HR Automation: When HR Meets Tech

HR Automation

HR Automation
HR Automation

Most HR professionals actively use technology to improve their recruitment strategies and minimize the time spent on menial tasks that used to be done manually. But all this amazing HR automation that saves a lot of their time leads us to a question:

Will my job be automated?

The short answer is YES.

The longer answer:

This fear is currently faced by many professionals. There are many “endangered” jobs listed by Forbes and various other sources. Among them are not only traditional roles like post office clerks, publishers or farmers. Newer professions like Social Media Managers might also disappear soon. 

Ant Financial is already one of the biggest FinTech companies in the world – it’s now larger than Goldman Sachs. It is setting an example by eliminating Loan Interviewers, now doing loan scoring fully digitally based on your digital track and purchase behaviors. But:

  • What about Human Resources?
  • Will we still be having a job interview with a real person in 10 years?
  • Will AI replace Researchers and Sourcers just like it is replacing Loan Interviewers?

The truth is, if you are in HR your job is, most likely, already automated to a high degree!

Dear HR professionals, let’s have a quick look at your scope of work. Depending on the size and stage of development, your role may include Recruiting, Search, Sourcing, Screening and Assessment, Onboarding, Learning and Development, and Business Travel.

Here are some tools that will save 30-70% of your time for each of those activities.

Here is my list for HR Automation:

  1. Sift through active talent

In my case, it’s certainly my network and our Livit database, and also constant requests for referrals from those who are in touch with us, as well as the Employer Branding support we offer to the founders of the companies we work with, to help them activate their network.

  1. Search for passive talent

LinkedIn Recruiter is the way to do. I guess there’s no need to explain the value.

  1. Screening

I use Astronaut, video-selfie aggregator, which allows us to save up to 70% of the time spent on intro/screening calls. Why bother with a lot of scheduling, especially if hiring is very intense or done across many time zones? Nigel is open to various partnerships.

  1. Recruitment Coordination

An ATS (Applicant Tracking System) is key – preferably a provider that offers various integrations. My choice is Teamtailor.

  1. Assessment is an elegant one-pager report generated from a test taken by candidates. Each test is created by a carefully selected expert. By the way, if you are keen on passive income and personal expert brand exposure via a test that you can create, you can contact Kasper. There are still some uncovered fields waiting for rockstars!

  1. L&D

Trainual is great for SMEs that want to grow smart, fast, and attract investors. It’s a must for companies with hundreds of employees. It’s a time saver during onboarding and various other different stages of employment and as a constant update of business processes. Do you think you don’t need it? Do a “hit-by-the-bus” test with your key contributors. Disappear for a day and see what happens. Does the show go on?

HR Automation market envolvement

How will the job/recruiting market evolve, especially for tech?

As the chase for “unicorns” unravels, enthusiasm is ebbing and flowing. Nonetheless, the digital transformation of businesses is in full flow, especially in the context of the pandemic. Despite massive lay-offs, the hunt for professionals with specific skill-sets continues. Tech companies will keep growing rapidly and the need is not only for DevOps and Data Engineers – half of the demand is on the non-tech side.

Yet, some recruiting models are dying (e.g. probably headhunting with a 20% annual salary fee will not be a feasible service anymore). There are more tools on the market and staffing agencies that are moving to membership and consulting models

The future of work for HR is NOT in full HR automation.
The future for HR is NOT in resisting digital transformation.

The future of work lies in a smart blend between those two. And that’s our current challenge, to keep looking for HR Automation and finding that sweet spot. I strongly recommend the following exercise:

  • Look at these tools and calculate the potential timesaving based on your daily scope of work. How much time can you gain?
  • The next question is: how would you like to invest this time?

It’s high time to reinvent your job, take your future in your own hands and shape your new job description, no matter your current title. One proactive way to prevent becoming redundant is to make automation work for you. 

Marketing Livit

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