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Why Every HR Department Needs to Adopt Hiring Technology: A Comprehensive Checklist

Why Every HR Department Needs to Adopt Hiring Technology: A Comprehensive Checklist
A Guide to Using Technology for Hiring

As technology continues to advance, more industries are reaping the benefits of these developments. One field that has seen a significant impact is Human Resources (HR). With the help of innovative hiring technologies, HR departments can streamline their recruitment processes, reduce bias, and make data-driven decisions. 

In this blog, we've explored how hiring technology can transform HR departments and make them more efficient, effective, and successful. 

From applicant tracking systems to AI-powered resume screening tools, we will delve into the various technologies that are changing the face of HR hiring. So, whether you are an HR professional or simply interested in the future of recruitment, read on to discover how hiring technology can help your HR department.

An Overview of the Current State of Technology In HR

Human Resources has come a long way in recent years thanks to technological advancements. From recruitment to employee engagement, technology is transforming how HR departments operate. In fact, according to a report by Deloitte, 56% of companies are redesigning their HR programs to leverage digital and mobile tools. [Source]

One area where technology has a significant impact is recruitment. For example, applicant tracking systems (ATS) have become increasingly popular among HR professionals. In fact, a study by Capterra found that 75% of recruiters and hiring managers use some form of ATS to manage their recruitment process. ATS can help HR departments streamline their recruitment processes, reduce bias, and improve candidate experience.

Another area where technology is making waves is employee engagement. With the rise of remote work, keeping employees connected and engaged is more important than ever. HR departments are leveraging tools such as employee engagement surveys and pulse surveys to gather employee feedback and make data-driven decisions.

Moreover, artificial intelligence (AI) is also becoming more prevalent in HR. AI-powered resume screening tools, for example, can help HR departments quickly and objectively identify qualified candidates. A study has shown that 39% of HR professionals believe AI can help them save time on administrative tasks, and 17% believe it can improve the quality of their hires.[Source]

What Are The Key Benefits Of Hiring Technology?

Hiring technology can bring numerous benefits to organizations, including improved efficiency, cost savings, enhanced accuracy, and increased productivity. Additionally, it can help businesses stay competitive by pacing up with the latest technological advancements and innovations. Hiring technology can bring a wide range of benefits to businesses, including:
 

Improved Efficiency

Technology can automate repetitive tasks, streamline processes, and reduce manual errors, leading to improved efficiency and productivity.

Cost Savings

By automating tasks, businesses can reduce labor costs and save money in the long run. Additionally, technology can help optimize resource utilization and minimize waste, leading to cost savings.

Enhanced Accuracy

Technology can provide a high degree of accuracy and precision in performing tasks, reducing the likelihood of errors and improving the overall quality of work.

Competitive Advantage

Adopting the latest technologies can aid businesses in getting an edge to stay ahead of the competition by providing better services, improving customer experience, and enhancing overall performance.

 

Key Technology Checklist for HR Professionals

As technologies are advancing at an unprecedented rate, companies across industries are increasingly turning to technological solutions to gain a competitive edge. The benefits of hiring technology are numerous, spanning increased efficiency, cost savings, improved accuracy, and enhanced customer experiences, among others. We've compiled a technology checklist for HR professionals; let's dive in:

1. Attendance and PTO Tracker

An attendance and PTO tracker is essential for any organization looking to effectively manage employee schedules and time off requests. By utilizing this technology, businesses can accurately track employee attendance, monitor PTO accruals and usage, and streamline their overall HR operations.

  • One of the key advantages of attendance and PTO trackers is the ability to reduce manual workloads for HR professionals. Rather than manually tracking employee attendance and PTO usage, the software automates these processes, freeing up valuable time and resources.
  • Additionally, an attendance and PTO tracker can help organizations to identify patterns and trends in employee attendance and leave requests. This can enable businesses to better plan for staffing needs, anticipate peak periods of activity, and improve overall workforce management.

Moreover, an attendance and PTO tracker can help minimize errors and discrepancies in employee schedules and PTO usage, increasing accuracy and compliance with labor laws and company policies.

As a whole, an attendance and PTO tracker is a highly effective and valuable tool for organizations of all sizes, helping to streamline HR operations, increase efficiency, and improve overall workforce management.

2. Applicant tracking system (ATS)

An ATS is a software tool that simplifies and streamlines the recruitment process for businesses of all sizes. The ATS is designed to help HR professionals manage job postings; track applicant resumes and schedule interviews.

