Tag Archive: HR Trends

  1. Get Ready to Hire in a High Unemployment Market

    It’s hard to believe, but way back in the early days of 2020, one of the biggest challenges that companies faced was sourcing candidates. They simply couldn’t get enough people to apply for jobs. Fast forward to today, and everything has changed.

    As the COVID-19 pandemic crept across countries and around the world, unemployment rates began to tick higher and higher. Industry experts, journalists, and the like began to draw comparisons to other economic downturns. While today’s circumstances are different, the Great Depression and Great Recession offer some context, evidence that this too shall pass. And pass it will. 

    On the other side of crisis, employment will likely look very different – and not only from a work environment perspective. Yes, many workers will remain remote, while others will continue to wear masks and gloves to work. Most jarring, though, will be the 40 million Americans (and millions more globally) looking for work. As states reopen and hiring freezes lift, companies will be flooded with more applicants than they’ve ever seen before. 

    Most recruiting teams, save for those who worked through the last recession, have no experience hiring in this type of market. Here’s how to prepare: 

    Think digital

    Imagine what shelter in place and the remote work infrastructure would have looked like 20 years ago. There’s no way the early 2000’s could have supported 50% of jobs being done from home. One thing that’s made the current situation slightly easier to navigate is the availability of online tools.

    Many of us were already connected digitally, even while sitting next to each other in an office. Social distancing challenged companies to tie up loose ends so that entire functions, like recruiting, could be done 100% digitally. 

    With companies like Twitter announcing “work from home forever” policies, there’s a real possibility that office work becomes a thing of the past. If that’s the case, everything from interviewing to onboarding will need to be done remotely.

    The tools you need to interview, assess, and hire candidates digitally are already available, but a piecemeal solution is never a long-term solution. Starting now, hiring needs to become a digital experience to meet the needs of recruiters, hiring teams, and candidates who are separated by distance and may never physically meet during the hiring process. Or after.

    Lean on technology

    As the economy began to recover from the Great Recession, it wasn’t uncommon to see 100 applicants or more per opening, and recruiting teams faced the surge mostly unprepared.

    What we have today that we didn’t have then is more sophisticated technology that not only increases productivity through automation, but uses AI to deliver customized experiences to candidates, and at the same time, bring highest potential talent to the attention of the recruiting team. This helps recruiters focus on the right candidates at the right time, while also keeping the passive pipeline engaged and informed between touches.

    Where in the past, resumes went overlooked, collecting dust somewhere inside the ATS, today’s technology is designed to seal the cracks, streamline the process, and connect people both in and outside the company.

    People who need work will flock to open positions, including positions they may not have considered before. Equip your teams with technology so they can remain effective with an increased workload, and so that candidates aren’t left in the dark with a poor impression of your company.

    Show your human side

    Fortunately, we’ve already seen that being remote and connecting digitally doesn’t have to feel cold and distant. In fact, by working from home and seeing people in their “natural habitat” with dogs and kids and Zoom mishaps, we’ve had opportunities to show empathy and connect more closely with one another.

    The same is true with candidates. Candidate experience became a priority when the talent market was tight, but the same rules apply in “loose” market: Treat candidate interactions with care and compassion, whether you’re looking at 100 candidates or 10. 

    Your ability to weave people and technology together into a seamless digital hiring experience will differentiate your company in the coming months. At Outmatch, our data already shows an uptick in hiring activity, and one of the biggest differences between this economic downturn and others is that recovery can start as soon as state-by-state restrictions are lifted. Which means the opportunity to re-staff and get back into growth mode might be only moments away.

    You were blindsided by crisis. But you can be ready for the hiring surge. Learn how digital hiring can help.

  2. Unemployment Is Up. So Is Hiring Activity…

    Is the curve up? Flattening? What is the impact to lives? And what is this doing to the economy?

    As you watch the news and read the papers, headlines have been grim over the last 8 weeks. The April jobs report was just released, and the news is not any better. Here is what we know:

    • Over 20 million private sector jobs lost, dwarfing the just over 700,000 jobs lost in March
    • Unemployment rates of over 15% will be reported, but upward of 24% unemployment likely exists, according to Neel Kashkari, President of the Federal Reserve Bank of Minneapolis
    • April job losses were more than double the total jobs lost during the Great Depression, according to ADP’s National Employment Report

    Despite all this, we at Outmatch have been tracking the inputs to hiring and are cautiously optimistic. Each year, we track hiring activity and data of over 12 million candidates. Over the last 60 days, we have seen a drop in hiring activity, but our data is now showing an uptick.

