What Are The Benefits Of An Automated Hiring Process?

One cannot deny that recruiting top industry talent has become a corporate necessity in today’s age. The increasing pressure on employers to attract and hire ideal job candidates has led them to invest in new-age talent acquisition technologies for the purpose of easing the overall workload. Unlike in the past, recruitment automated systems are more advanced and user-friendly than ever. Since the latest automated recruitment solutions are pretty much easier to afford, companies no longer have to spend a fortune for facilitating the implementation of the same. By effectively leveraging modern-day hiring automation technologies, HR professionals can streamline a number of repetitive manual recruiting aspects and shift their focus on other productive organizational tasks, thereby driving significant business results within the shortest possible period of time. Owing to the large number of companies optimizing their hiring process for improved outcomes, automation is bound to be the future of recruitment as suggested by a global survey.

This article will list down the top 5 benefits that present-day organizations can reap with the implementation of an automated hiring process:


Automation in Hiring leads to Huge time savings and effort reduction

The best part about recruitment automation is that it allows HR professionals to increase hiring efficiency without spending much time and effort. The time-intensive administrative workload can oftentimes burden recruiters, thereby negatively impacting their overall productivity levels. But with the effective utilization of an automated recruiting system, hiring managers can streamline multiple tasks like sourcing top-notch talent, engaging passive candidates, writing appealing job descriptions, scheduling live interviews etc. Moreover, recruiters can also make efficacious use of predictive analytics for gaining access to actionable information instantly. They can use these meaningful insights to identify prospective applicants who could be an ideal fit for the various open job vacancies within their organization. Besides saving the precious time of recruiters and paving the way for effort reduction, an automated recruitment process can work wonders for enhancing the quality of hire in a short time span.

  Hiring Automation creates a central database for storage of data 

Facilitating knowledge retention is of prime importance for the new breed of hiring managers. Taking into account the speed at which recruiters hire, it is practically impossible to store the information related to each and every applicant in an integrated platform where it can be easily accessed whenever there is a requirement for the same. But the good news is that recruiters can have a dedicated central database for the storage of valuable candidate-related information with the help of new-age hiring automation technologies. By opting for recruitment automation, they can effortlessly track the application status of all the candidates across the different stages of their talent acquisition process. This way recruiters can formulate actionable plans to retain crucial knowledge that could come in handy for identifying future HR trends and improving the overall organizational performance with little to no effort.


Automation in Recruitment leads to improved candidate experience

It is an undeniable fact that a stellar candidate experience significantly contributes to the formation of an organization’s brand image. For this reason, it is imperative to provide applicants with a professional-seeming and smooth experience throughout the recruitment process. Unlike previously, recruiters no longer need to incur huge expenses and spend countless hours for delivering a remarkable candidate experience. They can easily automate their entire talent acquisition process by employing the newest recruiting automation solution for their business. The most efficient way to encourage more candidates to apply is to create a simple and easy-to-complete job application process. Similarly, HR professionals can leverage recruitment automation technology to simplify the job application process to ensure that potential candidates do not face any hardships while applying to open positions in the company. Recruitment automation can also help recruiters remain in contact with high-quality candidates by keeping them updated about their job application status and regularly sharing captivating content. Other than that, hiring automation can make it much easier for recruiters to cut back on extraneous expenses and decrease time-to-hire, thereby notably boosting applicant experience.


Recruitment automation improves workforce diversity


Without a doubt, workforce diversity can enhance the performance of businesses multifold. In fact, a diverse workforce makes it a lot easier for organizations to drive innovation and produce desirable hiring results when there is less time available. With the help of automated recruiting tools, hiring professionals can easily get rid of unconscious bias from the recruitment process. They can also utilize automation solutions that employ artificial intelligence (AI) for facilitating the creation of unbiased job descriptions in order to attract candidates from different backgrounds and boost workforce diversity without additional effort. Moreover, improved workforce diversity contributes to improved organizational performance and helps HR managers build varied talent pools for quickly filling job vacancies in the future without spending a large amount of money on sourcing and hiring.

