Welcome to our very first edition of “Most Trending Digital HR and HR Tech Articles”! From now on, once a month, we’ll select the best Digital HR and HR Tech articles for you to read and inform yourself. Happy reading!
#7 Job Titles of the Future: Man-Machine Teaming Manager
An entertaining article by Steve Boese to start off with. In his ‘Job Titles of the Future’ series, he features a job of the future he came across while reading a report by tech consultancy firm Cognizant: the so-called Man-Machine Teaming Manager.
In his article, Boese describes some of the key tasks of this role – think of creating a process that facilitates a smooth collaboration between man and machine – while pointing out that the future of work will indeed be much more about people and machines/robots/algorithms working together.
Read his full article here.
#6 HR Technology 2018: Ten Disruptions For The Year Ahead
As the end of 2017 approaches, we see more and more ‘disruptions for 2018’ pop up. Josh Bersin published his list early November and finds (once again) that this year things are changing faster than ever. A few of the HR tech disruptions he describes for 2018:
- People Analytics Matures and Grows
- Intelligent Self-Service Tools
- Innovation within HR itself
- The Recruiting Market is Thriving with Innovation
- Feedback, Engagement, and Analytics Tools Reign
One of the things that fit well in what we’re talking about here, is what Bersin calls the enterprise feedback architecture, as pictured in the image below. In order to listen effectively to their employees – and maintain a positive employee experience – companies need to continuously listen to their staff. Therefore they need a varied set of tools that go beyond the annual survey: think of pulse surveys, performance check-ins and performance appraisals for instance.
For the full article, go here.
#5 Realistic Job Previews: 5 Questions Recruiters Should Ask
Realistic Job Previews give candidates a taste of what the job – and the organization they apply to – is like. Using a Realistic Job Preview in your recruitment process can have a positive impact on your turnover rates and engagement levels.
In her article, Sharlyn Lauby shows companies how they can make realistic job previews work for them. She lists 5 questions recruiters should ask themselves to make sure they show candidates the right aspects of the job and company culture:
- Is the realistic job preview about the company or the work (or both)?
- What do you want candidates to know?
- When is the best time to share your information with candidates?
- Who is the best person to share that info?
- What’s the answer you’re looking for?
A question such as “What do we want our candidates to know?” is key to identify the tasks and responsibilities that you want your candidates to know about the job before you hire them. Combined, these 5 questions make for an effective realistic job preview that prevents wrong expectations on the candidates’ side.
Read the full article here.
#4 How You Can Use Video Interviews to Combat Employee Engagement’s 17-Year Problem
Video interviews are quickly becoming an indispensable part of (mobile) recruiting. But they can also be of great use when it comes to improving your employee engagement levels. Surveys show there are five things employees consistently want:
- Higher Salary
- Career Growth
- (Better Health/Dental/Vision Benefits)
- (Flexible Hours)
- Culture & Values
In this article, Jon-Mark Sabel explains how video interviewing can help you with three of those five ’employee demands’. Companies that give their employees the opportunity to create a so-called internal career profile have found great success. A career profile usually consists of a résumé and (obviously) a general video interview. It’s the general video interview that’s valuable here:
- It creates a platform for employees to share their accomplishments and speak about them
- It empowers employees to manage their career within the company without offending their manager
- It allows managers to work together on internal strategy and facilitates cross-department career mobility
Read Sabel’s full article here and learn how video interviews can get your engagement level above that dreaded 33%.
#3 The Psychology of People Analytics
Truth to be told, our number 3 isn’t an article, but a video. In it, Tom Haak discusses 15 cognitive biases, each of them relevant for People Analytics. Happy watching!
#2 Three ways to give your digital HR strategy a human touch
Our world is digitalizing rapidly and the field of HR with it. While ‘going digital’ has many benefits for pretty much every Human Resources function, in itself it’s not going to create engaged employees.
In his article, Steven Hunt stresses the importance of bringing back the human element into HR. According to Hunt, the true benefit of digitalization comes when it achieves the following:
- Balance the work people like and the tasks they hate
- Get real work done
- Develop personal career paths and life goals
For the full article, go here.
#1 The ‘Data-Driven Time Machine’ of People Analytics
I love it when an author draws a parallel between an HR tech topic and an iconic film – especially when I love the film in question. It’s one of the reasons Michal Gradshtein’s article is my number one in this month’s trending Digital HR and HR Tech list.
Michal talks about Marty Mcfly in ‘Back to the Future’ and how People Analytics can learn from Mcfly about our use of predictive analytics. She compares predictive and prescriptive statistics with a ‘data-driven time machine’ that we want to use in order to change the future by acting in the present.
In her article, Gradshtein speaks about measurement as an effective tool – not just to collect data – but to induce change. She uses questions as an example of a tool that inspires change and how they can affect people’s perception of the entity who’s asking the question and ultimately their behavior.
For the full article – and a few Back to the Future images – go here.
More trending articles (and perhaps the occasional video) here next month, subscribe and stay up-to-date.