    Recent Increase in Hiring Activity

    Findings from Outmatch Digital Hiring Platform over the last 60 days

    Our data is showing increased hiring activity in the sectors most impacted by the coronavirus, as well as increased activity in real estate, finance, and business services. The movement up is gradual and there will still be ups and downs, but we thought it was important to share some optimistic news.

    Digital hiring and remote work emerging as trends

    With a focus on people returning to work, we are also seeing a shift in how our clients think about hiring and the work environment. Two trends we are seeing gain momentum are:

    Digital hiring:

    Expected large candidate pools, an inability to bring back all furloughed employees, and a continued need for social distancing are causing us to think differently about our hiring processes and how we bring employees back to work. The questions being asked are:

    Remote work:

    Some organizations went from no one working remotely to everyone working remotely. There was a scramble for processes and technology, but now settled in, we are seeing our workforce is productive and some are even thriving. The change has caused us to ask:

    • Do all our employees need to be in the office to be productive? If no, can I expand my candidate pools?
    • In addition to what jobs work best being remote, what competencies does someone need to be a successful remote worker?

    We have found the data and observations interesting and would love to hear your strategies as you think about hiring and remote work and would be happy to share some of the innovative things we are doing with other clients.


    Robin Stenzel
    Chief Solutions Officer, Outmatch

  3. How Crisis Has Shifted Hiring in 4 Big Industries

    After years of growth and low unemployment rates, there’s no question that the COVID-19 pandemic changed the hiring landscape almost overnight. By mid-April, the number of unemployed reached 22 million, wiping out a decade of gains in just four weeks.

    At the same time, the crisis created a boom in certain pockets of the economy, including essential businesses and businesses that had (or were able to quickly pivot to) an online model.

    Since the crisis began, our data shows a spike in the number of companies using video interviewing software. This tells us two things: that hiring is still happening, and that video is key in supporting the shift to a digital model, one that may stick around long after the outbreak ends.

    Leading the shift to digital hiring are these four industries:

    1. HR and staffing
    2. Manufacturing
    3. Health and medial
    4. Retail

    Graph of video interview adoption by industryOther early adopters include baking and financial services, education, sports, and IT. Here’s a look at what’s happening in the top 4 industries: 

    HR and staffing

    It seems only logical that HR and staffing would be among the first to adopt video interviewing, as they represent a cross-section of industries. Outside of specialized staffing where demand has fallen, companies continue to rely on these services during the pandemic.

    While the staffing industry has shown it’s ability adapt to a digital model, there’s concern about hiring managers, who are in uncharted territory. As Human Resource Executive magazine points out, “Managers typically receive training in the basics, but now, we’re in a whole new world. How do we help them through the nuances of video interviewing, virtually onboarding new hires, building a virtual team?” 

    Getting the right tools in place makes this transition easier, especially as hiring slows in some industries and picks up in others. And should remote work become more popular on the other side, the organizations that took the time to prepare will be well-positioned when the hiring resurgence happens. 


    In manufacturing, supply chain disruptions have some companies ramping up production to meet increased demand. Similar to HR and staffing, manufacturing touches multiple sectors, including many on the frontlines.

    Reports USA Today, GE Healthcare is hiring additional manufacturing employees to help meet the need for personal protective equipment like face masks as well as ventilators, CT machines, ultrasound devices, mobile X-ray systems and patient monitors. The same is true of cleaning supply manufacturers and others creating newly necessary items.

    The only problem is, as MarketWatch shares, “In the manufacturing industry, many employers are actually struggling to fill openings because the positions have become more technically sophisticated than they were in past decades.” 

    Here’s where the right recruiting technology solutions can help these organizations source, screen, and assess potential candidates, working to make sure reqs are filled with the right people, even when in-person interviews aren’t an option.

    Health and medical

    Since the U.S. declared a public health emergency at the end of January, health and medical organizations have been working around the clock to find workers to take care of patients.

    The Office of Personnel Management even implemented new guidelines as part of its COVID-19 Excepted Service Hiring Authority initiative to expedite the hiring process. States like California have changed the rules to “free up more doctors and nurses,” contacting those already retired and relying on the support of advanced students.

    The health and medical arena are also in the midst of digital disruption, as telehealth becomes increasingly useful. 

