How employers can use automation, technology to boost engagement
Millennials don’t hesitate to quit their job if they don’t like it or if they don’t feel fulfilled by it. For companies weighed down by administrative tasks, finding time to keep these employees engaged can be difficult.
Software tools may be able to help, according to a report by HR software developer Neocase. New software tools can help manage employees in every phase of their career, freeing up employers’ time to focus on their employees’ other needs.
“It’s work that has to be done, but when the average HR professional’s salary is $56,641 a year, a lot of companies are tired of paying their employees that kind of money for routine administration,” says Faith Kubicki, content marketing manager for software developer IntelliChief.
Using algorithms to screen resumes is commonplace, but technology’s role in the hiring process doesn’t have to stop there. Robotic process automation, a type of software that uses structured inputs to automate tasks like onboarding, can automate recruiting, onboarding, performance evaluations and compliance trainings. For example, Unilever uses AI to screen resumes, conduct interviews and test the skills of candidates for entry level positions. An online game measures candidate’s character traits, while algorithms review candidate’s vocal intonations and facial movements to see if they’re being truthful in a video interview.
Once an employee is on the job, cloud computing systems can make it easier for them to collaborate with their co-workers across different offices and while working remotely. Similar systems can also be used to study an employee’s job history to predict who has the highest risk of leaving.
AI can also automate the separation process if an employee does decide to leave. Employers can use software to aggregate any feedback they receive from departing employees to figure out how they can improve their retention strategies. Robotic process automation can also delete departing employees from the company’s computer systems automatically.
Letting technology manage your human capital can have drawbacks, however. Employees and job candidates can easily get tired of dealing with software systems, according to the CEO of talent search firm Wimbush & Associates, Fletcher Wimbush. Wimbush said recruitment software is most effective when used in moderation.
“As much as we all would love to have hundreds of A-players jumping through hoops and self assessing themselves for us to have a computer rank them saving us a bunch of time it's not realistic,” Wimbush says. “Great people want to connect with people. Jump through a bunch of hoops doesn't aid the A-player candidate in their goal of getting a great job that they feel is a great fit for them.”