If you remember the 1970s blockbuster video game Pong – or, dare we say, are old enough to have played it – you likely have a good laugh now when images of it pop up. The graphics, sounds and controls are simply archaic compared to Super Smash Brothers, Call of Duty, and other popular video games of today.
Unfortunately, too many HR and hiring managers are “playing Pong” when it comes to their own technology – and that’s making life more difficult as they engage in the increasingly competitive war on talent.
If you’re not moving forward, you’re falling behind
We all know how much technology is impacting our lives. We shop online, bank through apps, file our taxes, order food, arrange transportation, and so much more using our smartphones and laptops. The world of HR is experiencing the same phenomenon.
From high-tech ATS and HCM systems, and automated reference and background checks, to new tools to administer payroll, benefits and other important functions, HR depends on technology more than ever before. And so, it’s critical for organizations to evaluate their HR tech to ensure they’re getting the biggest bang for their buck.
Looking under the hood of your HR tech
As companies appraise their HR technology, these four steps can be helpful in determining whether it more closely resembles a tortoise or a hare.
1) Assess your tools at least annually. Inventory your HR tech so, first, you know what you’ve got, and second, you understand who’s using it, how it’s being used, what’s working, and what’s not. That information will help guide decisions on next steps.
2) Check out what’s on the market. Technology is changing rapidly, so what was top of the line last year may be outdated this year. Also, a new technology may be available that can make your HR team more efficient and effective. You’ll find out as you explore the marketplace.
3) Keep a list of any gaps that exist. Do your hiring managers keep running into hurdles that are standing in the way of recruiting? Make note of those obstacles, and as you explore new HR tech, be sure to ask providers how their systems address those issues.
4) Get your staff techie involved. It seems every organization has (at least) one employee who geeks out on new technology. Their insights and perspective can be helpful as you investigate new HR tech, plus they’ll appreciate the trust and confidence you’re placing in them.
Of course, there is a cost to upgrading your HR technology, and in many cases, it’s not cheap. The alterative, however, is to fall behind when it comes to recruiting top talent – and that’s an expense that can cripple your organization.
Alaant works with great companies to evaluate their HR technology, and help them obtain and optimize the tools that drive efficiency and performance. Can we assist your company in that essential task? Contact us today and let’s get the conversation started!
