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October 6, 2017

Thinking machines are not anymore a concept in the science fictions now. Indeed, it is a watershed moment in the recruitment industry. The decisive technology is packed with tons of amazing features that are completely revamping the recruitment industry landscape that was inflicted with many traditional hiring and onboarding practices.

AI represents technology that simplifies the way we do and perform our jobs at our fingertips. Recruitment is no more a monotonous and repetitive job with AI as activities like making phone calls to shortlisting candidates and replying the applicants through emails can be seamlessly done with this new-age technology.

Beyond assisting the recruiters in the preliminary rounds, AI is enabling HR leaders to evaluate the right candidate over analytical skills and other professional traits. So, now we can gauge why almost all the industry verticals are in the spree of adopting AI in their business and HR functions to manage their targets. Hence, AI is becoming a game changer in the talent acquisition sector and has started creating ripples in the field of HR functions. Let’s find out how-

Screening, interviewing, engaging and recruiting the talent

Recruiters on an average spend most of their time in screening, scheduling and interviewing the candidates, where automation can play a key role. In the current scenario, most of us have experienced the inefficiency of corporate job boards, where we sometimes have to wait for long after submitting the resume. Automation through AI can figure out the potential right fit and can engage them soon. The future is not far when the technology helps us of the comprehensive recruiting steps.

Intelligent machines and smart HR softwares like HR-One HRMS and other softwares are fostering quality hiring in tech-savvy enterprises.They are addressing the real pain-point of recruiters and delivering custom made messages to the potential candidates. Besides, being neutral to religion, caste, color, gender, and race; AI is empowering the HR managers to pick up the potential candidates through various job portals and bring the best talent in the organization.

Post offer acceptance and on-boarding

There is always an uncertainty in the time between the offer acceptance and the joining date of the candidate. AI can play a substantial role in engaging and following up with the potential employee to reduce the chance of rejection. It can keep the candidate informed and can answer to the general queries and so on.

While most organizations have exhaustive on-boarding programs to make the new joiners familiar with the company’s culture, processes, vision and policies. It is generally seen that 80% employees forget most of the information shared in a few days itself. With the use of AI, the on-boarding experience can be made more interactive and engaging by providing a 360 degree view of company’s culture, processes and policies.

Enabling Personalized Learning Programs

We know that everyone has different learning styles. AI enables personalized learning programs . It culls out employee information smartly with skill set, experience, behaviors and learning patterns. It can further scale, track or analyze career development programs for each individual as well.

Managing Employee Relations

Employees usually carry both set of queries both complex and modest. Sometimes, it could be simple queries on leaves balance, payslips, insurance or other queries which may not require intensive discussions from the HR team. AI can respond to the most common HR queries in real-time.

Taking HR functions in a different dimension

AI can derive meaningful insights through a large amount of data. It can predict employee engagement trends, employee performance patterns, and give a sneak-peak in organizational productivity and efficiency and other probable issues way before it strikes an organization. The advanced technology also helps in predicting attrition, enabling organizations to take actions before time.

The Road to Enterprise AI

The onset of AI in talent acquisition has completely transformed the recruitment process. The new system of recruitment not only saves the time, money and efforts of the organization, but also leverages them to select the best suitable candidate for your business. In this age of digital transformation, the role of humans will evolve into a much broader and strategic role powered by insights and artificial intelligence. If you would like to have a one-on-one conversations with us about AI and next-gen software HRMS, we’re just a call away.

How AI Is Becoming a Game Changer in the Recruitment Industry

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By HR-One Team
August 21, 2017

While most HR professionals would already be  informed of emerging trends such as artificial intelligence, robotics and cognitive computing in human resource, the advancement in technology means it’s critical to stay informed what’s trending and what are the new ways to manage an increasing dynamic workforce. To navigate the best way forward, it’s imperative to stay on top of the emerging trends in HR.

So, here are some of the trends that every HR manager should know.

People Analytics The Next Big Thing in HR

In recent years, there has been a striking shift in people analytics. The focus has been shifted from understanding employee performance to building a more relevant and effective HR strategy to utilizing the data for predictive modelling.  In every sense, the percentage of companies using predictive modeling has grown to double over a couple of years.

Digitization Has Enabled New-Age Recruiting

Digitization has made the talent acquisition process almost effortless. The use of the social media, job portals, professional network platforms are some of the methods that has eased down the way recruitment agencies or head-hunters work. With this smart technology, HR professionals are taking full advantage to refine their recruitment workflow and to bring in the best candidate.

Digital HR

Digital HR is the foundation for organisational change to achieve business outcomes and to make it future-ready. Thanks to the advanced technology, HR processes can be automated in a different way. Digital HR can improve employee performance, automate manual tasks, and manage the occasional crisis or conflicts.

