By: Pranav Ramesh

Moving Forward, Faster: The Latest Tech Trends in HR   

Professionals working in HR know one thing for certain: change is a constant and prominent part of their job description. Virtual hiring and onboarding, AI software, and other rapidly advancing technology have all dramatically changed HR and hiring within companies.  

Since Covid-19 shattered normalcy in every sector, there has been a significant shift in where, when, and how we work. If 2020 and 2021 were about adapting to change at a rapid pace, then 2022 and beyond are all about pushing boundaries to maximize value through HR for companies trying to recoup some pandemic-induced losses. Read on to discover what the latest emerging HR trends are and what their impacts will be on hiring moving forward.  

 

Trend #1: Total Experience Strategy 

Companies need to start thinking about a total experience (TX) strategy as all interactions become more mobile, virtual, and distributed across platforms. TX creates shared experiences by connecting the multi-experience (MX), customer experience (CX), employee experience (EX), and user experience (UX) disciplines. This “experience environment” leads companies directly to smart spaces, like the smart office, smart factory, and smart city which enables employees to interact with their devices within a single, integrated experience.  

True TX strategy involves improving the experiences at the intersection of multiple users and removing silos that prevent companies from communicating and growing. TX can also provide a superior shared digital experience for the employee and the customer, leading to more successful business outcomes.  

Expert Advice: HR leaders need to understand the core principles of TX and how it works. To begin with TX strategy, HR professionals can set up practice teams to help identify points of intersectionality between the employee experience and customer experience. 

 

Trend #2: Hyperautomation 

True believers in hyper-automation will tell you that “anything that can be automated within a company should be automated.” Hyperautomation is used to drive efficiency by combining technologies like AI, machine learning, and robotic process automation. 

While HR execs have explored automation in single-serve processes, such as payroll and service management, expanding hyper-automation across even more HR functions will provide improved efficiency and reliability across processes that typically contain the potential for errors and delays.  

Expert Advice: An integral part of any organization’s HR strategy for recruitment should be a platform that automates every stage of the hiring process. From its proprietary mobile app to its one-stop communication hub, Gabi takes all the tedious work out of talent acquisition. Gabi is a transformative, AI-powered, recruiting engine that provides a seamless solution for all the stages of recruitment, including resume aggregation, talent ranking, and technical assessment tools.  

 

Trend #3: Privacy-enhancing Computation 

All of the data stored within HR departments is highly sensitive and private. Privacy-enhancing computation is a trend that allows companies to process, analyze, and share data without having to expose the sensitive underlying data and algorithms. The impact of this trend will become increasingly important as employee data usage and privacy regulations become better defined and enforced.  

HR departments have a legal and ethical responsibility to keep all employee-related data safe and secure. Once employee information is encrypted, privacy-enhancing computation can provide access to this information for both internal and external parties. Privacy-enhancing computation allows for analytics to be conducted on that data while safeguarding it from potential threats and hackers. 

Expert Advice: HR leaders should identify the instances where extremely sensitive employee data is being shared across departments, organizations, and geographical borders to share it less frequently or think about implementing privacy-enhancing computation through their IT units. Also, HR execs need to review current privacy policies for their company in consideration of employee safety to ensure they comply with privacy regulations.  

 

Trend #4: Cybersecurity Mesh 

While many employees might have celebrated the freedoms that came with the remote work trend, for HR and IT units, the challenge was unparalleled. HR leaders had to take every aspect of the hiring process virtual while IT leadership had to account for the fact that as work became increasingly distributed across devices and locations, more people, assets, and devices were located outside of the physical walls of a company.  

The cybersecurity mesh trend is a scalable approach that enables any person or device to securely access and uses any digital asset, no matter where either is located while providing the appropriate level of security.  

To enable this new reality of the TX strategy, companies should adopt a new data safety model that defines security around the identity of a person or thing, rather than an office building or physical network. The impact of a cybersecurity mesh is increased freedom employees want so they can access their work on their terms. While there are increased financial costs associated with this trend, companies will continue to save as they move away from buying or renting physical spaces, thereby freeing up capital to invest in the future HR trends that will prove to be transformative across business.  

Expert Advice: Instead of providing blanket access to some employees, a determination of access policy can be created that is based on user needs and device trust that is guided by what potential threats may exist.  

One thing that has become abundantly clear is that HR leaders will need to work closely with IT to renew their commitment to protecting employee data, enhancing automation, and transforming additional HR processes. This should be a long-term priority for companies as the landscape shifts in how work is done and how progress is measured.  

By investigating these trends further, and potentially implementing those appropriate for their operations, HR professionals can keep their company’s workforce secure while continuing to innovate fresh solutions that save time and increase precision.