Busting HR Technology Implementations in Recruitment Myths

It would be hard to underscore the important role technology plays in HR. The software has increased efficiency, leading to higher productivity. Now, candidate sourcing and recruiting are so much easier with the right tools.

Applicant tracking systems, for instance, give companies a ready pool of candidates. The other is AI recruiting platforms. These tools have increased diversity and inclusivity by removing bias. Yet, an industry report shows some of the challenges to the proper use of HR tools.

Many companies do not see a return on investment (ROI). It could be because they do not make the necessary internal changes. Or perhaps, they are investing in the wrong technologies and have inaccurate expectations.

Another contributing factor could be the myths behind such tools. But don’t worry. We are here to debunk these recruitment myths.

Top Recruitment Myths About HR Technology

Only Large Organizations Need HR Technology

Smaller companies may shy away from adopting HR technology. The main fear is that such tools are too expensive. That means only larger, more established companies can afford them.

The reality is the technology field has evolved and expanded over the years. Many software developers and vendors have products that cater to all price points.

There is also the option of free tools available online. Of course, the functionality with such can be pretty limited. But, if the company lacks resources, they can, in the interim, use such.

Smaller companies do not even need to invest in recruiting technology. Hiring recruitment process outsourcing (RPO) services still give them access to such benefits. These RPO companies have one critical role. And, that is to offer talent acquisition solutions.

RPO consulting companies invest in the latest HR recruiting tools. They use them for the sourcing and recruiting processes.

The software allows them to cut down recruiting time. AI increases diversity in the workforce. Talent mapping allows companies to benchmark and plan their work.

Read: 6 Ways a Human Resource Management Software Will Be Useful for Small Businesses

Recruitment Technology Is Hard to Use

One of the major stumbling blocks to the adoption of technology is fear. There is the fear that the software could be too complex. Another misconception is that the only way to use technology is to have IT knowledge.

We cannot dismiss this as a baseless argument. Indeed, some recruiting software has a steep learning curve. Take the example of AI Technologies. Such depend on the HR team to feed them good quality data. Only then can the tools develop the right algorithms to do their work.

But, tons of HR systems are easy to use, even for beginners. All the teams need is a simple walkthrough of the different features and how to use them. Some developers have online tutorials or webinars. These are valuable resources for new users.

Measuring ROI Is Difficult

It is easy to get lost in the cost of installing the technology. It may seem pretty high in the initial stage. Indeed, this goes back to our first point. But, the best way to go about measuring ROI is to look at it in the long term.

One direct benefit of technology is higher productivity. This is due to efficiency and streamlining of work. Cloud facilities remove the need for physical infrastructure.

There are also savings in removing maintenance and support of cloud facilities. Finally, we can’t forget that the company can operate with a very lean HR department.

Yet, a proper ROI analysis should not focus only on monetary aspects. The tools will transform HR from a strategic and operational standpoint. With better management of practices comes tons of benefits. There is higher morale amongst the teams, better staff engagement, and much more.

Read: The Benefits of Implementing Low-code Software for HR Departments

Technology Will Replace the Human Aspect in HR

The ongoing debate is whether technology will replace human beings in the workplace. The fact is such tools can handle work faster and with more efficiency. But, we do not foresee a day when machines will replace the human aspect in HR.

Such tools come in as an aid to fine-tune the processes. They also take up repetitive and time-consuming tasks. It allows HR to concentrate on other areas.

Proper implementation of recruiting technologies is critical. Take the use of AI software as an example. A company can create better experiences for the candidates. HR can also use the tools to personalize communication.

Further, potential recruits can get speedy responses to queries or concerns. The truth is, some candidates will not even realize they are talking to machines.

Zero Privacy with Recruiting Technology

One of the strongest selling points of most recruiting technologies is cloud storage. But, the rising cases of cybercrime do not do much to boost users’ confidence. There is a concern that cybercriminals can get easy access to company data.

Yet, cloud technology is safer than any physical hardware. HR files in physical forms can be susceptible to damage from fires or floods. Anyone who has keys to the storage room can get their hands on the information.

This is unlike the cloud, where information is safe from physical damage. The admin also controls who can get the data by assigning privileges.

Read: Top 10 Reasons Why Your Business Needs to Embrace the Cloud

Cloud service providers ensure the highest levels of security. Leading providers include Amazon Web Services, Google, Microsoft, and IBM. Such companies would not stake their reputation on ineffective security systems.

A 2021 CNBC report shows that Microsoft put aside $20 billion towards cyber security. They plan to roll this out over the next five years. Growing cyber insecurity pushed the company to quadruple the amount from previous years.

Focusing on security features when investing in HR technologies is crucial. Who are the cloud partners, and what kind of measures do they have? At the very least, the package should come with data encryption and firewalls. Other critical features are intrusion detection and secure authentication.

Security also depends on the HR. Factors like strong passwords, multi-factor authentication, and assigning user privileges will help.

Final Thoughts

Technology has changed the HR recruiting process. There is higher efficiency, resulting in greater productivity. They also take over time-consuming, repetitive tasks. Such would take hours or days to complete. The software also reduces human error, which is common with manual processes.

Unfortunately, the implementation of recruiting technologies has led to some common myths. This has had a significant impact on the uptake of such tools. Understanding and debunking the myths is critical. That is if the company hopes to remain competitive.

 


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