REcruiting: When HR meets Tech

Will my job become automated?

Short answer - YES.

Longer answer: This fear is currently faced by many professionals. There are many "under extinction" jobs listed by Forbes and other sources. Among them are not only traditional one like post office clerks, publishers or farmers. New professions like Social Media Managers might also disappear soon. 

Ant Financial already #10 bank in the world, grew larger than Goldman Sachs. Ant Financial is setting an example in eliminating Loan Interviewers, fully digitally, doing loan scoring based on your digital track, purchase behaviors.

• What about Human Resources?
• Will we still be having a job interview with a real person in 10 years? 
• Will AI replace Researchers and Scourers just like it is replacing Loan Interviewers? 

If you are in HR most probably your job is already automated to a high extent!

Let’s slice your scope of duties, dear HR professionals. Depending on the size and stage of development your role may include Recruiting, Search, Sourcing, Screening and Assessment, Coordination, On-boarding, Learning and Development, Business Travel. And here are tools which will save 30-70% of the time under each activity. Here is my list:

Search for Active Talents - in my case, it’s certainly my network and our Livit database. And constant requests for referrals from those, who are in touch with us. Plus Employer Branding support to the Founders of companies to activate their network.

Search for Passive Talents - LinkedIn Recruiter, guess no need to explain the value.

Screening - Astronaut, video-selfie aggregator, which allows to save up to 70% of time spent on intro/screening calls. Think of it, no need to schedule, then fit into the schedule, especially if hiring is very intense or done across many time zones. Nigel is taking off and is open for various partnerships.

HR Coordination - Applicant Tracking System is a must. Take a provider, which is open for various integrations. My choice is UrbanHire. Looks overwhelming as it's so profound, but you can take a minimal option and expand functionality step by step. I am sure Nathan and his team will be happy to assist.

Assessment - Kand.io, very elegant one-pager reports created based on a test taken by candidates. Each test is created by carefully selected expert. By the way, if you are keen on a passive income and personal expert brand exposure via test you can create, contact Kasper. There are still some uncovered fields waiting for rock-stars.

L&D - Trainual, great for SME’s which want to grow smart, fast and attract investors. A must for companies which have hundreds on board. Time saver on different stages, on-boarding but also a constant update of business processes. Do you think you don’t need it? Do “hit by the bus” test on your key players. Disappear for a day and see what happens. Does the show go on?

Business Travel - Hotailors, sort of upgraded calendly, which will enable in a seamless way F2F meeting in any location. Its ultimate aggregator of vendors for transportation and accommodation with invoicing, budgeting and approval embedded. Saves 90% of the time and 30% of the cost. 

How job/recruiting market will evolve especially for tech and SMEs? 

As the hunt for Unicorns is ongoing, but enthusiasm is coming and going. Though the digital transformation of businesses is ongoing, especially after Pandemic. Despite massive lay-offs hunting for professionals with specific skill-sets is also ongoing. Tech companies will keep growing rapidly and the need is not only for DevOps and Data Engineers, but half of the demand is also on the non-tech side

Some recruiting models are dying, probably headhunting with 20% annual salary fee will not be a feasible service anymore. There are more tools on the market and staffing agencies are moving to membership and consulting models. 

The future of work for HR is NOT in full automation.

The future for HR is NOT in resisting digital transformation.

Future of work is in a smart blend. And that's our current challenge, to keep looking for innovation, hacks and creating various blends. As an exercise I strongly recommend:

• To look at the listed tools and calculate potential time-saving based on your daily scope of work. How much time you can gain?
• The next question is: how would you like to spend this time?

And that’s the moment to reinvent your job, take your career in your hands' and make a new job description, no matter your title. A proactive way to prevent becoming redundant is to make automation work for yourself.