Automation results in easy evaluation of hiring process


When it comes to evaluating recruitment processes, it is essential for human resources professionals to deploy a technologically-advanced automation solution for the same. Since the primary aim of every recruiter is to attract and hire the best talent in the industry, companies are required to constantly assess the effectiveness of the recruitment process so that the requisite changes can be made in an instant. HR professionals can make effective use of the latest recruiting automation technology to gain access to important recruitment metrics such as sourcing statistics, time to hire, cost per hire, employee turnover rate, offer acceptance rate etc. In addition to facilitating the easy evaluation of hiring endeavors, cutting-edge automation tools can also be really useful for making the entire recruitment process less costly and more efficient.


Owing to the intense competition for quality talent in today’s candidate-driven job market, recruitment automation has gained paramount importance amongst modern-day HR managers and recruiters looking to supercharge their hiring efforts without much hassle. With the right set of advanced automation tools in hand, human resources professionals can revamp their entire talent acquisition strategy with utmost ease and convenience. Moreover, if you want to eliminate administrative workload and boost overall business productivity, invest in the best recruiting automation software in the market to accelerate your hiring process instantaneously.



5 Changes due to Artificial Intelligence In Recruitment

Taking into account the increasing adoption of new-age technologies, the majority of hiring managers concur on the fact that Artificial Intelligence (AI) is perpetually reshaping the recruitment landscape. AI-enabled technology possesses the potential to make the entire recruitment process a lot simpler and faster. In fact, employers across the globe are leveraging tech tools powered by artificial intelligence to address hiring challenges in the most efficacious way feasible, thereby giving a powerful boost to their overall recruiting efforts.

The best part about artificial intelligence is that it opens the doors to immense possibilities for HR professionals looking to streamline monotonous and time-consuming recruiting tasks without putting in substantial endeavors. By properly integrating AI technology into the talent acquisition process for facilitating automation, modern-day recruiters can easily free up their hectic schedules and devote more time to productive organizational activities. In this article, we will delve into the 5 key areas of recruitment that are going to be positively impacted by AI technology in the coming times.

Candidate sourcing made better with AI in Recruitment

When it comes to finding the best talent in the industry for filling vacant job positions, the process begins with sourcing potential candidates who possess all the requisite skills and educational qualifications. Nevertheless, it can be tedious for recruiters to source highly talented candidates from various channels like popular job boards and social media as the same requires one to devote a great deal of time. But the good news is that hiring managers can extend their reach in an instant by automating the entire process of candidate sourcing with the help of present-day AI technologies. With the efficacious deployment of AI-powered candidate sourcing tools, HR professionals no longer have to waste their valuable time digging through enormous volumes of data for identifying the most ideal candidates for job vacancies. Artificial intelligence makes it feasible for recruiters to identify top industry talent and reach out to them for getting started with the interview process at the earliest. Other than that, employers can leverage sourcing automation tools to send customized messages and relevant content to keep applicants in their talent pipeline engaged in the best manner possible.

AI-powered interviews for assessing applicants while hiring


It is an undeniable fact that conventional interviewing methods are highly laborious and time-consuming. But AI-powered interviews can come in handy for assessing potential job candidates in a short span of time. Interviews powered by artificial intelligence impose numerous challenges on candidates as they have to build a strong preparation strategy to communicate important information in order to stand out from the crowd. This way candidates get the opportunity to showcase their skills and level of knowledge. On the other hand, AI-powered interviews allow employers to assess candidates on the basis of their body language, voice tonality, facial expressions, and similar factors. By combining AI-powered interviews with modern-day candidate assessment tools, hiring managers can make more informed and evidence-based recruiting decisions without coming across any kind of obstacles throughout the entire talent acquisition process.

Simplified employee background checks through AI in Recruitment

Before a candidate is hired for an open job position, it is extremely important for HR professionals to run a background check to identify any potential threats. However, manually conducting employee background checks is nothing less than a nightmare for recruiters as they have to spend their precious time in deriving information by extracting volumes of data from multiple sources. But with the advent of AI technologies, conducting candidate background checks has now become a cakewalk. AI-enabled background check tools sift through the web to collect all the available candidate-related for the purpose of examining. This basically comprises social media presence, criminal history, past employment records, financial status etc. Keeping everything else aside, the prime purpose of conducting employee background checks is to ascertain whether a candidate is worthy of being hired or not.

