We know that as the workforce gets younger the confidence in and use of technology is second nature. Millennials and "Mobile" is frequently said in the same breath. Mobile is becoming more ubiquitous than desktop computing and will overtake it quickly. Utilizing elements of the mobile technologies for talent acquisition and HR responsibilities is essential. It's no longer a "nice to have", it's critical!
Millennials aren't the only ones with multiple smart (and mobile) devices. Everyone's got one, and many have more than one . . . those employers who are shackled with legacy IT and HR systems are simply not going to be able to compete . . . and soon! This is the first time in history that the technology for personal use has grown more quickly and become more sophisticated than commercial technologies have.
One of the most disruptive changes taking place today is the emergence of mobile apps as the primary technology platform we use. There are now more than two billion smartphone users on the planet. Mobile Internet growth increased by 69 percent in 2014, and over half of that mobile traffic is now video.
Research shows that most people are spending over five hours per day on the Internet and half of that time is spent on mobile phones. It follows that to reach employees where ever they are (including a contingent workforce working remotely), companies need to “appify” their HR tools and tactics. Regardless of the generation, employees expect the same experiences at work that they receive at home.
In the area of performance management, most traditional HR software has become overly complex and time-consuming (only a small percentage of companies report their performance process is worth the time they put into it). When's the last time you heard about an employee review system that employees actually wanted to use? Today these systems are being re-imagined as tools for employee check-ins, self-assessment, as well as for feedback between managers and employees. How about suggesting colleagues who have the same interests, as they walk around the multiple floors of a corporate headquarters? It's only getting better . . . and quickly!
Technology adds value. It's good. This is not to say it's necessarily easy to utilize. There are literally scores of new apps that can be (should be) "components" in the "New HR". It takes experience and smart analysis to understand what will work best for each company. Understanding the company values, culture and goals are all critical and must be aligned. At that point, it's a matter of understanding how the apps work well together (or not) and what are the most important elements for each. Simply, what technology helps achieve goals?
Technology is exciting. It's beneficial. It's available now. Why aren't more employers admitting the value it can add and acknowledging how badly they need to improve. It's surprising to me. I want to help companies get better with the use of technology for talent acquisition, retention and increased productivity.