as well as learning and development. Your talent ecosystem cannot be strategic and proactive unless all areas of your people are working properly, functioning seamlessly, and optimized according to your company’s overarching business strategy. And technology is playing a pivotal role. 

Specifically, technology is one of the key advantages to remaining competitive in today’s ever-changing talent landscape. However, many organizations, here at WilsonHCG included, we are bombarded with demos and discussions around what the latest HR technologies can do; with so many new technologies popping up, it can be overwhelming to evaluate where you are on the spectrum of traditional to innovative, and beyond that where to begin.

Toward this end, we have done extensive research on the area of HR technology, including what’s out there, what’s best, and where to begin and, toward this end, presented during a webinar on July 13th to help answer talent leaders’ hot buttons on all things HR technology. Ultimately, we sought to answer one key question:

“How can the technologies available today unite my talent ecosystem?”

Throughout the joint Human Capital Institute and WilsonHCG webinar, we delved into the following:

  1. Cognitive, Smart Technologies. One of the biggest trends that has emerged, and one that could be the most promising for talent acquisition, is cognitive and robotic technologies − such as machine learning, artificial intelligence (AI) and robotic process automation (RPA). In fact, at WilsonHCG we believe cognitive recruiting will soon become the norm within innovative talent strategies. During the webinar, we shed light on how these technologies can enhance your talent strategy (and business performance overall), when and where automation may be optimal to integrate, and also discussed how that “shiny new tool” may not be right for your talent ecosystem.  
  1. Talent Analytics (the Why and How). We also discussed talent analytics, as many organizations are currently redesigning and/or planning to redesign their people analytics teams in order to conduct real-time measuring that drives both talent and business outcomes, as well as decision making. In fact, according to Deloitte’s 2017 Global Human Capital Trends Report, 71 percent of companies see people analytics as a top priority for their organizations, this year and moving forward into 2018; thirty-one percent say it is “very important”.

    Throughout the webinar, we uncovered the various types of analytics and the benefits of prescriptive analytics, while explaining why organizations need a meaningful data strategy.
  1. Technology Cannot Replace Strategy. No technology, no matter how sophisticated it may seem (or actually be), should ever replace talent acquisition and management strategies or processes; rather, they need to supplement your process. Technologies help drive efficiencies, but your people need to be at the forefront of all candidate experience, employee engagement, and workforce planning initiatives.

    For example, technology will not recreate or replace your personal efforts around candidate experience; it can aid in the satisfaction of the application process, or assist internally with the efficiency for the sourcer or recruiter to complete a task.
    But candidate experience demands a personal relationship and rapport building between your candidate and recruiters. In the webinar, we will reveal how to seamlessly align the two in order to maximize your results.  

Myself and co-presenter Joe Kotch, WilsonHCG Managing Director, Consulting Practice, sought to provide an exciting and engaging discussion. We encourage you to download the presentation slides and check out the webinar re-cast at the link below, to join in on the conversation and take important first steps toward leveraging technology to unite your talent ecosystem.

[WEBINAR] Technology's Role in Uniting Your Talent Ecosystem

Human Capital Consulting HR Technologies Industry Trends Talent Strategy

Craig Sweeney

As the VP of Client Solutions for EMEA and APAC, Craig leads the growth strategy and cultivation of new partnerships throughout EMEA and APAC. Alongside the trusted consultants at WilsonHCG, he builds market-leading scalable, customisable RPO solutions. These relationships span all industries with expertise in Technology, Business Services, Financial Services, Engineering, Manufacturing, Retail, and Media.