Artificial intelligence (AI) is challenging businesses to rethink their human resources management processes. How will companies optimize employee effectiveness to maximize productivity in the next decade?
Research shows many trends that’ll impact the way corporations manage their workers in the coming years. There’s now a new way forward that companies should embrace.
Here are three significant shifts that HR managers need to be aware of and incorporate into their daily processes.
There’s a growing trend of companies moving away from recruiting based on candidates’ qualifications. Corporations are shifting towards hiring people who meet specific skill and competency requirements.
Human Resources managers realize they need to relax some of their criteria to find employees. Apple, Google, and Bank of America will now consider candidates who don’t have degrees.
A survey found that most companies are changing the way they hire employees. Only 10% of HR leaders would stick to employing someone with a college certification.
Besides not prioritizing graduates, enterprises are also expanding their recruiting base. Boot camps, apprenticeship programs, and training courses are growing around America to close the skills gap. Quality online education is essential, as websites like Lecturio explain.
HR managers will need to review their current recruitment processes and make the necessary changes. They’ll have to revise criteria focusing on academic qualifications and devise new methods that emphasize skills and other specializations. As you revisit recruitment processes to become more inclusive to candidates of varying skill backgrounds, this is also a great time to revisit your DEI initiatives & recruitment procedures. Take action to create new policies, provide expanded access to ethnic minorities, implement bias interrupters in your hiring policies, and use HR software instead of people to avoid bias.
During the coronavirus pandemic, we saw many enterprises allowing their employees to work from home. Companies expect remote working resulting from stay-at-home government requirements to continue.
The traditional work model is ever-changing. Virtual workplaces are becoming the norm even among major corporations such as Facebook and Shopify.
For instance, Twitter employees who don’t need to be in the office can continue to work from home if they want to. Microsoft announced that it would adopt some level of remote working as part of its culture. The tech giant is also giving its staff flexible work schedules to fit their lifestyle.
A Gallup poll reveals that 65% of workers prefer to continue working from home after Covid-19. An IBM survey showed similar results, with a large percentage of employees opting for remote work.
How businesses adjust to this reality will determine the path forward. HR managers should prepare for the changing trend by conducting in-depth studies about their current operations. The purpose is to determine which sectors of employees can work remotely full-time and those who’ll have to work on the business premises.
As it’s not probable for all essential staff to work from home so soon, management should put a rotation system in place, so everyone gets their share of remote time. Using a modern HRIS can be a huge time-saver for HR managers, as they’ll likely need to manage timesheets, onboarding, and benefits administration for in-person and remote employees.
Advanced screening and sourcing technologies allow human resources managers to hire workers timely. These systems help recruiters function better as they can make better decisions based on available data.
Today, modern tools that include artificial intelligence are influencing HR processes. Research shows that 50% of employees are already working with AI in some areas of their work. Experts predict that by this year, 25% of staff will be using a virtual assistant daily.
Organizations are now utilizing chatbots and video interviews to process applications. The latter allows selectors to screen candidates and select those who qualify.
Technology benefits businesses by automating the hiring process. HR managers can save time screening applicants and use it for higher-value tasks.
DBS Bank, Southeast Asia’s largest bank, was one of the first corporations to use a chatbot for recruiting. The financial institution reduced the screening time per candidate from 32 minutes to eight.
Recruiters also trained the bot to answer applicants’ questions with available information. It was successful in responding to 96% of the queries. Similarly, using a consolidated HR platform can greatly reduce time spent on manual HR tasks, and completely automate the entire employee onboarding process, from sending digital offer letters to staying ACA compliant.
HR managers should take DBS Bank and other advanced companies as case studies for their new HR system. They’ll save valuable time and resources by adopting these models and adapting them to their specific needs.
While new technologies impact the hiring process and improve productivity, they pose a challenge to HR leaders. There’s now a need to decide which jobs humans should perform and those that machines can do.
Companies must plan and redesign their human resources management system and their operations to remain competitive in the future.
Author Bio: Ashley Lipman is an award-winning writer who discovered her passion for providing knowledge to readers worldwide on topics closest to her heart – all things digital. Since her first high school award in Creative Writing, she continues to deliver awesome content through various niches touching the digital sphere.