A Strong HR Approach for 2020

How to Build a Strong HR Approach in 2020

With just a few weeks into the new decade, we’ve highlighted some of the current trends we’ve seen in the industry that will help you build a stronger HR approach in the coming year.

1.    Recruitment Chatbot

We have seen a huge increase from companies incorporating HR chatbots on their careers site. A recruitment chatbot is an HR software that mimics human conversational abilities during the recruiting processes. What’s great about chatbots is they can collect a candidate’s CV or contact

information as well as screening questions about the candidate’s experience, knowledge and skills,

saving recruiters a lot of time when it comes to top-of-funnel recruiting activities.

This HR software allows companies to streamline the application process while also promoting your company image to be innovative and efficient by allowing users to get their questions immediately answered.

2.    Artificial Intelligence Software

There’s no doubt you’ve heard this term being thrown around the last year. AI presents a terrific opportunity for HR! AI makes HR more effective by allowing staff to spend less time on repetitive and administrative tasks and to rather focus on more strategic approaches to the hiring process.

Not only is it great during the hiring process but it can allow you to access your HR business data, plan digital training opportunities and track their training progress as well as view and updating employee information.

3.    HR Automation

HR automation is the future of HR process management. HR has always been thought of as a very manual department, however this is all changing with new HR software being adapted. Automation in HR means enhancing the efficiency of the HR department by freeing employees of laborious, manual tasks and allowing them to focus on more strategic and complex tasks.

Popular HR automation can include employee onboarding, employee timesheets, leave requests performance reviews and exit interviews. If you’re looking for HR software, then make sure your new software has the following features available: actionable insights, omni-channel access, quick integration, automated alerts and dynamic workflow.

4.    HR Analytics

Again, this is not a new concept however it doesn’t mean that HR departments are putting analytics into good use. HR analytics is a data driven approach that analyses people related problems.

Collecting and analysing this data, will provide HR departments with better decisions based on raw data rather than intuition.

An example of using analytics in HR software is to understand why there is high employee turnover. First, you will need to determine the metrics such as resignation rates, performance, promotion, salary increases and then look for correlations.

There’s so much data and insights you can extract from an HR solution, if you follow the above

recommendations in your HR department there’s no doubt you will see an increase in efficiency as well as ensure that you are attracting the best candidates for your business.