HRE Column: On Recruiting and the Technology Transformation

Here is my semi-frequent reminder and pointer for blog readers that I also write a monthly column at Human Resource Executive Online called Inside HR Tech that can be found here.

I kind of liked this month's column, (I suppose I like all of them, after all I wrote them), but felt like sharing this one on the blog because it touches upon what has been in the past a pretty popular topic with readers here - the kinds of transformations that organizations can drive via the application of modern HR technologies.

Here is an excerpt from the column, The Recruiting Technology Transformation:

Technology continues to fundamentally transform how, where and when work gets done, and the ways that HR leaders can drive improved business performance. In the HR tech world, recruiting technology is helping to drive that transformation and is making the recruiting function perhaps the most transformed of all HR disciplines.

This phenomenon was on display at a recent event I attended, HireVue’s Digital Disruption in Park City, Utah. At the event, numerous HireVue customers—spanning a wide variety of industries, including banking and finance, airlines, publishing and national retail chains—shared how technology has impacted and, in some cases, radically altered their talent-acquisition efforts.

Just a few of the examples from the event reveal the potential benefits of adopting modern talent-acquisition technologies for organizations of all types and sizes:

Educational and general-purpose publishing company Houghton Mifflin Harcourt adopted a three-pronged approach to improving its ability to identify, engage and hire inside sales staff. That approach resulted in increased quality of hire, faster time to fill their open sales roles and improved business results, which were measured in how many new sales-team members were attained.

By redesigning the process to better identify the candidates most likely to succeed through a combination of a statistically validated online assessment, video interviews that replaced the former recruiter phone screens and consistently applied behavioral-interviewing techniques for the candidates who passed the assessment and video screen, HMH was able to show top-line and bottom-line ROI.

The general lesson from this story is this: Applying modern tools and technologies to the talent-acquisition process, particularly for revenue-generating roles, provides HR and recruiting leaders with one of the best ways to help drive organizational results. In this example, HR could show how it was a significant contributor to sales and profits, and not just an administrative cost center....

Read the rest over at HRE Online

Good stuff, right? Humor me...

If you liked the piece you can sign up over at HRE to get the Inside HR Tech Column emailed to you each month. There is no cost to subscribe, in fact, I may even come over and wash your car or cut the grass for you if you do sign up for the monthly email.

Have a great Wednesday!

Comments

[https://www.currentschoolnews.com/nursing-news/cal]

After going through your blog I realized that there is much vital information that you shared here. I can't finish all at the moment before I will surely come back to read more. Nice job.

[Gulder Ultimate Search 2021 Website]

What an amazing content, I have learned some new ideas from it. Keep posting.

[top universities in the west coast]

Thanks for sharing this amazing content. Your information is really very outstanding to read. Keep it up and best of luck with your future updates.

[Prince]

Thanks for sharing your amazing thoughts. It’s a really nice and well-explained blog. Are you looking for 50 best girlfriend getaways 

[good morning sweetheart]

Great Article, it is really informative and innovative.

[Rpart]

Technology has come too far already. And we are going to see another change for AI. Now all the company is trying to implement AI in their workplan. I believe HR technology also will use AI in their work as we REPART also implementing them