Love it, loathe it, or simply tolerate it, HR technology will dominate headlines (again) in 2016. Here are six trends to watch out for:-

The Internet of Things (IoT) : Global software giant SAP describes the Internet of Things as billions of devices which ‘talk to each other’. By 2020, it predicts, 50 billion connected devices will be doing just that via the internet, from coffee makers and cars to factory based machines. IoT puts the ‘big’ into big data and will continue to affect the workplace. In 2016 employers must decide whether or not to embrace wearable technology, such as, Fitbit and Google Glass. Research suggests that wearables improve both productivity and job satisfaction but issues over data protection and wellbeing need to be carefully assessed.  

The challenge with IoT for HR is twofold:-

• Ensuring that conclusions can be drawn effectively from the data provided.
• Retaining the ‘human’ element in the workplace while managing a ‘positive’ experience with connectivity.

Artificial Intelligence (AI) : The McKinsey Global Institute estimates that between 40 million to 75 million jobs may be replaced by robots by 2025. Automation of key elements of the hiring process, predictive analytics and the growth of algorithms is the beginning of AI. Algorithms have already been proven to be more effective than humans at candidate selection, leading to improved efficiency and profitability while removing some of the more mundane, repetitive tasks. Deloitte urges HR leaders to see cognitive technologies as ‘collaboration, not competition’. In 2016, HR must begin to consider how to integrate AI within the working environment.

The battle for tech talent : Demand will continue to rise for tech talent in 2016. The need for cyber security specialists alone is soaring with the global cyber security market expected to grow by 121% in the next five years. The Washington based Center for Strategic and International Studies estimates the cost to the global economy of cybercrime at $445 billion per year. Top cyber security specialists in the UK are reportedly earning £10,000 per day. A company’s ability to hire tech talent may prove to be critical to its survival in 2016.

Increased use of blind CVs : Poor hiring decisions affect employee motivation, productivity and the value of an employer brand. The move towards blind CVs in the hiring of graduates and apprentices has extended across the private and public sectors, embraced by brands such as Deloitte, KPMG, HSBC, the BBC, the NHS and local government. The use of blind CVs helps to remove unconscious bias from the hiring process, reduces the risk of a bad hire and improves diversity in the workplace. This trend is likely to be further embraced by HR, with algorithms playing a key role in candidate assessment.

Mobile recruitment : The absence of an effective mobile platform remains an obstacle for HR. Deloitte’s 2015 Mobile Consumer Survey found that UK consumers collectively look at their smartphones over one billion times per day. Logic suggests that HR must incorporate a mobile responsive platform within their talent acquisition strategy but less than half (47%) offer candidates the ability to apply for jobs via their mobile devices. To attract talent in 2016 HR must reconsider its indifference to mobile recruiting. Incorporating mobile responsive HR software within the hiring process is a starting point.

HR analytics – the great divide : The increased availability of data doesn’t equate to an ability to track and use talent analytics effectively. When it comes to HR technology many businesses remain stuck at a basic level, reliant on manual systems and Excel spreadsheets. Knowing what has happened is a different skillset to being able to predict what will happen. A recent survey found that 42% of businesses lacked confidence in their ability to effectively interpret analytics data, with a third capable of only basic reporting. Employers with the ability to gather and analyse data effectively will continue to develop robust talent acquisition and retention strategies in 2016.

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This post was originally published on HR Tech World