How HR will be Disrupted

How HR will be Disrupted

With the rise of machine learning and the on-demand economy making headway into HR and recruitment, the era of job agencies, headhunters and human bias in finding talent where there is a technical and cultural fit may soon be at an end. 

New SaaS and mobile solutions will be able to integrate, automate and use predictive analytics to determine the right candidates for the right position with higher accuracy and provide a more seamless experience for both employers and job seekers than was possible in 2015. 

The ultimate peer-to-peer network are not pain points of where to stay (Airbnb) or which taxi is the most convenient (Uber), it's actually who is the right person for the job! That's the job market in a nutshell, it's who you know. The unwritten rule of so many opportunities and a reality that makes LinkedIn so successful as a network. 

With digital technology playing a role in nearly every aspect of our lives, it stands to reason that no element of work is immune to digital disruption. Digital technology is driving the decentralization of talent management as an HR activity—embedding it into the fabric of everyday business. It will fundamentally change HR as we know it.- Accenture

With the gig & freelance economy, it's even more prevalent. Having a solution that's affordable, can scale, can automate and where individuals can get referral bonus rewards is just huge. Getting hired faster and earning bonuses referrals gives headhunters, employers, recruiters and even freelancers, new ways of creating their own dynamic intelligent recruitment campaigns. 

HR has been stagnant for a while now, and AI and SaaS are poised to disrupt it in any number of ways. Indeed it is quite likely that automation will reduce the need for HR staff drastically in the future as software and algorithms and seamless new solutions become more successful and spread virally. 

Startups that focus on the following are set to truly impact and change HR from the inside in 2016: 

  • Recruitment & Referrals 
  • Employee Engagement
  • Employee Analytics
  • Predictive analytics of Job Performance
  • Consumerized HR (P2P) Platforms
  • Mobile Apps for Job Seeking 
  • More sophisticated ERPs
  • Freelancer bidding and contract automation 
Many HR applications are becoming tools for employees first, enabling them to better manage people, learn and develop, and steer their own careers - Deloitte. 

Indeed I believe HR is being disrupted now, the effects of which will trickle down as new agile solutions disrupt lengthy hiring cycles that are prone to human bias and will optimize cultural and technical fit of candidates to fill future positions. 

A new generation of vendors is emerging, threatening once again to disrupt the incumbents. And a new category of vendors — focused on tools for employee engagement, wellness, human and people analytics, and culture assessment — has also entered the market. 

The way we think of the advent of the on-demand economy and the future of work, well that divide, is narrowing. The peer to peer economy is also transforming how technology can optimize talent acquisition and retention and facilitate career development in a fastly moving world. LinkedIn's own ProFinder is set to be part of the solution. #IfIWere22 I would not look for jobs in the legacy way, I'd utilize my peer network to improve my chances of finding the right fit, right out of the block. 

How to you believe HR will be disrupted in the period between 2016 and 2020?
Siddharth (Sid) Shekhawat

D2C Product Manager | Whirlpool Global IT Leadership Development Program | Notre Dame MBA | Entrepreneur

8 年

You make some solid points over here Michael. AI is becoming the backdrop of this new wave of technological evolution and I think it is not premature to say that the processes which exist today won't be there in the next couple of years. With the advent of Bots, things are moving very rapidly in all the industry verticals, and HR is no different. As you rightly pointed out, HR is due for a disruptive and huge innovation from a long time. Businesses who do not innovate now will be out of business soon. It has happened in the past, especially when the Mobile App wave hit us few years back. Now every software product has a mobile app to start with. This is what will happen with AI and machine learning in next year or so. I am passionate about Employee Engagement and I know the pain with the current processes and solutions in the market. I am heading a small team who are on a mission to change the way the whole employee engagement industry works by introducing AI and machine learning in to the fold. I know HR as a whole needs change, but we are starting from Employee Engagement. Employee Motivation & happiness is the cornerstone for every organization's success. Let me know your thoughts on it. Thanks for writing such a great piece.

Hans Mellink

Owner at Velsgoet

8 年

Talent is dichter bij dan je denkt

Patty Hampton, CSP, MCPC

Founder and CEO at NousSole Leadership Partners | Certified Staffing Professional and Master Certified Professional Coach

8 年

Brilliant! Being disruptive and shattering a 50 year old model of how we look at executive search and overall talent acquisition and online assessment tools is already shifting. Being ready for that shift for nonprofits and job seekers is critical. #gettingready #disruptivehr #executivesearchwillchange

Franck Bresillion

DSI associé et Responsable Production

8 年

édith vigo

Daniel Musgrove

CEO of Stealth Cleantech Startup | Energy Projects Made Easy | Designing for Scale, Equality, and People

8 年

For someone leading a team building one of those SaaS solutions Michael is referring to, I would agree with both Michael and Angela. We are not proposing to eliminate the recruiter, but rather make their workflow more efficient and insightful. End result; that skilled, people-person recruiter can speed date more qualified candidates in search of best fit. I learned early on in my career that previous revolutions involved abundant natural resources and scarce human talent. The inverse is materializing given our access to a growing global workforce. A skilled recruiter needs value-add tech to mine for their best fit human resources.

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