Faster applicant screening process through AI in Recruitment


There is absolutely no denying the fact that artificial intelligence (AI) paves the way for a faster applicant screening process, thereby helping HR professionals evaluate ideal job candidates in less time. By effectively deploying AI screening software, recruiters and hiring managers can quickly identify the most skilled applicants who perfectly match their recruiting profile. For instance, AI-enabled chatbots can be leveraged by employers to facilitate convenient interaction with potential job candidates instantly. Chatbots can be utilized to ask preliminary screening questions so that candidates who do not hold adequate qualifications can be eliminated in the initial stage itself. Best of all, the international AI recruitment market is expected to be worth $388 Million by the year 2027.

Data-driven recruitment automation through application of AI

Data-driven recruitment automation can work wonders for improving hiring efficacy as it allows human resources professionals to get in touch with the best talent even when there is a serious shortage of time. Modern-day hiring managers can employ data advanced analytics for targeting potential job candidates on different channels over the internet such as social media websites including LinkedIn, Twitter etc. This way they can save an enormous amount of their precious time and resources while augmenting their recruiting efforts and enhancing the overall hire quality. Recruiters can also use AI technology to analyze conversion rates and build strong recruitment funnels consisting of active job seekers as well as passive candidates for simplifying hiring. In addition to all this, recruiters can employ artificial intelligence (AI) to target their candidate searches on the basis of educational level, industry type, job title etc.


It is totally true that artificial intelligence (AI) is driving transformative change in the hiring industry. Now that AI technologies have become an integral aspect of the present-day recruitment technology landscape, they are constantly being leveraged by companies worldwide. HR professionals are utilizing artificial intelligence to prevent hiring bias and identify different bottlenecks so that they can take the requisite measures to make the necessary improvements in their recruitment process. So, if you want to optimize tedious business processes and improve recruiting performance with minimal effort, ensure that you invest in an AI-powered recruitment management software to attain excellent hiring results instantaneously.



Latest HR Tech Trends in 2020 You Should Know Of

The world of technology has been evolving at breakneck speed in recent years and there is hardly any area of our work or life that it hasn’t been touched by it. Businesses too have benefited tremendously by adopting technology in various areas of operations and seen faster growth owing to reduced costs and greater efficiency, so there was no way that the thriving HR and recruitment industry could be left behind. In fact, most progressive businesses understand the impact technology can make in giving them a competitive edge in the market, and therefore, consider it as the backbone for their operations.

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How Can Technology Improve Your Employer Brand ?

Without a doubt, the majority of the recruiters are up against the odds when it comes to attracting the right talent for open job roles within the company. According to a recent report, 94% of job applicants take into consideration the brand of the organisation before applying for a particular position. For this reason, businesses looking to attract and retain inordinately talented candidates cannot afford to have a negative employer brand at all. With the advent of new-age technological solutions, it has now become feasible for organizations across the world to efficiently maintain a strong corporate reputation. Nevertheless, the sad news is that very few recruiters and hiring managers are aware of the fact that technology can work wonders for improving their recruitment branding, and more importantly, the extent to which is can simplify the process.

In this article, we will explain in detail how you can go about boosting your recruitment brand instantly. But before proceeding further, let us understand the importance of having a good employer brand.

What is the importance of a good employer brand?

Owing to the never-ending hunt for talent in today’s hyper-competitive job market, building and maintaining a good employer brand has become more important than ever. Organizations that have a reputable employer brand do not face any difficulties when it comes to recruiting highly qualified candidates for open job vacancies. In addition to helping recruiters source new talent, a good recruitment brand facilitates talent retention.