    Between the need for qualified talent and a call to move patient interactions online, video is apt to serve a larger number of organizations in the coming days, weeks, and months. No surprise that a quick Indeed.com search for “healthcare” in the U.S. yielded close to 65,000 openings, ranging from medical assistants to patient care specialists. 


    Though retail as a whole isn’t doing too well, with temporary and permanent closures across the country, there are pockets of hiring going on. Most of this activity is taking place in grocery and hardware stores, both of which are considered essential in most states, including the hardest-hit like New York and New Jersey. 

    Convenience store chain 7-Eleven is hiring 20,000 for positions across the U.S. The parent company of Safeway and Acme is looking to hire 30,000 new associates. In March, Kroger was planning to hire 10,000 new workers but ended up hiring more than double that. Tractor Supply Co. and Ace Hardware are following suit, while online retailers like Amazon continue adding to their workforce, hiring 100,000 in March and another 75,000 in April.

    Even for temporary roles, high-volume scenarios necessitate a structured approach to hiring, one that makes it possible to interview multiple candidates in a short time frame. 

    When the pandemic ends…

    It will have changed recruiting and talent selection as we know it. If you’re considering making digital hiring part of your strategy, you’re in good company. No matter what industry you’re in, digital hiring will provide a way for you to continue operating in crisis, or support you on the road to recovery.

    Learn more about the benefits of digital hiring, or use our digital hiring solutions free for 60 days.

  4. How to Get the Most Bang from Your Pre-Hire Assessment

    Pre-hire assessments come in different shapes and sizes, and there’s more than one way to use them – which makes versatility one of this technology’s most intriguing benefits. Post implementation, organizations often discover exciting use cases and additional value from a tool that’s historically been a one-trick pony.

    For some organizations, using a pre-hire assessment means testing for job-critical soft skills and cognitive abilities before investing in a new hire. For others, the assessment is used to provide a bias-free understanding of a potential hire’s culture fit, which job in the company they’ll be best at, or how their personality and work style will contribute to the team. 

    How and when you use your pre-hire assessment is up to your organization’s talent acquisition strategy, but to ensure you get every drop of value from your chosen solution, here are a few things to keep in mind:

    Choose an assessment that’s easy

    The last thing you want is a promising solution that could have been great – if only people had used it. 

    To help grease the wheels for adoption and change management, choose an assessment with a simple and intuitive UI. This is important for reporting and analytics, too. Modern assessments have come a long way, so look for one that empowers your teams to make quick and intelligent decisions, without needing to be specially trained or have an I-O psychologist nearby to interpret the findings.

    The assessment experience should be equally friendly for candidates. Many newer assessments can be completed in 10 minutes or less, using images, optimized test design, and even games to keep candidates engaged while collecting valuable information about their potential for success and ideal career path.

    Connect with a video interviewing tool

    Most companies are already using some type of assessment, and adoption of video interviewing software is on the rise.

    Together, these tools make a perfect team, with assessments providing much-needed data and objectivity, and video interviewing adding a human layer that allows candidates to express their uniqueness and be seen as a person, not just a score. According to Deloitte Insights, “Video interviewing can reduce pre-hire assessment questions from 200 to just five and raises the possibility of one-interview hires.” That’s a heck of an endorsement!

    The best thing you can do is integrate these tools into a seamless workflow for candidates. Just as important, you want results to be seamless for hiring teams. Rather than seeing assessments and video interviews as separate data points, find an integrated solution that can aggregate information into a comprehensive candidate profile.

    Stay agile with AI

    How can assessments predict success when jobs and skills and companies are constantly changing?

    If you’re going to use an assessment to match the right person to the right role at the right time, then you need the right profile one that’s been proven to work in organizations like yours, or a custom profile. Or, you might be using an assessment to measure culture fit, something that’s less job-specific. Either way, precision is key, and you need a solution that can use data from successful hires to create the perfect profile for your needs.

    This is how machine learning works in the world of assessments, taking in continuous streams of information, analyzing the data, and improving on its performance. This approach ensures the assessment is an accurate predictor of success, even in super-agile environments. No matter how your business pivots, an AI-powered assessment will keep pace. 

    Integrate post-hire

    Assessments are deeply rooted in the talent acquisition space. Hence the name “pre-hire assessment.”