ATS can help centralize and automate the recruitment process, thereby reducing the manual workload for HR professionals. With an ATS, businesses can easily manage and track job postings across multiple job boards and social media platforms while also automating the screening and filtering of resumes to identify the most qualified candidates.

Another benefit of an ATS is the ability to streamline communication with job applicants, both during and after the recruitment process. The software can be used to schedule interviews, send automated emails to applicants, and keep them informed about the status of their applications.

Furthermore, an ATS can help to improve the overall quality of the recruitment process by providing valuable data and insights. This can include information on the sources of the most qualified candidates, the time it takes to fill positions, and the effectiveness of different recruitment strategies.

3. Onboarding Software

Onboarding software helps organizations streamline and automate the onboarding process, making it faster, more efficient, and more effective. With onboarding software, businesses can automate many of the manual tasks associated with onboarding, such as paperwork, compliance forms, and training modules, freeing up valuable time and resources.

The software aids in creating a more personalized onboarding experience for new hires. The software can be used to develop customized onboarding plans for each new employee, tailored to their specific job role, skillset, and needs. This can help to ensure that new hires receive the training, resources, and support they need to succeed in their new role.

Furthermore, the software can be used to create checklists and task lists for new hires, allowing managers to track progress and ensure that all necessary steps are completed before the new employee starts their job duties.

Moreover, onboarding software can help to improve communication and collaboration between new hires and their managers or mentors. The software can be used to facilitate virtual meetings, video conferencing, and other communication channels, making it easier for new hires to connect with their colleagues and team members.

This software can help to reduce the risk of compliance errors and regulatory issues. The software can be used to automate compliance forms and training modules, ensuring that new hires receive the necessary training and education to comply with company policies and regulations.

4. Objective Hiring System

An Objective Hiring System is a process that uses standardized, job-relevant criteria to assess candidates and select the best fit for a role. This system can be in the form of a software program or a set of guidelines that the hiring team follows.

For objective hiring, HR can use a combination of competency-based interviews, skills tests, and reference checks to evaluate candidates' qualifications and job fit. The system ensures that all candidates are assessed consistently and objectively, which helps to reduce bias and increase the chances of hiring the best candidate for the job.

5. Learning & Development Software

Learning & Development Software is a tool that organizations use to create, manage, and track employee training programs. This software can be used to deliver training content, track employee progress, and generate reports on training effectiveness.

This software provides a variety of training modules and resources to employees. The software also allows employees to track their progress and certifications, and managers can generate reports on training effectiveness to help identify areas for improvement.

6. Employee Information Management

Employee Information Management refers to the process of collecting, storing, and managing employee data, such as personal information, job performance, and benefits enrollment.

It usually offers a centralized database that stores all employee information, including personal information, job history, and benefits enrollment. The system allows HR staff to easily access and update employee records, reducing the likelihood of errors and ensuring that all employee information is up-to-date.

7. Compliance

Compliance refers to an organization's adherence to legal and regulatory requirements related to employment, such as labor laws, anti-discrimination laws, and data privacy laws.

The Compliance program ensures that the company is compliant with all applicable employment laws and regulations. Usually, the program includes:

  • Regular training for managers and employees.
  • Audits of HR processes and procedures.
  • A reporting system for potential compliance violations.

8. Human Resource Information Systems (HRIS)

A Human Resource Information System helps organizations manage employee data, automate HR processes, and streamline HR operations. HRIS systems can be used to manage a variety of HR tasks, such as payroll, benefits administration, time and attendance tracking, performance management, and employee training.

HRIS systems can vary in their complexity and functionality, from simple systems that only track employee data to more advanced systems that integrate with other HR and business systems. The primary benefit of an HRIS is that it can centralize all employee data, making it easier for HR staff to manage and analyze HR data and reduce the likelihood of errors and data duplication.

HRIS systems allow HR staff to manage employee data, including personal information, job history, and benefits enrollment. This data can be used to generate reports on employee demographics, turnover, and other HR metrics.

HRIS systems can integrate with payroll providers to automate payroll processing, manage tax withholdings, and ensure accurate employee deductions.

HRIS systems also can automate performance management processes, including setting goals, providing feedback, and conducting performance reviews. This can help organizations improve employee performance and retention.

9. Benefits Administrations

Benefits administration systems are software platforms used by organizations to manage employee benefits programs, including health insurance, retirement plans, and other benefits. These systems can be standalone or integrated with a broader human resources information system (HRIS).

Benefits administration systems automate many of the administrative tasks associated with managing employee benefits programs, including open enrollment, employee eligibility, enrollment status changes, and plan renewals. By automating these processes, organizations can save time and reduce the risk of errors as well as non-compliance.

