3 HR technology trends established in 2015

In January, HRMS World cast an eye over the HR technology landscape, contemplated what the gurus and pundits were saying, applied our own expertise and experience and suggested a few key trends that were expected to ripple through 2015. At just over half-way through the year, it’s time to take stock and see what’s really happening out there - is it what we all thought?

HR technology trend #1 - Getting Millennials on board

A big theme at HR Tech Europe’s London conference a few months ago was the Millennial generation - and the need for HR (including its technology) to engage with, cater to, create opportunities for… you get the idea. Basically, this group of ‘workers’ (and I use the term loosely because Millennials don’t like to label what they do as ‘work’) are not only the workforce of tomorrow, they’re already the driving force of the workforce of today. So, if your HR technology isn’t giving them the latest tools to do their jobs, then it’s falling behind. Things like cutting through traditional organisational structures, integration with social media and boundary-busting collaborative tools should all be a feature - in some way or another - of your HRMS and other business intelligence systems.

HR technology trend #2 - Analytics (no surprise!)

Yes, no surprise at all, the ‘trend’ that has pretty much become a constant area of implementation, refinement and re-implementation in HR plus other business software is the use of analytics. Of course, these days, the buzzwords are “advanced analytics”, referring to those specific data-crunching predictions that are both future-oriented and aimed at driving real and practical changes to the business.

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The latest Gartner research (“Advancing Business with Advanced Analytics” - July 2015) focuses on this very issue. And the IHIRM conference set for September this year, expects the session on “Build a Successful Workforce Analytics Program” to be one of its most popular seminars, dealing with Big Data, and both predictive and talent analytics. Considering there are also sessions on the shift from metrics to analytics, and real-life obstacles to implementing analytics, and it’s fair to say the industry is still obsessed with numbers and data and will be for some time to come.

HR technology trend #3 - Recruitment is more and more tech-based

As the search for talent grows ever wider, only technological tools can help you access the broadest (and deepest) possible number of people. According to PwC’s Global CEO survey, 78% of respondents are using multiple channels in their hiring practices, including online and social platforms. What’s more, 71% are looking outside of their own industrial and geographical sectors and niches to increase their options. Only a strategic and forward-looking use of technology can make this a reality - not so much a ‘talent pool’ as a ‘talent lake’, or maybe an ocean.

So, how did we do? Well, in our ‘look-ahead’ earlier in the year, we did talk at length about analytics (always a safe bet), and the use of social collaboration to break down barriers (very appealing to Millennials). As for recruitment and talent, our focus was more on using the data gathered through specialised and niche recruitment practices for better talent management after hiring; so maybe we expected more from 2015 there. Mind you, there are still a few months left…

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Dave Foxall

About the author…

Dave has worked as HR Manager for the Ministry of Justice for a number of years, he now writes on a broad range of topics including jazz music, and, of course, the HRMS software market.

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Dave Foxall