    But, the best way to get more bang for your buck is to use this talent acquisition tool outside of TA. Take hi-po identification, for example. Gartner tells us that “high-potential employees exert 21% more effort than others, and have a 75% chance of succeeding at roles that are critical to business performance and the future leadership pipeline.” The problem is, without a way to identify hi-po’s in your company, you won’t be able to tap into or develop their potential. 

    From talent discovery and internal mobility to career pathing, development, and succession planning, assessments help in every instance – if you leverage them. So, break out of your comfort zone and forget what assessments are ‘supposed to do.” Instead, imagine what they can do. 

    Explore what’s new in assessments

    With more companies using assessments than not, it’s fair to say they’ve become a talent acquisition staple, adding important structure and rigor to the hiring process.

    That doesn’t mean you can’t get creative and have a little fun with assessments, too. There’s a wave of next-gen assessments on the market offering flexibility, engaging experiences, and analytics that didn’t exist before without sacrificing the predictability organizations have come to know and respect about these solutions.

    Finding the right use for your needs requires careful thought and consideration, paired with a healthy dose of experimentation. When it comes to getting your biggest bang, it’s up to you to push the limits!

  5. HR Tech 2019: Top Trends from Josh Bersin’s Keynote Address

    The world’s largest HR Technology Expo was jam-packed this year, with over 10,000 in attendance at the Venetian in Las Vegas.

    The industry’s beloved Josh Bersin gave the opening keynote address, with a forward-looking discussion of trends in the market as well as opportunities and challenges facing HR leaders today.

    Bersin’s insights set the tone for the conference on navigating the coming year, and the 500+ HR technology vendors in the expo hall below. Here’s a recap:

    “We’re not building software for HR anymore—we’re building it for employees.”

    The photo above from Bersin’s keynote address says it loud and clear: Employee Experience is king. HR leaders are hungry for employee-centric tools, and so, we’re seeing a new wave of ‘experience’ providers emerge.

    This focus on experience is a response, not only to the tight talent market, but to the uncomfortably high burnout rate – according to CNBC, nearly 40% of employees say they’ve considered quitting their jobs because of burnout.

    With that in mind, the conundrum we face now is: Can we squeeze more productivity out of employees? Maybe, but this shift in the market seems to show that giving employees more ownership of their experiences and discovering what’s important to them is equally important.

    “AI is more mature in recruiting than any other part of HR.”

    This statement spotlights the fact that innovation in HR technology is still largely focused on Talent Acquisition. Which is great, but there’s also a huge opportunity to drive innovation on the post-hire side of the house.

    In his keynote, Bersin called out that 2/3 of people say it’s easier to find jobs outside versus inside their companies. That means, even if we have great development programs and learning content, something’s still missing. How do we discover employees’ skills and potential so we can match them to programs and content – before they’re out the door?

    “We need discovery tools on top of learning management,” Bersin concluded. So, expect to see more emerging tech that points AI and selection logic inward to help companies discover their internal talent marketplace.

    “Curiosity is actually becoming a competency.”

    When we think of the skills gap in the workforce, our minds usually go to technical skills, like programming. But, as Bersin pointed out, most people have good software skills coming out of college.

    What companies need most, he said, are behavioral skills. Because repetitive, assembly-line-type tasks have been automated, CEOs are now looking for curiosity and creativity in their people.

    You might use different words, like ‘agility’ or ‘innovation’ or ‘entrepreneurial spirit,’ but the point is, these behavioral skills are just as critical to the future of work as robotics and engineering. So, start thinking about how you identify curiosity, and how you catalyze creative thinking across your organization.

    We hope to see you next year at HR Tech 2020!

    Until then, please feel free to check out our resources and learn how Talent Discovery can prepare you for the future of work.


  6. Machine Learning vs. Predictive Analytics: What HR Should Know

    If you thought machine learning and predictive analytics were one and the same, you’re not alone.

    Though the terms ‘machine learning‘ and ‘predictive analytics‘ aren’t interchangeable, they are complementary – less like apples to apples and more like apples and caramel. Excellent apart and unstoppable together.

    Food metaphors aside, in today’s hyper-competitive landscape, the only way to get ahead is to be future-ready. To predict things before they happen so you can put your business in a favorable position. Luckily, with all the data that’s available to HR, you don’t have to be a soothsayer to answer questions like:

    • Which candidates in our applicant pool will become top performers?
    • Who on our staff has the greatest growth potential – and who is at risk of turning over?
    • When will I experience my next staffing shortage?
    • What will my expected time to fill be in next year’s economic climate?
    • How will projected business growth effect employee engagement?