Benefits administration systems allow employees to enroll in benefits programs, view plan details, and make changes to their enrollment status during open enrollment periods. These systems can verify employee eligibility for benefits programs based on factors such as employment status and job classification.

Benefits administration systems can manage relationships with insurance carriers and other benefit plan providers, ensuring that plan information is accurate and up-to-date. They can further generate reports on benefits program usage, costs, and employee participation, helping organizations to make data-driven decisions about their benefits programs.

Benefits administration systems can help organizations to ensure compliance with federal & state laws and regulations related to employee benefits, such as the Affordable Care Act (ACA) and the Employee Retirement Income Security Act (ERISA)

10. Video Interviews

Video interviews are a remote recruitment tool that enables employers to conduct job interviews with candidates through video conferencing software. Video interviews have become increasingly popular in recent years due to the rise of remote work and the need for businesses to expand their talent pool beyond geographical limitations.

There are two types of video interviews: live and pre-recorded. Live video interviews allow employers and candidates to interact in real time, while pre-recorded video interviews allow candidates to record their responses to pre-set questions at their convenience, which can be reviewed by the employer later.

Video interviews offer several advantages to both employers and candidates. They save time and money by eliminating the need for in-person interviews, and they provide greater flexibility for scheduling interviews. Additionally, video interviews allow employers to reach a wider pool of candidates who may be located in different geographic regions or have mobility limitations.

11. Predictive Analytics

Predictive analytics is increasingly being used in the hiring process to analyze candidate data and make more informed hiring decisions. This technology uses algorithms and machine learning techniques to identify patterns and trends in candidate data, such as resumes, applications, and social media profiles.

Predictive analytics in hiring can be used for a variety of applications, such as identifying top candidates, predicting job performance, and reducing turnover. For example, a company can use predictive analytics to analyze candidate data and identify the most qualified candidates for a particular role. Additionally, it can predict which candidates are likely to perform well in a specific job, helping employers make more informed hiring decisions.

According to a report by IBM, 66% of companies surveyed were using data and analytics in their hiring process. Additionally, the same report found that organizations using predictive analytics in hiring had a 24% higher rate of talent acquisition and a 20% higher retention rate than those who did not. [Source]. 

However, there are some limitations to using predictive analytics in hiring. Algorithms can be biased based on historical data, which may result in discriminatory hiring practices. It is also important to ensure that candidate data is collected ethically and transparently and that candidates are informed about how their data is being used.

As a whole, predictive analytics can be a valuable tool in the hiring process, helping employers make more informed hiring decisions and identify top talent. However, it is crucial to approach this technology thoughtfully and ethically, taking steps to minimize bias and ensure fairness in the hiring process.

12. Self-Service HR Portals

Self-service HR portals are software platforms that enable employees to access and manage their HR-related information and tasks independently without having to rely on HR staff. These portals can be integrated with a broader human resources information system (HRIS) and can be accessed via a web browser or mobile app.

Self-service HR portals empower employees to take ownership of their HR-related tasks and data, reducing the workload of HR staff and increasing employee satisfaction. 

Employees can view and update their personal information, such as their contact information, emergency contacts, and tax withholding information. Also, it enables employees to view their pay stubs, access their W-2 forms, and make changes to their direct deposit information.

13. Grievance Redressal

A Grievance Redressal System (GRS) is an organization's process or software system to manage and resolve employee complaints, grievances, and concerns. The purpose of a GRS is to ensure that employee complaints are addressed in a timely, fair, and effective manner and to prevent conflicts from escalating.

By implementing a GRS, organizations can demonstrate their commitment to treating employees fairly and addressing their concerns in a timely and effective manner. This can help to improve employee morale, reduce turnover, and prevent conflicts from escalating into more serious issues. 

Additionally, a well-designed GRS can help organizations to identify patterns or systemic issues that need to be addressed, improving the overall health of the organization.

14. Automated Resume Screening

Automated resume screening is a process where companies utilize software or algorithms to analyze and evaluate resumes for job openings. This technology can quickly and efficiently screen large numbers of resumes, saving hiring managers significant amounts of time and effort.

Automated resume screening software uses a variety of techniques to assess resumes, including natural language processing, machine learning, and data analysis. These techniques help the software identify keywords and relevant information in resumes, such as skills, experience, education, and job titles.

One of the primary benefits of automated resume screening is its ability to eliminate unconscious bias in the hiring process. The software is programmed to evaluate resumes solely based on their content and qualifications, removing any potential bias based on gender, race, age, or other factors.

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