A company with a strong brand image is always more attractive to potential candidates who are perpetually on the lookout for golden employment opportunities. Furthermore, a strong employer brand can motivate the employees who are already working in your company, thereby giving a notable boost to your business’ overall productivity. Above all, a good employer brand usually signifies a strong company culture and allows recruiters to maximize savings by cutting down on marketing costs. Also Read: The Importance of Employer Brand in Attracting and Retaining Talent


What are the different ways in which technology can help to improve recruitment brand?

There is absolutely no doubt that modern-day technology can come in handy for strengthening the employer brand. In fact, organisations can effortlessly build a strong employer brand and attract top industry talent in an instant by picking out a technologically-advanced recruitment software.

Here are some ways in which HR technology can be leveraged to improve the recruitment brand in as little time as possible.


A Mobile friendly SEO-enabled career site helps improve Employer Brand

First of all, it is essential for recruiters to understand that openings for new roles posted on job boards are not sufficient for attracting talent. Investing in a branded career website is an outstanding way to augment your employer branding. You can also make effective use of customized landing pages to communicate directly with the various segments of your targeted audience. Other than that, you can also add simple talent network forms to encourage candidates to learn more about your organization and drive them to apply to your open job vacancies. However, make sure that your smart career website is mobile-friendly. Also, it should be optimized for online searches so that potential job applicants can find you from anywhere on the globe.

Email marketing can help boost employer brand

 One cannot deny that factors like timing and personalization play a pivotal role in determining whether you will find the right talent for a specific job role or not. So, hiring managers looking for instant success should continually put in efforts to create an innovative email campaign to directly communicate with their target audience. Similarly, you can also share captivating content related to the advertised job role in order to boost recruitment branding and generate interest in the position.

Social media campaigns provide boost to the employer brand

It is a known fact that establishing a strong social media presence is of great importance nowadays. Most recruiters agree that social media is the best place to build and expand your recruitment brand in less time. Moreover, social media has created plenty of opportunities for hiring managers to create a strong employer brand and learn more about the present-day recruiting landscape. Various popular social media channels such as LinkedIn, Twitter and Facebook have emerged as effective tools for fostering professional relations with the best talent in the industry. Hence, make it a point to ensure that your employer branding strategy is supported by a technologically-driven social media campaign to yield fruitful results without facing any hassle.

 Using Advanced analytics can help improve recruitment brand

 It is extremely crucial to measure your recruitment brand with the help of advanced analytics. It is so because assessing your employer branding strategy will help you spot inadequacies and make the necessary changes instantaneously. With the proper utilization of recruitment technology, you can easily measure the efficacy of certain aspects of your employer branding strategy like career site pages, email updates, job descriptions, and so on. Once you successfully identify the approaches which are not producing the desired results, you can do away with them and modify your strategy accordingly.



Regardless of your business size, maintaining a strong employer brand is of utmost importance as it can have a significant impact on your organization’s growth. Moreover, it is extremely important to know that a bad employer brand is bound to repel talent and hamper your entire recruitment process. But by boosting the overall appeal of your employer brand, you can attract and hire newly emerging talent in the job market without putting in any additional effort. Therefore, see to it that you invest in the right technology in order to improve your recruitment brand, thus attracting top talent that can take your organisation to greater heights



5 New Applications of AI in Recruitment

It is clear that technology has changed the way businesses hire potential candidates. With the rise of AI in recruitment, finding the right talent has become a pushover for the majority of the new-age hiring managers. Unlike previously, recruiters no longer have to spend their valuable time handling repetitive and labor-intensive hiring tasks. They can automate almost every aspect of the recruitment process in a single go by effectively employing Artificial Intelligence (AI). Moreover, AI can work wonders for creating a diverse workforce and facilitating talent retention within the organization, thereby eliminating unconscious hiring biases from the recruitment process. However, it is imperative to opt for the best AI-based recruitment software in order to reap the real benefits of this newly emerging technology. In this article, we will mainly focus on the latest applications of AI in recruitment so that you can implement the same in your future hiring strategy without facing any sort of difficulty.

Now, let us get started and discuss the 5 new AI applications for recruitment one by one.