    Machine learning and predictive analytics can work together to answer HR’s most burning questions.

    How does it work? Think of predictive analytics as the what and machine learning as the how.

    Predictive analytics is a practice that attempts to quantify possible future events. Predictions are made by finding patterns in current and historical data, often through sophisticated mathematical and statistical models.

    Fun fact: Predictive analytics dates back to World War II when it was used to decode encrypted German messages.

    Machine learning is a way to apply AI to predictive analytics so that predictions can be made without human guidance. Machine learning gives us a superhuman edge because its algorithms can analyze massive amounts of data and identify every possible pattern (and remember – patterns are key to predictions!)

    While predictive analytics can be done without AI, machine learning unlocks new predictive power. Free from the constraints of human analysis, machine learning can use continuous data streams to make real-time predictions, then analyze the outcomes and improve its own performance.

    How can your HR team bring machine learning and predictive analytics into practice?

    As other arms of the business (looking at you, Marketing, Finance…) sharpen their predictive intelligence, the expectation is that HR do same. But where to begin?

    If our peers can predict buying patterns and market trends, then the same capability should be available to HR. And it is! In fact, it’s built into many of the tools that your team is using today, or will be using in the near future.

    Modern pre-employment assessments, for example, are really predictive analytics tools using machine algorithms to identify the highest potential candidates in your applicant pool. You’ll also find predictive analytics and machine learning in resume screening software, recruiting chatbots, and video interviewing platforms, which are beginning to use speech and facial analysis to predict job performance.

    Whatever tools you chose, make sure they’re tied to the questions you’re trying to answer (Who are our high potentials? Where are our risk areas? What resources will we need…?). Implementing predictive analytics or machine learning without a defined purpose won’t do you any good. It can even get you into trouble.

    So go! Explore the brave new world of HR and become the strategic player you’ve always wanted to be. But also, be smart and don’t succumb to everything that’s shiny and new – especially when it comes to AI.

    For help cutting through the hype and investing wisely in new tools…

    Download the HR Buyer’s Guide: How to Evaluate HR Tech in the Machine Learning Era.

  7. HR Technology: How to Avoid Bias

    2019 is a big year of growth for your organization, and your Human Resources department needs help reducing time spent on repetitive tasks so they can focus on recruiting the right candidates and strengthening the team.

    Now for the task of vetting HR software products with buzzwords like machine learning and AI that all make lofty promises. Finding the right solution – whether you’re looking for a chatbot, a video interviewing tool, an onboarding assistant, or a performance management platform – can be a daunting task.

    The good news is, you don’t have to be a software engineer to know the right questions to ask about how these products leverage machine learning and AI. The differences between ‘black box’ and ‘gray box’ technology is one subject of which a high-level understanding will guide you in making the right decision.

    What you need to know about HR technology: ‘Black box’ vs. ‘gray box’ 

    Because machine learning and AI are reliant on the data that goes in to generate answers, even the most sophisticated algorithms are subject to human error and bias. Simply put, if the data going in is biased, the results may be as well (which is what happened with Amazon’s AI recruiting tool in 2015). Here are a few quick tips that will help guide your conversations as you dig deeper into different software providers. 

    Beware of the black box.

    Black box technology is prescriptive and claims it can make decision on behalf of the experts in your department. In a human-first industry like HR, it’s critical to avoid solutions that (1) remove humans from decision-making, and (2) don’t provide transparency into how decisions are made. Considerations like diversity and inclusion may fall to the wayside without human oversight. 

    Stay in the gray.

    Gray box technology is suggestive and delivers recommendations rather than final answers. This keeps humans in the loop and helps avoid unintended bias that can occur in black box technology. Coupling recommendations with insights into the data and what the algorithm was looking for, gray box solutions arm your team with powerful knowledge to make more informed decisions with a personal touch.

    As you begin conversations, remember that utilizing AI and machine learning isn’t a magic bullet capable of solving all your HR problems. A product merely arms the talented people on your team with information to help them make more informed decisions and manage their processes more efficiently.

    To learn more, check out our webinar: How to Keep Your Hiring Process Human in the Age of Automation.

  8. Video Interviewing: A Must-Have for Recruiting in 2019

    Video interviews and soft skills tests are largely replacing the traditional phone screen, says LinkedIn’s 2018 Global Trends Report.

