5 Ways Technology is Transforming Talent Management

COVID has undeniably changed the work environment, see how talent management is changing for the better along with technology.

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The outbreak of the Covid-19 pandemic significantly changed how businesses manage employees. That’s because they had to transition almost overnight to managing their workforce remotely.

Many organizations are undergoing significant adjustments in a world where remote work has come to stay. From confirming new employees’ work credentials to talent forecasting for a fairly regular cycle within the organization.

This has forced HR talent management teams to bet on artificial intelligence and other technologies that support an adaptive, flexible, and fluid workforce.

According to a survey of 500 senior HR and people leaders, there has been a seismic shift in how organizations operate. A third of the HR leaders said they are changing how they hire by creating a better candidate experience. Moreover, 24% of the managers said they use artificial intelligence for recruitment.

This percentage is expected to rise with time. As for the findings, they suggest steady growth over the coming years. This means that the pandemic has accelerated the pace of transformation in talent management systems.

Transforming Talent Management Through Technology

Technology has proved highly useful, and talent management is quickly changing. Cloud technology, for instance, has enabled organizations to transform talent management processes.

Organizations can use this innovation to gather real-time data about employees’ issues and concerns. This would help them identify gaps in the workforce, employee risk factors, and other challenges.

Let’s now look at how talent management has been transforming through technology.

1. Cloud is the New Solution

For many HR teams, secure data storage has always been a challenge. While they conduct talent acquisition campaigns and advertise job openings,the data received from applicants is always at risk of getting compromised. One of the reasons is that their physical devices are limited and prone to manipulation.

It doesn’t matter how big a hard drive is, it will take up space.  The other issue is that they are constantly at risk of being destroyed by a malfunction or fire.

Cloud storage has revolutionized talent management processes. It’s only the trivial information that’s being kept on physical devices, as most databases are kept in the cloud.

With the rise in cloud popularity, service providers are dropping prices and accommodating themselves to organizations and recruiters.

2. Mobile Apps Bring Candidates and Recruiters Closer

Delivering information is one of the challenges in a recruitment process. Yet, there has to be seamless communication to ensure the right people get a chance to fill the positions.

Emails, calls, and other channels of immediate communication are good. The issue is that these channels often face problems and aren’t efficient either. With these flaws, talent acquisition teams have sought the aid of technology to create better communication channels. Part of this communication revolves around mobile applications.

An organization may require candidates to fill out a form for every application via its official mobile app. This enables future employees to route all their data to one channel where HR departments can analyze them.

Mobile apps also make talent management practices easier without unnecessary investments in effort and resources. Once an application date has been provided, an HR department may take time and invite impressive candidates for an interview. The immediacy of the process makes it easy for better allocation of time.

With nothing going to waste, interview processes can be thorough, emphasizing character analysis. Gathering resumes from applicants and handling information is no longer a problem. Human resource departments have technological advancements to thank for this talent management solution.

3. Reducing Biased Language

Organizations are integrating AI-enabled chatbots and augmented writing in workflow platforms. The ability of these platforms to integrate with enterprise applications like Microsoft Outlook, Teams, and Slack reduces the likelihood of using biased language. That’s considering that they support inclusive messaging.

AI-based chatbots and writing assistants are trained to look for problematic terms and concepts. They also identify sentences that reflect less bias and recommend alternative words. AI-augmented writing is helpful for job descriptions and improved marketing content.

4. Career Planning and Mobility

Organizations can use AI in career path planning and in creating mentorship opportunities. Human resource teams can use AI features in talent intelligence platforms to provide career guidance to employees.

The guidance is usually based on an employee’s innate capabilities, potential, and future positions of interest. The technology also enables organizations to match new employees with mentors and executive coaches.

However, the idea of merging AI and human judgment to improve diversity and facilitate more inclusive leadership development is still in its early stages.

5. Big Data Speeds Things Up

Big data stands tall when it comes to technological advancements. It gives HR teams a bigger influx of data, which enables them to get a much bigger picture of their candidates. Managers and HR teams can know the needs of their candidates and how to obtain them.

Some people don’t realize that big data is directly responsible for the HR team’s ability to accommodate candidates’ needs, providing a fairer work market.

Big data and talent acquisition analytics are closely connected. Thus, new employees can be closely monitored, and chances of their success calculated using existing analytical data. Hiring new talent into the organization revolves around efficiency. The more data there is at your disposal, the larger your margin of error.

Predictions are no longer a luxury; organizations have big data to thank for that. With more efficiency, small organizations can experience growth and get to the next stage of professional development. This makes for a more competitive market thanks to technology’s benefits in big data, HR analytics, and data-driven talent acquisition.

Final Take Away

The Covid-19 pandemic has significantly transformed the working environment considering that it has contributed to a paradigm shift in organizations’ talent management practices.

As remote work becomes normal, organizations must embrace modern tools and technologies. This will help ensure a seamless workforce experience during these unusual times.

Add to this the influx of generation Z into the working environment. A generation that demands nothing less than an always-on, always-connected, and seamless experience across the talent management value chain.