Chatbot is an important application of AI in Recruitment


One of the latest applications of AI in recruitment, chatbots are used for automating communication usually through advanced textual methods. They are becoming increasingly popular because they boost the overall candidate experience instantly. AI-powered chatbots provide great assistance to hiring managers as they employ Natural Language Processing (NLP) for undertaking recruitment tasks like collecting important details from potential applicants, posing job-related questions, scheduling interviews etc. Other than that, chatbots can easily automate the process of screening candidates’ resumes while offering instantaneous solutions to applicants in real-time. Once all the essential information is gathered by the chatbot, it is fed into the ATS system so that further measures can be taken by recruiters.

AI powered Video Interviews in Recruitment


In this age of digital transformation, video interviews are slowly becoming an integral part of the modern-day hiring process since they are easy to conduct. Digitized video interviews can come in handy for facilitating a face-to-face interaction with remote as well as non-remote candidates. Another benefit of video interviews is that they allow both recruiters and potential job candidates to save a great deal of time. By conducting AI-powered digitized video interviews, recruiters can effortlessly assess the mood, facial expressions and behavioral traits of candidates. However, see to it that you invest your hard-won bucks in a well-featured recruitment solution to conduct digitized video interviews in the best way possible.

Automated Talent Sourcing through AI in Recruitment


Nowadays, recruiters and hiring managers face plenty of challenges when it comes to sourcing the right talent for vacant job positions in a company. Without streamlining the process of talent sourcing, connecting with high-performing can be an extremely herculean and time-consuming task. Due to the recent developments in AI for recruitment, it has now become possible for recruiters to automate talent sourcing and strengthen their existing pipeline of candidates. With the most advanced AI-powered recruitment solutions, you can browse through the large pool of candidates’ social profiles online to find the best fit for the job without putting in many endeavors. In addition to facilitating the automation of talent sourcing, hiring managers can also utilize artificial intelligence to forward personalized messages to candidates and keep them updated. Not only that, AI-powered recruitment tools come equipped with all the features that are required for keeping candidates engaged.

Read More about the Top 10 Software for Recruiters 


Talent rediscovery can be accomplished through AI in recruitment


There is absolutely no denying the fact that talent rediscovery is of utmost importance for most hiring managers. Especially in today’s candidate-driven job market, reaching out to the best talent in less time is not a piece of cake in the least bit. Owing to the tough competition for the best talent, a large number of companies around the world are struggling to find highly qualified candidates for open job vacancies despite their best efforts. Another vital point is that recruiters have to spend a huge amount of money to find new candidates. Moreover, they also end up wasting their precious time while on the lookout for fresh talent. Nevertheless, it is better to sift through the existing talent pool for reaching out to potential candidates who had shown interest in previous job openings and applied in the past. You never know that the candidates in your talent pipeline might turn out to be an ideal fit for the open job position in your firm. Hence, recruiters can make use of Artificial Intelligence (AI) to instantly scrutinize job descriptions and rediscover candidates by searching through the existing ATS database.


Sentiment Analysis through AI in Recruitment


One of the newest applications of AI in recruitment, sentiment analysis tools are used by multitudes of recruiters around the world to improve the candidate experience by collecting feedback from candidates in their preferred social surroundings rather than via traditional feedback forms that take a lot of time to complete. Artificial Intelligence (AI) can easily analyze the sentiments of candidates in a better way than human beings. By deploying advanced procedures like biometrics, computational linguistics, facial recognition etc., AI-based recruitment management tools make it possible for hiring managers to judge the candidates’ sentiments without any scope for error. Recruiters can also make use of sentiment analysis tools to identify biased language at any stage of the hiring process. Additionally, they can create catchy job descriptions for attracting a diverse pool of candidates just by efficaciously utilizing this technology.


Ostensibly, Artificial Intelligence (AI) has been playing a crucial role in improving the overall efficacy of the modern-day recruitment process. The best part is that apart from helping companies recruit exceptionally talented staff, AI enhances the candidate experience during the hiring process as well. Clearly, artificial intelligence has made life much simpler for recruiters, and considering the technology is still an emerging one and undergoing further development, there are certainly going to be more benefits innstore in the years to come.