    Video interviewing is being hailed as one of the newest ways to identify top performers. It can be as simple as turning on your webcam, but the leaders in this trend are seeing the most success with made-for-recruitment interview platforms, which include structured interviews, collaboration tools, and consistent evaluation across candidates. According to SHRM, some companies are even incorporating skills and behavioral assessments powered by AI within their video interviews.

    Of the 9,000 talent leaders and hiring managers surveyed in LinkedIn’s Global Trends Report, 18% said they have mostly or completely adopted new interview tools, and 56% rated new interview tools as an extremely important. If you’re still on the fence, here are the top 5 reasons to embrace video interviewing:

    1. The new generation loves video.

    Now that you’ve mastered the class on how to recruit Millennials, it’s time to set your sights on an entirely new generation: Gen Z. They’re entering the workforce in waves, and because they’ve lived their whole lives in the digital age, they’re more comfortable with video than any other generation. To them, anything that doesn’t utilize video is archaic.

    2. Expand your recruitment reach.

    If you want to cast a wide and attract a diverse pool of candidates, video interviewing is the tool you need. It’s also perfect for remote positions, college recruiting, and internship programs. With video interviewing, you can connect with candidates anywhere in the world, regardless of location.

    3. Screen candidates 3x faster.

    After adopting video interviewing, Adidas reduced initial candidate screening time from 60 minutes to 20 minutes. Virgin Atlantic improved recruiter efficiency by 3X, and Retailer Bealles reduced overall time to hire by 56 days. These are just a few examples of what you can accomplish with video interviewing.

    4. Consistency leads to quality.

    Research shows that consistent interview questions leave less opportunity for unconscious bias, and a scoring systems create much-needed structure and accountability in interviews. The right video interview platform will include both of these, resulting in better quality hires for your organization.

    5. Show you’re savvy.

    Top candidates want to work for companies that are current and relevant. By using video interviewing, you’ll be seen as innovative. Plus, with video, you’ll be able to showcase your company’s purpose and people, and make candidates feel a part of your company even before they step through the door.

    To learn more, download the The Ultimate Guide to Video Interviewing.

  9. HR Leaders’ Top 5 Tech Investments for 2019

    HR leaders tell us which of SHRM’s top HR trends they’re most likely to pursue this year.

    Earlier this year, SHRM released the Top HR Tech Trends for 2019. Here are 5 areas where HR leaders are really leaning in:

    AI-Driven Technologies. While new AI technologies are being adopted everyday, HR technology leaders are becoming more diligent about AI tools. There are a lot of exciting applications of AI, and there’s also a lot of hype, so we’re seeing increased scrutiny to test its effectiveness and search for potential bias.

    New Opportunities for Measurement. We’re starting to see organizations take a nontraditional approach to measuring things like employee engagement. New listening-based techniques enable employers to track where employees are spending time, how they’re using internal collaboration networks, and more. This is a big change from three years ago, when 89% of companies were using an enterprise-wide survey to assess engagement, according to Gartner.

    Specialized HRIT Roles. An HRIT specialist is 1.5X more likely to be responsible for data security and technology configuration decisions than IT or functional roles, according to a 2018-2019 HR Systems industry survey. We’re seeing more of these specialists in HR than in finance or marketing because HR deals with more data privacy and integration issues than most other disciplines.

    Specialized Point Solutions. Organizations are showing a renewed interest in technology and innovations from small, emerging vendors. Now that integrations with larger talent management suites can be completed in days or hours instead of months, organizations have the flexibility to implement specialized solutions in recruitment, performance management, and engagement, to name a few.

    Push Recommendations. This trend is all about finding employees at the point of need, whether that need is learning and development content, onboarding information, benefits selection, or something else. This is a great way to deliver customized content at exactly the right moment – an important shift away from formal classroom training and the traditional information dump.

    These are just 5 of the top HR trends reported by SHRM, and we know organizations can’t pursue everything at once. We asked 100 HR leaders in a recent webinar to tell us where they’re most likely to invest this year.

    • 33% said new opportunities for measurement
    • 23% said AI technology
    • 19% said specialized point solutions
    • 16% said push recommendations
    • 9% said specialized HRIT roles

    With so much technology and so many exciting avenues to pursue, HR is in a position to impact the business like never before. The challenge is not, what can we do, but rather, how much can do to drive the business forward? This will depend on alignment with business strategy and smart HR tech investments.

    To learn more about trends, the future of HR, and how to maximize success in Talent Management, watch our on-demand webinar: How to Build a High-Powered HR Machine.