How mobile is transforming enterprise HR.

Una Rorke
On: 28 Feb 2019
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Three Business Blog, How mobile is transforming enterprise HR.

Many businesses are breaking ground in the automation of their customer interactions, e.g. using chatbots. Others have mobile-optimised and even interactive websites. Forward-looking organisations are now capitalising on these technologies to make internal functions such as Human Resources (HR) more efficient and effective.

The days of the A4 hard-copy job specification and the CV in the post are long gone; particularly in the Irish economy where high-employment makes the recruitment marketplace a competitive one, and a young workforce requires it to be mobile-friendly too. We are in the day of the recruiter as the marketer. Finding job vacancies, researching the employer, applying for the job, arranging the interview and sometimes even interviewing for it – every step must be quick, easy, online and designed mobile-first.

Job hunters want a real feel for your working environment before they set foot through the door for an interview. A video of ‘Colin from Sales’ showing them around the office, the coffee machine and the canteen can help your organisation stand out and do more to attract potential recruits than a list of benefits and holiday entitlements.

While this can help attract candidates and even weed out some of the poorer fits, it should be remembered that the more you tell them about your business, the more accurately it has to reflect your brand. Unsuccessful applicants may still be customers and other people may view the video, so while Colin from Sales may be the front man, a little help and direction should be provided in helping him craft his message. Reasonable production values will help ensure that his video is on message. Recruiters must bear in mind that in the online world they are also marketers and brand guardians.

The no-interview interview.

For applicants who decide yours is the workplace for them, there’s no need for them to physically visit your premises just yet. The next level of sifting can be carried out online and can be automated to a greater or lesser extent. Candidates can video themselves on their phones as they answer a set of questions, which are designed to identify the most or least suitable candidate for a face-to-face interview. This saves huge amounts of time for HR and eliminates the need to arrange a mutually convenient time for the applicant and HR to meet.

An even more advanced, AI-enabled solution is available that uses facial recognition technology to judge expressions and assess the truthfulness of candidates’ answers. Less advanced but equally helpful is an online calendar that allows interviewees who reach the face-to-face stage to self-select their interview date and time.

Mobile employee management.

While it is the recruitment process that has seen the greatest changes in HR in recent years, there have also been developments in the management of existing employees. When the successful applicant becomes the raw new recruit, mobile still has a key role to play. Instead of a time-consuming familiarisation meeting to instill company culture, or a lengthy handbook to explain company rules, the same information can be made available for employees to read or watch anytime, anywhere. HR will, as always, be available to answer the questions or address the issues that don’t quite fit the standard template, but now at least they will have more time to do so. Those questions and issues outside the norm are examples of aspects of HR that are unlikely to ever be automated. Making holiday booking queries available online is relatively simple, however programming empathy and support into a chatbot so it can offer extra time off for a bereavement won’t be possible for many years, if ever.

Putting people where they count.

Removing human interaction from the areas of HR where it adds no value frees-up the HR team’s time to spend where it counts, i.e. addressing more personal issues such as personal development, performance management, workplace bullying and areas where human complexities demand human intelligence and soft skills. This combination of digitalisation, automation and a greater emphasis on the more caring side of HR can help to significantly increase employee satisfaction.

From recruitment to on boarding to retention, the mobile technology is there for HR departments to adopt as much or as little, and as basic or advanced, as they wish. By reducing unnecessarily time-consuming, repetitive tasks, mobile can take more of the human out of Human Resources, but increase the humanity.

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