In a world where we are connected not just via tools and platforms but by data sets that overlap and interlock within systems, the HR technology space saw a renewed focus in the last 5 years.
The pandemic drew leadership attention towards investing and upgrading their tech stack within HR and made HR leaders more aware and sensitive to using technology to manage remote teams.
In the midst of all this, we still maintained the human connection backed by technology. Economic conditions took hiring from an all-time high to stagnant growth but the need for disrupting technology used by HR teams globally has never been more prominent.
From hiring to talent management, layoffs to upskilling the needs of the business in this modern era are putting more pressure on HR leadership to solution and scale in tandem with the fast paced ever changing business landscape.
While building Skanjo.com we too realized how our tech stack has to be in line with the current times to enable companies and candidates to hire in a seamless, efficient and cost effective manner.
We introduced “Audio Job Descriptions” as a feature because we realized that millennials are more adept to consuming short format content. This helped us build a more intimate humane connection between companies and candidates even before they apply, thus a better candidate experience.
The challenge before the HR community is to think out of the box. Our need to solve problems quickly cannot compromise on creativity and make us integrate existing platforms without thinking through the experience users get.
With technology now no longer a catch phrase, how are HR leaders going to help develop tools and processes for the next decade?
Leaders within HR, more than ever, need to question every aspect of tools, systems, processes at their disposal and become change makers that turned the tide in making HR technology for the future.
With companies innovating to make business solutions better, HR will also need to make the overall people experience better.
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