Fostering a Work-Life Balance Culture

Technology is making things simpler by which we can provide flexibility to the employees. By creating the right-work life balance and giving the options of flexi time and time away from work are some of the benefits that HR personnel are offering it to the next-generation employees. The use of technology is helping HR in a big way to  build a positive ambiance, keep the workforce motivated, foster positive vibes and team bonding.

Employer Branding Through Social Media

Millennial and Generation Z job seekers are digitally savvy and never far from social media. In this context, HR personnel can make most out of social media to reach the right people and create an employer branding for their organization as one of the great places to work for. HR can use social platforms such as Twitter, Linkedin, Facebook to organize their branding activities and develop strategies for each platform.  So, if you want to build a strong talent pipeline and hire the best candidate among all, employer branding is non-negotiable.

The way we manage, converse, and organize ourselves is undergoing a seismic change. This new digital era is forcing us to rethink and reimagine HR from top to bottom. Interested to share some more new trends in HR with us, let’s connect.

Revealing Insights on Emerging Trends in HR

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By HR-One Team
August 16, 2017

If you’re an HR Manager, there are chances you’ve heard about Artificial Intelligence in HR. It seems that everywhere we turn our heads on, we are learning more about AI. An ongoing debate is whether AI is here to replace HR at the workplace. AI is certainly one of the biggest of all technologies developed for HR till date, but AI is not here to replace humans but to empower them. Yes, rather than replacing the human resource with robots or automated programs, AI will simplify the way HR functions.

Let us explore how AI is becoming a game changer in human resources.

Reveal New Insights for Potential Candidates

By quickly sifting through the large blocks of information, AI tools can dive intelligently into social sites, career portals, knowledge sharing platforms, journals and other platforms to update information related to specific candidates. This information is often used for skill validation. With this information, employers can understand their work patterns, interests, level of engagement and what potential opportunities that candidates are looking forward in the future.

Work as HR Assistant and Streamline Employee Onboarding

AI tool works as virtual assistants in the employee onboarding process. It can help create new employee profiles seamlessly and educate new staff about organization policies, insurance, benefits, and values.  When you replace some of the mundane tasks of HR, they can focus more on what they are their best: nurturing, cultivating, retaining and working with talent.

Predict Probable Issues Before They Strike

AI won’t just enable HR in recruiting, it’ll help devise solutions for problems before they arise. For example, it will give you an insight how engaged are your employees by observing patterns in their activities. This can help in better management of human resource and more engaged work culture where employees feel valued and empowered.

Happier Workplace

The quicker an organization embrace AI, the easier it will be for them to scale and be ready for the digital era. Businesses who have employed AI-based technology in their HRMS software have seen striking results such as increase in employee productivity, happier workplace and employee retention.

Post Offer Acceptance

There’s usually a gray area exists where a candidate accepts a job offer. This high chance of uncertainty reaches it peak normally after two weeks from the date a candidate has given notice at his previous organization to the time they are expected to join your organization. AI could fill this gap by engaging and following up with the candidate to increase the acceptance ratio of your desired candidates.

Artificial intelligence can shift human tasks to more strategic tasks that matter. HR people will be able to do work more precisely in less time, have bigger-picture thinking and can free time for innovation and strategic HR tasks. The key thing is to remain flexible and open to embrace new technology.

Should your organization face ongoing challenges like dealing with new-generation of employees, employee onboarding, weeding out incompetent candidates, studying their social imprint, automating manual tasks and many more, we can help you on the journey of transforming your HR department.

How AI Helps HR Predict the Next Move and Make Intelligence Decisions?

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By HR-One Team
July 31, 2017

With upcoming technology trends and latest patterns, the Human Resource department is steadily moving away from merely managing database to embracing Artificial Intelligence programs. This shift is enabling HR professionals to engage with employees more freely and adapt career coaching and counseling, which can lead to more meaningful interactions within organizations.

There is still some doubts and confusions with regards to the adoption of technology. The main question that arises is ‘Is technology going to make HR less human?’

Well, HR is a profession where the HR experts are expected to be human when they are dealing with the workforce. However, it is not possible in large organizations and in this case technology has come as a life saver to rescue and enable the HR interacting with all employees on one-to-one basis via any mode, like emails or through chats.

Transformation of work culture

The outside world is getting transformed, while the world within the office premises is also following the same footsteps. For example, there was a time when Blackberry was in demand. Then came the iPhone, which changed the rules. This change enabled companies to encourage their employees to bring their own devices. Presently, something similar is happening when we talk about data. There are faster networks at home that are portable and personal.