5 Best Talent Acquisition Software to Improve Your Quality of Hire

Owing to the dearth of good talent in today’s job market, recruiting has become tougher than ever. In fact, the majority of the recruiters are deploying modern-day technological solutions to streamline their hiring procedures as it helps them cut down on the hefty costs associated with recruitment. With a top-notch talent acquisition software, recruiters can easily find and hire appropriate candidates with the necessary qualifications for various job positions. But since there are many software vendors operating in the market, recruiters are quite likely to be baffled while making the final selection.

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Five Changes in HR due to Technology

The 21st century is the age of technology. Smart living is not just another fancy term as our lives are continuously impacted by the permeating embrace of new technologies such as Artificial Intelligence, Analytics, Internet of Things, Machine learning, and more. Your smartphones know more about you that you can ever remember. It knows where you went to shopping last New Year eve, how long were you there at the shopping mall and when did you get back home. When such is the power of technology is it possible to remain insulated from its affect as a human resource professional? Not even remotely so.

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Top HR Technology Trends in 2019: What to expect?

HR Technology has finally come of age and it is changing at a faster rate than ever. Cloud-based HR software are growing in number and more new companies than are developing AI-based tools to change the entire talent management landscape. Also, bigger multinationals like IBM, Salesforce, Google and Facebook are entering the space, which indicates that HR Technology is not a fringe phenomenon but is a mainstream trend.

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How to implement HR analytics

How to Successfully Implement HR Analytics?

HR analytics allows HR professionals to monitor and analyze process and people performance, and identify the bottlenecks. With HR departments creating huge piles of data every single day, HR Analytics can be highly empowering, provided there is a clear process in place to implement it in the organization. Here we discuss few easy ways of implementing HR Analytics.

Business leaders now expect HR departments to provide strategic inputs to steer the organization towards the path of better growth and development. HR teams, in turn, are hoping analytics will provide them the necessary clarity and direction and considering the benefits that HR analytics has, the hopes are not unfounded. However, many organizations are yet to realize the complete potential of HR analytics owing to its messy adoption. Here we tell you about the steps to improve HR analytics implementation in your organization:

Define the HR analytics process for successful HR analytics adoption

One of the basic requirements for applying HR analytics successfully in your organization is to research and define a process that is relevant to the goals of your business.  You must look at the direction where the business wants itself to pivot and the KPIs that should be measured to reach that objective. Based on this conclusion you must define a HR analytics process that creates strategic value for the organization. The defined HR analytics process should not only be able to analyze the past performance but also be capable of predicting the efficiency and efficacy of HR activities and their impact on overall organizational performance.


Plan a HR analytics framework to easily implement HR analytics

Once you have a clear definition of the HR analytics process it’s easy to create a HR analytics framework that would drive the implementation. One of the commonly known frameworks used in HR analytics is the LAMP framework. LAMP stands for Logic, analytics, measures and process. These are vital components of a measurement system that drives strategic change in the organization. HR analytics often provides organizations with insights that supersede the ability of existing processes to use them properly. With LAMP framework in place, HRs have the opportunity to enhance their decision making and act as driver in strategic change.

Experiment with different HR Analytics tools while implementing HR Analytics

Today, HR analytics is a mature market with more and more tools available for all kinds of users. These tools combine data mining and analysis, visual statistics, artificial intelligence and machine learning to provide watertight control over the data generated and extract its maximum value. These tools feature user-friendly intuitive interface that is easy to explore by an HR professional with minimum technical assistance. It is useful to become acquainted with a couple of such HR analytics tools before settling for the best combination that works for your organization’s HR process.

Hire skilled professionals for better HR analytics Implementation

Analytics is certainly not everyone’s cup of tea. There are numbers everywhere and huge loads of data always ready to be explored and analyzed. Lack of analytical skills is one of the major hurdles that organizations face while implementing HR analytics, however, HRs are not be blamed for this gap. Most of the time HRs were not trained well for technical roles, which is changing with the increasing dominance of data in every field. Nevertheless, for successful HR analytics adoption there are some prerequisite skills that HR professionals must have:

  • Strong logical and analytical acumen
  • Good IT skills
  • A solid understanding of HR processes and metrics
  • Curious and inquisitive minds to chase factual answers

To make better use of HR data, organizations must meet the above described criterion and continuously invest to improve their technical capabilities. HR analytics is all about building a narrative out of data and a specialized HR analytics tool will serve this very purpose.



