Vice President of Global Solutions
What’s the single most dramatic shift you see happening in the HR tech space today?
Technology continues to transform the global talent marketplace, with the rise of automation (more than 50% of the activities in the U.S. economy are susceptible to automation) and the shrinking shelf life of skills. We’re simply not operating under the same rules that were in place just five or 10 years ago. The majority of candidates (and jobs) can now be found online and via smartphones. Employees and job seekers are more informed about opportunities than ever before, making them more agile than ever. And, gone are the days where the skills an employee acquired while getting a college degree are enough to sustain them throughout a career. Led by this growing skills shortage, demographic shifts and the new rules of work, the competition for talent and getting hired has reached a new level.
How can HR leaders best make the business case for HR technology investment?
In a market so noisy, data is a super power. Just think: Every function within an organization, from supply chain to finance, that has upped their game has used data to do so. As I meet one-on-one with companies big and small around the globe, what I’ve learned is that every good leader knows that companies win or lose based on their people, or really, on the quality of their teams. But you can’t build great teams if you don’t know anything about the people on them. The challenge is, there’s poor visibility into the talent companies have, the talent they need to find, and the talent they can develop. Only 8 percent of organizations report they have usable data about talent, and we know from our customers that the data they do have access to is often stale and disconnected. Backed by the right technology, HR leaders–and their business partner–will be armed with the data and insights they need to build teams that can navigate the changing world of work.
How is HR technology changing the way people work?
In a world driven by division and uncertainty, where employees have countless options and make career altering decisions in real-time, companies must act just as quickly to engage, develop and retain their employees. Employee engagement is quickly becoming one of the most important indicators in gauging organization health and employee happiness. Technologies, such as Glint’s people success platform, is built on a new approach that is changing the way organizations engage and develop their people. Through understanding employee sentiment and empowering managers with the right actionable insight companies can build stronger cultures where people are happier and can do their best work.