Learn from customer experience

When it comes to employee engagement, it is very important to learn it from customer experience and think of ways where you can imbibe these experiences in your work culture, especially when it comes to employee engagement. HR personnel should start treating the employees as customers as they are ones with whom the HR executives interact quite frequently. There should be continuous onboarding programs, like it happens in organizations like Amazon. There should be a proper transfer of know-hows about the company to the new birdies as and when required.

Few companies are thinking of introducing chatbots that can help employees in getting the answer within seconds. For example, you ask the chatbot about the balance leave and the answer will immediately appear on the screen through the chatbot window. This means that employees do not have to leave their workstations to get the answer of similar questions.

Before bringing all these technological changes to either the existing platforms or building new ones, it is important to understand customers (in case of companies, they will be employees). And the technology with is built where employees are also engaged has to keep the following two pointers in mind.

Improve HR process efficiency

It is clear that once you acquire new technologies, it would enable meaningful conversations among the HR and employees. This can be easily achieved if there are optimized HR processes. In case of employee appraisal cycle which requires both the employee and the line manager to discuss about the progress over the last 365 days, but if there a possibility where the employee can directly fill in the progress details and puts it into software solution, then probably it will hardly take an hour for processing as well as generation a list of actionable points for the manager.

Introducing intelligent chatbots

It is important to understand how best one can use the chatbot. It is important that you can easily change the behavior that mostly happens if there is a change request in the business process. It is extremely intuitive, which doesn’t require any additional download.

Conclusion

Technology has not been introduced to replace the human touch but to help HR executives by ensuring them that they have ample amount of time and freedom to interact with employees in a more meaningful way via using these upcoming technologies.

Will technology make HR less human?

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By HR-One Team
June 12, 2017

Have you ever heard of a term called ‘Deep Learning’? Well, deep learning is a subfield of machine learning concerned with algorithms inspired by the structure and function of the brain called artificial neural networks.

Artificial Intelligence (AI) has come up with the concept of chatbots or computer algorithms that simulate a human conversation to hire new employees, act as an HR executive and answer questions, or personalize learning experience. So, hunting, recruiting, or streamlining employee assessment processes; machine learning and AI can make it easier for HR personnel to perform their jobs in a better way.

Let us see some scenarios where AI and AI professionals have worked together to hire new talent, manage various tasks, and improve employee satisfaction.

Algorithms help you to find the right job candidates

Searching and hiring capable candidate consumes time as well as resources. You have to do headhunting, which can be either through some job portal or social media. It is not necessary that you are going to get the best candidate through these processes.

Now, AI can take over the task of time and labor intensive tasks where it helps you searching online resumes, websites, and other social networks to get the best candidate for the required position.

Evaluate candidates to get the best job position for them

AI is smart enough to detect patterns quicker, which is considered to be more accurate than human beings. With the help of programs, you can easily correlate a candidate’s past experience and relevant skills to evaluate where they might fit best in the organization or vice versa.

Assess more candidates faster with machine learning

Working on piles of resumes on daily basis is not only time consuming but also a very tedious task. Now is the time for HR executives to spend their quality time on deciding HR strategies, improving company policies, or other job functions that needs more attention. AI programs help you in evaluating resumes of best employees and assist in identifying new candidates with similar traits and experience.

Not only this, at the time of in-person or virtual interviews (through video conferencing), AI can detect body language patterns and evaluate candidates on parameters, such as word choice.

Unbiased performance reviews by AI improves employee satisfaction

Performance review is considered as a crucial and challenging task. It is very important for an employee to get impartial reviews about the work being done during the year. AI algorithms works without emotions and helps in evaluating performance data without any personal bias in favor or against an employee.

AI examines past performance trends in different ways, such as individually, on the basis of teams, or departments and can predict future outcomes. It helps HR personnel to get a deep insight in terms of which area needs improvement or where there is a requirement of morale boost.

Conclusion

Artificial Intelligence has already taken over many responsibilities of the HR department, where there are high chances of human errors or personal bias. Based on data analytics, AI can make predictions fasters and more accurately. With AI in place, the HR personnel can focus on strategizing the growth of the organization through its people rather than focusing on cumbersome administrative tasks.

How can Machine Learning make HR better?

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By HR-One Team
May 30, 2017

Artificial Intelligence (AI) is a technology fast pervading all processes of an organization. Recruitment process is no different! As a recruiter, it is very important for you to understand various ways of using AI technology more efficiently, cost-effectively, and competitively.

To latch on to this trend, it is best for you to understand these terms and be at the crest of this technology wave.

