Digital Tsunami in Human Resources: A Quick Look

By Published March 21, 2017
Digital Tsunami

Our digital world is already undergoing various changes. The domain of recruitment and human resources is no exception to the rule. Digital tsunami or digital disruption has already forayed into the realm of HR and reshaped the processes considerably.

Needless to say, the wave of digital disruption in HR has managed to transform not only the way, recruitment is conducted but also the overall employee experience of an organization. Studies and statistics have revealed, organisations where the digital tsunami has already forayed in, has been more successful in the following ways:

  • 2% decrease in employee turnover
  • 7% increase in internal job fill rate
  • Up to 5.4% increase in productivity

Digital Tsunami

The report, titled Building the Digital HR Organisation, says using the right digital technology is critical to the future success of HR.

Aspects of Digital Tsunami

Some aspects of digital disruption/tsunami in HR are explained in the below paragraphs. Let’s take a look:

#1. Artificial Intelligence

Artificial intelligence (AI) or AI along with Robotics Process Automation (RPA) are the major elements of the digital tsunami that has surfaced in the domain of Human Resources. Today, in recruiting, AI is helping to make better candidate choices. The algorithms of AI contribute to creating a personal profile of candidates and extracts insights about whether the likely candidates would be a good match for the job or not. This technique is applicable while hiring passive candidates as well.

#2. Speed and Scale

The next major aspect focusing on the significance of digital tsunami in HR is the speed and magnitude of growth that companies have registered. Organisations that were born post the digital era have successfully increased their business manifold and have overtaken enterprises that were launched before them. For example, Airbnb (begun in 2008) is currently valued at more than $25bn which makes them bigger than Hyatt and Intercontinental.

Organisations these days make use of social, cloud-based HR tools, mobile, videos, app, data, and geolocation to engage employees in the long run. Apparently, digital tools make all these possible at almost no cost.

#3. Machines and Humans

The debate, as to whether machines will replace humans in the next gen HR department is an ongoing process. However, the answer is nuanced. Machines are good at doing ‘mindless’ tasks. However, jobs that depend on social skills and involve complex human interactions are bound to stay with humans. Those who can master the art of working with machines will thrive in the next-gen workplace. And the HR will certainly have to learn to work with robots, who will eventually be a part of the future workforce.

#4. Simplified Access to Information

Another major focal point of digital disruption in HR is the simplified access to information. A chatbot or a robot can provide answers to routine queries that employees usually have regarding organisational policies. The bot can tell the job applicant about the specific skills required and also help in training people with required knowledge.

From the above information, it can be said that the wave of the digital tsunami in HR is not only about technology foraying into the domain. It is also about changing the current mindset of employers and employees alike regarding recruitment, hiring, on-boarding, employee engagement and much more. However, digital tsunami or digital disruption in HR, will not give us the luxury of time. What organisations need to embrace is fast.

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  • Sumit Kumar

    nice…very informative blog