| | AUGUST 201919CIOReviewHR FUNCTIONS: DIGITIZE, BECOME IRRELEVANTOR DIE?By Beth Giglio, SVP Human Resources, 84.51°The number of articles published on Human Resources' (HR) digital transformation continues to surge. For me, all these articles suggest that the HR function must evolve to meet the needs of its prospective, as well as existing employees by providing a seamless experience.The cycle of an employee is pretty much the same as it always has been--prospective candidates apply for a position; they are screened and offered the said position; soon the onboarding process proceeds,; and then, at some point, leave the organization. However, now prospective candidates and existing employees expect more at each of these steps than ever before, and at the heart is the need for technology to ensure easy navigation, on-demand access to information and insights to help personalize every interaction. So, how have expectations changed and why do companies and HR functions have to invest in technology to attract and retain top talent?Let's start with the pre-employment experience. Candidates today will navigate websites and job postings via mobile methods. They also actively search job posting sites like Glass Door, Indeed, Vault, etc. to read up on your company before they even apply. For Millennials and Gen Z--if your application process isn't paperless and mobile-friendly, forget it; and if Glass Door or other review sites are negative, prospective candidates will look elsewhere. As an employer, your first digitization efforts must start with first impression areas like posting and creating a positive presence on social media.Once in your talent pipeline, we see companies invest in everything from advanced artificial intelligence for pre-screening and selection to the use of video conferencing, on-demand chat functions, and other tools to enable an anytime, anywhere interview scheduling experience. Technology is a key enabler in making prospective candidates' lives easier. Now let's say you already have great digital solutions for the prospective candidate milestones. What happens after they have accepted? There are platforms that allow new hires to upload much of their info in advance to ensure smooth onboarding. It also includes the ability for a company and new managers to quickly engage with a pre-hire to plan his/her first day. So now that you have new hires, what is their onboarding experience like? Do they go through traditional lecture style onboarding or hours of pre-recorded modules or do they have on-demand personalized solutions across different media (experiential, simulations, virtual, etc.
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