By Daya Prakash, Founder, TalentOnLease
Before the internet, job seekers had to carefully handwrite and mail their resumes to the
employer’s address. They also had to travel to the interview location and wait anxiously
outside the interviewer’s office. Applicants would wait weeks and check their mailboxes
daily for an appointment letter. However, things have changed. With the click of a button,
they can now apply for a job, have their resumes reviewed by an applicant tracking system
(ATS), have their interviews conducted in front of a screen, and then receive notification of
their selection in the same portal. A key component of HR technology is the aggregation and
analysis of data across the employee lifecycle and through the employee experience. HR
executives are increasingly using technology.
AI, machine learning, and blockchain technology play a significant role in the day-to-day operations of human resources. Utilising such cutting-edge technologies is solely to enhance and stimulate employee lifecycles within an organisation. The purpose of such algorithmic tools needs to be assessed, particularly in the post-pandemic era when employees are attempting to adjust to an evolving hybrid work environment. To effectively support their employees, HR professionals need emotional intelligence and empathy. HR Tech provides HR professionals the tools to communicate effectively with employees, understand their emotions, and provide timely and effective support.
In this article, we will discuss how HR technology can address human emotions and how it
can benefit IT talent in the face of layoffs, impending recessionary threats, etc.
Employer Branding
Investing in employer branding can be wise when building one’s brand. In addition, several research reports indicate that hiring competent candidates is more likely for businesses prioritising employer branding. Employer branding has become vital in fierce competition between employers for the best talent. Employer branding increases brand performance by attracting the best talent and boosting employee retention. HR Technology can play a significant role in defining an organisation’s employer brand by facilitating it to provide a compelling, engaging, and contemporary employee experience. By utilising tools that let employees share their experiences working for the company, HR technology can assist in addressing human emotions pertaining to employer branding. For instance, organisations can offer social networks or forums where employees can express their perspectives on the company. This can help establish credibility and trust with potential employees by giving them a better idea of working for the company.
Talent Recruitment, Retention, and Networking
Artificial intelligence (AI) technology is increasingly important in finding and hiring talent
and assisting employees in expanding their professional networks. Artificial intelligence has
numerous applications in recruitment, such as prescreening assessments determining a
candidate’s emotional intelligence (EI), video interviews assessing a candidate’s non-verbal
communication and text analysis analysing written communication and identifying certain
emotions such as optimism, enthusiasm, and confidence. Furthermore, HR technology can
facilitate virtual networking opportunities and help employees find new job opportunities.
Enhancing employee engagement
A key aspect of employee engagement is its impact on productivity at work. Employee
engagement’s importance increases during economic hardships like recessions and layoffs. HR technology can increase employee engagement by providing feedback, recognition, and personalised experiences. In addition, HR technology can identify employee sentiments by leveraging data analytics, leading to better work environments and increased employee retention. HR tech tools, for example, can help gather employee feedback, identify areas for improvement, and track employee engagement. By analysing this data, organisations can develop strategies for improving morale and assisting employees in dealing with emotional issues.
Employee Well-being
Predictive analytics is an effective tool to foresee and tackle potential emotional challenges
in the workplace. For example, employers may utilise predictive analytics to examine
employee data and spot potential emotional triggers such as the amount of work, how
happy employees are with their jobs, and how involved they are in their work. With the help
of HR Technology, employees can feel more supported and encouraged, further enhancing
their emotional well-being by preventing potential problems before they arise. For instance,
HR technology can facilitate upskilling and reskilling. In addition, employees are more
invested and loyal to their jobs when they believe their employer is helping them achieve
their goals.
Mental Health Support
In times of recession and layoffs, mental health becomes even more crucial in the
workplace. Due to the frequent changes and restructuring that the IT industry experiences,
employees there are especially susceptible to the implications of job loss. In such
circumstances, HR tech can be extremely helpful in addressing employees feelings and mental health issues. For instance, providing access to mental health support and resources
such as virtual counseling sessions, employee assistance initiatives, and virtual resources for coping with anxiety and stress. Additionally, HR tech can aid in fostering communication between managers and their employees, enabling transparent and honest discussions about the repercussions of layoffs and the company’s future. Tools like these can be handy in reducing stress and anxiety on the job, boosting morale and productivity.
Inclusion and Diversity Initiatives
In today’s competitive business environment, diversity, equity, and inclusion (DEI) initiatives are essential to the success of any organisation. Human resources (HR) and diversity, equity, and inclusion (DEI) initiatives require an understanding and management of human emotions. It is critical to establish a secure and positive work environment where employees feel free to express their ideas and feelings and are treated with respect. By tracking diversity metrics, spotting potential biases, offering online training, inclusion analytics, and other services, HR Tech can support diversity and inclusion initiatives. In addition, HR Tech must consider the emotional impact of unconscious biases and ensure employees feel valued and appreciated.
There is no doubt that technology has brought many improvements to our lives. However,
despite being a helpful tool, technology should always be used in conjunction with human
interaction to realise its full potential. The question now is: Will technology eventually take
over HR-related tasks? No, certainly not. In the past, a recruiter might have been required to sort through many resumes, make a shortlist, and arrange interviews. Since AI has replaced this labor-intensive task, HR managers can now interact with candidates in a meaningful way by maintaining a human connection and being consistent in their communication.
Similarly, candidates will also feel at ease if they can communicate with real people. Talking
to a chatbot or virtual assistant while staring at a screen does not spark a lively discussion.
Even at a subconscious level, a candidate wants the interviewer to relate to them and feel
connected to them. For example, a disgruntled worker may want to have their complaint
documented but would instead air it with a human being than a computer.
In conclusion, HR technology will continue to be essential for managing and addressing
employees; emotional needs as the workplace evolves. However, until our innate need to
form bonds with one another ceases to exist, HR will remain a domain best left to humans.