Artificial Intelligence

Artificial Intelligence (AI) is a process to develop a computer system that is able to perform tasks as normal as human. For example, learning, planning, problem solving, and decision-making and so on.

It works on the basis of data, which is consumed as an input and produces an output. This output is treated as a solution to various types of problems. AI comprises of machine learning (e.g., Netflix), machine perceptions (e.g., Window’s Cortana), and robotics (e.g., self-driven cars)

AI can be used to automate the traditional ways of recruiting, such as defining workflows (the ones that are used repeatedly).

Recruitment Apps are using AI technology tools such as recruiter chatbots, digitalized interviews, automated resume screening.

Algorithm

Wikipedia defines algorithm as – “a self-contained step-by-step set of operations to be performed. Algorithms exist that perform calculation, data processing, and automated reasoning.”

This means that to solve a problem, you must input certain steps in a sequence to achieve the desired output.

The main challenge for an HR department is to select the most qualified candidate from a pile of profiles. Inputs will be the main keywords to be searched in the resumes to shortlist candidates meeting the required criteria.

An algorithm helps in identifying qualified candidates. But the procedure of identifying is different and unique. Here, algorithm is written to identify the data points that were linked to the best employees and get a list of competent candidates.

Sentiment Analysis

According to Wikipedia – “Sentiment analysis is the ability of a computer program to determine the subjective opinion, emotional state, or intended emotional effect of spoken or written word.”

This technique helps in identifying potentially biased language in job descriptions. For example, the program is developed and is fed with words such as ‘aggressive’ (which is considered as masculine-sounding) and ‘collaborative’ (which is considered as feminine-sounding).

The program can analyze the words used in job classifieds and suggest replacement words in order to solve the problem that these words might discourage female candidates from applying for the required job.

People Analytics

Refers to a procedure where data and data analysis techniques are used to be able to understand, improve, and optimize the people side of business.

Natural Language Processing

Natural language processing is the ability of a computer program to understand human speech as it is spoken or written. (http://searchcontentmanagement.techtarget.com/definition/natural-language-processing-NLP)

For example, recruitment automation technology is through AI chatbots that provides answers, feedback, and propositions to candidates in real-time.

Conclusion

With tech-enabled recruiting process, it is very important for the HR personnel to understand to understand the upcoming AI terms. Don’t wait for anything and start learning in depth about these terms and make yourself up-to-date.

AI terms recruiters should understand

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By HR-One Team
May 10, 2017

Artificial intelligence (AI) and robotics are taking lot of attention lately! These technologies are also disrupting talent acquisition and human resources management. There are companies that are in favor of bringing in robots to work place. But, what does AI means to HR? And, how the HR technology can benefit from AI?

Benefit of AI For HR

HR has more complex data management and analytics than any other department in the organization. With AI, these analytics and data processing can be accomplished in seconds. Below are some benefits that can help you understand how you can embrace the AI strategy in your recruitment process.

Turn Piles of Resumes into Short-Listed Candidates

On an average, every corporate job opening attracts around 250 resumes. Out of these only 4-6 candidates are invited for the first-round of interview. It is further refined and then finally one candidate is selected and offered the job. In a scenario where the company wants to fill 5-6 positions in a month, just imagine how many resumes the HR go through to get the right candidate.

Using AI technology, the above-mentioned process can be handled in lesser time. AI just needs feeding of certain keywords that can help it to scrutinize the profiles so far received for the respective job position. It can easily turn piles of resumes into a short-list of qualified candidates.

The AI technology can help the HR department to focus on resumes that need more attention rather than spending time on dealing with the ones who are not qualified for the position. The entire process can be cut-short with more appropriate results and help the HR to focus on other important chores that are crucial for the growth of the organization.

Chatbot – Say Hello to Your New Friend!

To scrutinize piles of resumes is a tiresome task. On the other hand, it is frustrating for job seekers when they send their resumes and never been contacted by the organization. They keep on thinking day-in and day-out, whether someone has received their application or cared. Implementing Chatbots can improve candidate experience.

There are employers who think that getting a negative candidate experience can also affect the company’s goodwill. But, how to overcome this issue? Well, this is where AI in the form of chatbot can be of a big help! Chatbot can help the candidates throughout the application process. It can also help the candidates by sharing the status of their candidature. The chatbot also helps the recruiters in saving time.

Voila! Now this is what the companies are looking for!

Conclusion     

AI can do the mundane task of sifting through thousands of resumes and shortlisting the ones that match your needs. It frees the HR team’s time to focus more on hiring the right candidates, than just going through a pile of resumes. It also helps candidates get a better experience when coupled with chatbots. Lack of response is a very big frustration for candidates, and negative word of mouth doesn’t help your business when you need quality resumes to go through. A chatbot can do what an automated email cannot – it can establish a conversation and give a personal touch to the communication.

