Principal and Co-founder
What’s the single most dramatic shift you see happening in the HR tech space today?
The vision of what is possible is shifting back to the HR and TA leaders. For decades it was mostly the technologist as entrepreneur who built HR ‘solutions’ that they envisioned would satisfy a 21st century HR function. Today, increasingly, it’s the TA/HR/TM leaders, who now with years and years of experience and frustration managing those unfulfilled promises who are beginning to drive a new set of solutions.
In acquiring and implementing new technologies, what’s the one or two most common mistakes HR organizations make?
Replicating flawed processes. Executing on solutions that simply make bad practices cheaper, and more efficient instead of rethinking what is possible with technology that makes a real difference for [all] the stakeholders.
How can HR leaders best make the business case for HR technology investment?
Fully embrace automation that either tackles directly or allows for new approaches to candidate, employee or customer satisfaction. It is, for example, nearly impossible to provide a cost-effective means to offer feedback to candidates. Compliance, consistency and competency are major obstacles that automation and machine learning could solve in ways that would be easily measured in reduced cost of hiring downstream. A failure to aggressively pursue these ‘possibilities’ will quickly change the landscape of successful employers in the next few years.