HR Digitalization I: You have to be in it to win it

70% of digitalization projects fail,?and that rate?is far beyond significant. It’s huge.?

But what are common pitfalls? How can one build on others’ experiences, learnings? What can HR leaders and departments do to stay on the safe side and decrease projects going out of hand??

In this first part of our article series, we present HR digitalization’s main topics and territories because we don’t try to run?before?we can walk.?

Which are the most?critical?areas??

Recruitment

The recruitment systems,?aka?ATS (Applicant Tracking System), make it facile?to fill open positions.?For anyone involved in recruitment,?it saves?time,?and?the?recruitment?process becomes?smoother.?The candidate has?a?better chance to get?feedback. The recruiter saves?time with?selection, keyword search, filtering, and the company manager?would get?up-to-date?information faster. Pre-screening, interviewing, selection, candidate management, testing, evaluation become?easier.?And it makes settlement easier with job-hunter agencies?too.?It is an absolute win-win situation.?You do not have to?handle?GDPR manually, and your CVs are stored?securely. You can also say goodbye to a significant proportion of Excels?and?emails?and hours-consuming searches every day.?

Nowadays, a high-standard workplace?is?known when?it?applies?a?recruitment system. In Hungary, 50% of companies use a recruitment app,?of which 65%?use recruitment statements. Globally, we can see that 98% of Fortune 500 companies use them. These?ratios precisely?show that there is?room for improvement for other companies worldwide to come up trumps.?

Onboarding, offboarding?

Organizing the onboarding?of new colleagues is a challenging and?substantial?administrative task. Meeting with the leader, the team, taking over the tools and accesses, and participating in the entrance training require a serious admission process, organization, and proper IT tools. The potential of an?error is significant, and there is a risk of disappointment at the beginning of?the employment relationship if you make a mistake.?The Glassdoor research show?that a great employee onboarding process improves retention by 82% and productivity by over 70%. In addition,?The Human Capital Institute points out, 87% of the company says the?mentor and buddy programs speed up their new hire proficiency. But they draw attention; still, 54% of the?companies?focus only just the process?and the paperwork.? Furthermore, when?somebody leaves, it is necessary to make?a specific list?of their?current tasks?and what tools and permissions this colleague should take back.?According to?DigitalGroup?research, one-third of?ex-colleagues?retain access to their previous workplace files.

Chatbots

The chatbots live their best lives nowadays; meanwhile,?a few years ago, they were uncommon.?Many companies have recognized the potential for?efforts?savings with these tools. Chatbots do an excellent job of answering frequently asked questions, public information, and more straightforward?inquiries?of?employees. Like within the company, installed chatbots can be solutions on?public?portals for recruitment purposes. They can?be?time-saving?in the initial stage of the communication with the candidates. The acceptance of chatbots is constantly rising, with many not looking for a personal touch at the beginning of contact. Since artificial responses can be alarming, the chatbot needs a boundary on how long it responds to the conversation and where to pass the thread?of the conversation?to an administrator.?

In our next part of the article we will talk about HR Analytics, Performance Management and Training, Development.

The article was published in October 2021 in Munkajog.

(Sources:?AIMultiple, Glassdoor?2021,?HRFest 2021, Human Capital Institute 2021,?PwC?2020,?The?DigitalGroup?2020)

?Péter Renfer

HR-IT professional, Nordconn

Want to know more about building company culture through technology and finding the right digital solution for your company? Feel free to get in touch at?[email protected]