Many organizations today are undergoing a digital HR transformation driven by AI and autonomous databases that gather data, augment decision-making and simplify the user experience for HR executives and recruiters. This article discusses how organizations today benefit from digital transformation through mobile responsive pages, alerts and KPI notifications, and digital assistants.
Using Mobile Responsive Pages To Improve the Experience Employees, Candidates and HR Executives
Mobile responsive pages adapt the screen on which they’re viewed, whether it’s on a PC, laptop, tablet or smartphone. HR departments can make it easier for employees, candidates and other stakeholders to access and interact with HR information by optimizing pages for different devices.
For example, employee portals can use mobile responsive pages where employees can easily access their pay stubs, benefits information and other relevant documents. Similarly, candidate portals can have mobile responsive pages where candidates can apply for jobs, submit resumes and schedule interviews.
Mobile responsive pages benefit HR and recruitment leaders and the organizations they work for. These pages save time and promote easy access to critical information. For organizations, mobile responsive pages can improve the employee and candidate experience, leading to increased engagement and retention.
The Power of Alerts and KPI Notifications
The use of technology in HR and recruitment can also include the implementation of alerts and KPI notifications. These notifications allow HR and recruitment leaders to stay updated on critical data and metrics without constantly checking in on the data manually.
Alerts and KPI notifications can notify HR and recruitment leaders of key performance indicators (KPIs), such as the number of job applications received, the number of open positions, and the time it takes to fill a position. These notifications can alert HR and recruitment leaders of any issues or discrepancies in the data. This digital HR transformation can free up time for HR and recruitment leaders to focus on other essential tasks.
Additionally, organizations can configure these notifications for different roles. For example, an operations manager could get notifications related to the role, facilitating agile decision-making and efficient tracking of relevant metrics. Likewise, other relevant stakeholders, such as executives, can receive notifications to stay informed on important HR and recruitment data and improves decision-making.
The Benefits of Digital Assistants
Digital assistants, too, can simplify the user experience for HR and recruitment leaders in several ways:
- Digital assistants that rely on natural language processing and machine learning can automate various HR and recruitment tasks.
- They can answer common HR and recruitment-related questions, schedule interviews, and even assist in hiring by pre-screening job applicants.
- Organizations can integrate digital assistants with other HR and recruitment systems, such as applicant tracking systems, to provide a seamless user experience.
- Digital assistants can assist employees with tasks such as reporting time, submitting expenses and other routine HR tasks, leading to a more efficient, accurate and low-cost HR process.
- Digital assistants can improve the candidate and employee experience, making it easier for them to interact with the HR and recruitment process.
- They can save time and reduce errors, freeing up HR and recruitment leaders to focus on more strategic work.
To achieve and maximize these benefits, organizations must adequately assess the use case, define the scope of digital assistants, and ensure the implementation complies with relevant laws and regulations.
Streamlining HR Through Digital Transformation
The technologies discussed in this article can positively impact HR executives, recruitment leaders, and the organizations they work for. They can simplify the HR and recruitment process, streamline data tracking and monitoring, and improve the employee and candidate experience.
Every organization is different. So, it’s crucial to assess the company’s specific needs and tailor a solution that fits best. Organizations looking to implement digital HR transformation should consider consulting with experts in the field, researching best practices, and seeking out the necessary resources and tools to ensure a successful implementation.