Artificial Intelligence: Meet the Game Changer for Recruitment Processes!

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By HR-One Team
January 18, 2017

If you’re an HR Manager, by now you might also have heard about the dawn of Artificial Intelligence in HR. This development seems concerning, right? At a time when usually neglected HR departments have started to receive some love from leadership teams, this AI thing has arrived to snatch away the jobs of HR professionals. It’s horrible.

Many HR managers think along these lines when they hear about HR and AI in same sentence. However, we think that AI in HR is going to play out like any other HR technology developed till now. And don’t get us wrong here – it’s certainly the biggest of all technologies developed for HR till date, but no technology can replace humans from “Human Resources.”

So, what does it mean for HR?

Automation (With Humans, For Humans)

As AI’s role will increase in HR, it’ll become smarter and also more easily available to majority of businesses in form of cloud based HRMS software. This will certainly lead to automation, but not to replace humans but to empower them. Yes – rather than replacing HR managers with robots or automated programs, AI will help them do their jobs in a better way by automating some mundane tasks they currently do. For example:

  1. Weeding Out Incompetent Candidates: By quickly sifting through large blocks of information AI will allow HR managers to make more accurate hiring decisions in less time. It will, for example, evaluate candidates on the basis of their educational record and help managers weed out incompetent candidates more easily and quickly.
  2. Ranking Candidates According to Their Competence: As its usage in HR will increase, AI will not just weed out the incompetents but also rank them in order of their competence. This may sound hard to believe, but as more and more HR managers will recruit the right candidates for their desired roles, cloud based HRMS software with AI functionality will become smarter by learning about various recruiting patterns. And then eventually one day it can start ranking candidates according to their competence for any particular roles.
  3. Suggesting Solutions Before Rise of Problems: AI won’t just change HR in recruiting – it’ll also help in devising solutions for serious problems before they arise. For example, it can help in detecting how engaged your employees are in their jobs by observing patterns in their activities. This can help in better management of human resource inside companies and more engaged work cultures before they become too much of a problem to affect the bottom lines of companies.

Final Thoughts

The result of all these things will be that you, the HR manager, will be able to focus more on the tasks that matter. You’ll also be able to do your work more accurately in less time. And that’s a great thing for men and machine both.

AI is The New Buzzword in HR Technology! What Does It Mean for HR?

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By HR-One Team
January 11, 2017

Artificial Intelligence (AI) is quickly changing lives in more ways than we had imagined. Businesses are also not untouched from it as it’s transforming industry after industry. But how much can it change the HR departments of businesses, which still continues to be largely human-driven? Can it be the next big thing in HR technology? Let’s figure out.

How AI is Transforming HR?

Before we decide whether AI is gonna be the next big thing in HR Technology or not, we need to understand what impact it’s already leaving on HR. Let’s see some of its use cases and how it’s transforming HR:

  1. Personalized Learning: People’s learning styles differ in many ways, so there must be different ways of training them. AI is making this possible and easier to do by helping HR professionals recognize the best ways of training their staff members depending on their personalities.
  2. Automation: A lot of HR related scheduling and re-scheduling is being automated with help of artificial intelligence.
  3. Better Recruitment Process: AI is helping in weeding out inappropriate candidates more quickly and accurately.
  4. Better Predictions: Things like reduction in employee engagement levels, a decline in turnover or any other HR related event can now be predicted more accurately, thanks to artificial intelligence.

AI in the Cloud: A Game Changer in the Making

Two months ago in September Microsoft CEO Satya Nadella opened new doors of possibilities in AI when he revealed that company is developing a cloud-based AI supercomputer to provide the power of artificial intelligence to small businesses even. This, as you may expect, will change things a lot for HR departments well. Cloud Based HRMS Software has already been improving HR from quite sometime. Now when AI also comes to the cloud, we can certainly expect some sort of integration to take place between these two technologies, which can result in better cloud HRIS with AI functionality built right into them.

So, Will AI Be The Next Big Thing in HR Technology?

Certainly. As explained above, as soon as power of AI comes to cloud HRMS solutions will also start integrating it into themselves. And this will revolutionize the field of HR more than ever, because AI is something that improves considerably as its usage increases. The more it’ll be used, the better and more accurate it’ll become. Cloud HR for small business will result in HRIS becoming smarter and more intelligent than ever. Therefore, artificial intelligence has a very good chance of becoming the next big thing in HR technology.

Is Artificial Intelligence the Next Big Thing in HR Technology?

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By HR-One Team