In recent years, there has been a flood of HR technologies hitting the market, with new solutions for digitizing labor-intensive tasks. Candidate sourcing, resume parsing, interview scheduling and other responsibilities can now be automated, freeing up recruiters for the important work of engaging candidates.
The competitive advantage is clear: The companies that leverage HR technology quickly and effectively will acquire talent faster and more cost-effectively. Yet, HR is not in the traditional realm for tech-centric innovation, and that can create uncertainty.
"While most HR leaders have a clear understanding of the impact that technology can have on their day-to-day operations, they might lack the deep domain expertise to really understand how technology can enhance their work, as well as how to change their processes to incorporate technology," writes Roop Kaistha, regional director — Talent Innovation Centre, APAC, Randstad Sourceright.
As such, HR leaders should partner with their CIOs for HR technology adoption to draw on the latter’s expertise in procuring and implementing new solutions, as well as their understanding of process and change management.
"As HR leaders look for more opportunities to leverage innovation to make their talent strategies more impactful, they will undoubtedly need the support of their CIOs," Kaistha continues. "If IT can help educate and support their HR counterparts, the journey of digitization will be much easier."
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