5 hr technology challenges

5 HR Technology Implementation Challenges

Whenever a new technology disrupts an industry, there is a huge wave of optimism around the immense possibilities and innovations brought about by the technology. It’s only when the excitement settles down that we begin to see through the possibilities and look at the challenges that will arise either while implementing the technology or in the post-implementation phase. In the current business landscape no one can deny the importance and impact of HR technology as far reaching. However, we must also keep in mind the various risks, and hurdles involved in the path of its successful implementation. We already know what drives the HR technology adoption.

Here are the top 5 HR Technology Implementation Challenges

HR Digitization is a Key HR Technology Implementation Challenge

The biggest challenge while implementing a new HRIS or ATS are people, not the system itself. Unless all key stakeholders are sure that change is necessary, HR technology implementation will continue to face resistance. The adoption will be mired with fear, insecurity and confusion. Educating the key players and leaders about the functioning and benefits of HR tech will help bring about a consensus that digitization of HR is inevitable. Planning for people to accept the change is as important as planning for new processes and systems. If you want to make the best case for HR tech implementation you need to complete various steps such as:
• Define the success of HR tech implementation and measure it at regular intervals
• Assign specific responsibilities to stakeholders, and measure their levels of commitment
• Assess the skills and willingness of people to make the HR tech adoption successful. Conduct regular surveys and hold discussions to figure out the knowledge and views of people over the course of implementation of the project.

Also Read: Need for HR Digitization

Customization is a key HRIS Challenge

There is no straightjacket solution for businesses looking to implement HRIS in their organization, as they have various needs that keep on changing as the business evolves. Finding a solution that can scale with the growing business is one of the challenges that companies experience. You would want to spend as much time as possible focusing on the bigger business problems rather than complaining to your HR technology vendor about a missing feature, or waiting for it to scale the system as per your requirements. Besides every organization have different employee policies, recruitment workflows and HR processes. Can HR technology vendors provide a customized solution as per the organization’s requirement without much hassle?

Utilizing Reports and Analytics is an HR Technology challenge

Each HR tech tool generates a lot of data based on your organization’s workflow. Is your HR team equipped to handle such huge amount of data? Many of the current HR solutions are equipped with advanced reports and analytics. But if the business intelligence provided by them is not used for evolving the process and making it more productive, the whole point of having a HR tech solution implemented is lost. Only one of three HR managers describe their proficiency with data analytics as either good or excellent. In this scenario, even HR technology adoption will not be able to provide its maximum benefit.

Also Read: The Importance of HR Analytics in an Organization

One of the key HR Technology Challenges is Managing Multiple Vendors

Another challenge that comes in the way of HR technology acceptance is the need to implement different solutions to manage different aspects of HR processes. Unless you are implementing a comprehensive HRIS, which covers HR management, Recruitment automation, referral automation, Payroll processing and other HR tasks through one solution, you will most probably have to deal with multiple HR software. However, this is far from the ground realty. Enterprises often have two or more HR tools managing their HR processes. Seamless integration of these tools with each other is a challenge. Also, each tool generates its own data, and unifying this data for an accurate analysis and then performing an analysis is again a tough task to accomplish.

Resource Constraints also results in HRIS Implementation Failure

In a survey conducted by Mercer, 29 % of respondents cited Resource constraints as major challenge in implementing HR technology. These internal resource constraints include, “not having enough people to pull it off.” In addition to human capital, there might be budget constraints as well. Most startups that have less than 100 employees but want to automate their HR tasks in order to focus on business problems have very less choice of HR solutions. Barring a few, majority of HR vendors focus on SMEs and Enterprises as their target audience. Thus, small companies are often left with no choice but to either handle HR processes manually or pay a premium to get a customized solution.

Also Read: What is driving the adoption of HR Technology?