Is Your Enterprise HR Software Ready for the Hybrid Era?
How can enterprise HR software transform your hiring process and retention strategy? HR leaders around the globe are planning on digitally transforming their talent management practices in 2021. One of the common themes for the future of HR? A hybrid approach, for everything from the hybrid workplace to AI-augmented technology.
There’s much discussion around the future of remote work now that many organizations have proven to be successful while working remotely. Employees are in a position to leverage for flexible work options with the impending post-pandemic turnover looming. Hybrid working is here to stay, with one-third of professionals citing they would quit if required to return to the office full-time.
Read on for how a hybrid recruiting strategy can work for your enterprise organization and the top 3 asks to attract and retain employees in 2021.
Hybrid recruiting for better results
The workplace isn’t the only corporate entity becoming hybridized. HR tech evolution that would’ve taken years transformed over a matter of months as processes shifted in response to COVID-19.
As the hiring experience became digitized during COVID, both the candidate and recruiter experience has changed. Enterprise HR software is now built to help organizations stay agile and adapt to the new corporate mindset.
As employers begin to reopen their offices and increasing hiring, AI intelligence is no longer a nice-to-have. It’s now a business imperative to stay competitive for talent in the post-pandemic era.
A hiring experience for the applicant and recruiter
Employers can prepare for the hybrid hiring environment with the right mix of technology and human input. The goal is creating a candidate hiring experience that works for both the applicant and recruiter, that gives each applicant a fair chance and recruiters with analytical insights to make more effective decisions.
Job-seekers see the benefits of technology
Many job-seekers can see the benefits of technology and automation, according to the Hybrid Hiring Era report by Tribepad.
- 49% say they experience a quicker application process
- 43% notice a quicker response time
- 35% values the more regular updates on the progress of their application
Conversational AI keeps job seekers browsing company sites engaged. Unlike a human representative, chatbots are ready to answer questions and support applicants at any time of day or night. This immediacy is important to applicants who see the job search as a perpetual black hole and constant struggle to receive any kind of response.
Job seekers still depend on human interaction to discuss company culture and determine if they can visualize working there. This is where AI recruitment chatbots work alongside recruiters, acting as a touchpoint to gather more qualifying information to feed into enterprise HR software systems for thousands of applicants.
These insights ultimately save the recruiter’s time and provide insights to help humans make more informed hiring decisions.
Shortlisting with more accuracy
How accurate is your current shortlisting process? Recruiters are overwhelmed with the high volume of resumes to weed through in search of top talent. More than that, the manual screening process is riddled with unconscious biases and a lack of accuracy for top talent.
Enterprise HR software with artificial intelligence has the capacity to screen thousands of applications and create shortlists of your organization’s unique ideal candidate, at scale. AI for recruiting tools seamlessly integrate with applicant tracking systems and the recruiter’s existing workflow.
Hybrid hiring processes work by removing repetitive, manual tasks off of the recruiter’s plate, and streamlining the talent acquisition process from start to finish with triggered assessments. This allows recruiters to focus on higher value work, while candidates are progressed through different stages of the hiring process.
What can recruiters do with this time back in their day?
- Directly connect with potential candidates to fill open roles.
- Prioritize development and upskilling for current employees.
- Develop diversity and inclusion strategies to strengthen workforce.
Tracking retention patterns
Deloitte challenged HR leaders to think of retention differently in their 2021 Global Human Capital Trends report. Instead of tracking how many people leave, it’s about understanding if there’s a pattern of who is leaving and why.
Which of your workers is at risk of leaving? In healthcare, many workers leave for a new challenge. In manufacturing, many workers leave because of a lack of purpose or lack of non-monetary benefits. In finance, long working hours and burnout were commonly cited reasons.
Delving into your workforce analytics is a great example of using artificial intelligence in your enterprise HR strategy.
AI technology is a tool for generating insights and seeing patterns in turnover across your workforce. Once equipped with this data, the next step in HR’s retention strategy requires a personalized approach to understand the individual or different demographic group’s needs.
What do employees want in 2021?
What do future employees want in 2021? Companies need to rethink their hiring and retention strategy to stay attractive to talent. Employee priorities have changed over the last year, given the shift to remote work and COVID-19 unpredictability.
Flexible work options
The number one ask when employees are searching for a new position is flexibility. According to Harvard Business Review, 76% of workers are pursuing jobs where they have a flexible work model that doesn’t require close proximity to work.
Diversity and inclusion
Employees value companies that take a strong stance on diversity and inclusion. Taking diversity, equity, and inclusion a step forward, many demographic groups have benefited from flexible working options during the pandemic, including working parents and workers with physical disabilities.
New outlook on productivity
Gartner evaluated work method flexibility and found performance improves when employees have flexibility over where and when they work. As opposed to the static 9 to 5 office framework, business leaders can evaluate each worker productivity based on the outcome of their work.
It’s important to consider talent risks when HR teams are creating their retention strategy and developing an attractive package for new hires.
The shift away from the office has changed HR’s role and strategies in unpredictable ways. Enterprise HR software provides an environment to keep remote teams connected and intelligent insights to work more efficiently and fairly.