Q&A with HR Tech Influencer: Kelly Kauffman

The role of HR leaders has never been more important, as organizations struggle to keep up with near-daily changes to the world of work ushered in by the coronavirus pandemic and other global challenges. With such a tall order for HR leaders, it’s beneficial to look to industry experts for their experience and guidance. Earlier this year, HRE and the HR Tech Conference unveiled the second edition of the Top 100 HR Tech Influencers, comprised of HR, business and technology leaders whose insights are needed now more than ever.

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Related: Q&A with HR Tech Influencer Mimi Brooks

From left, Bucks assistant coach Darvin Ham, chief human capital officer Kelly Kauffman and assistant coach Vin Baker (Photo credit: Nick Monroe, Milwaukee Bucks)

Influencer Kelly Kauffman is chief human capital officer for the NBA’s Milwaukee Bucks, with extensive experience in diversity. She recently spoke with HRE about the pandemic’s impact on HR technology.

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HRE: As the job market drastically changes, what types of tools will be most essential for recruiting and talent acquisition?

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Kauffman: Our top priority right now is to find platforms that allow us to virtually conduct high volume recruitment for housekeeping and hospitality positions as we begin to look toward slowly reopening our operations.

As simple as it sounds, the most successful tool for us is the easiest to use. We want to have a simple, clean and easy option to video chat with potential candidates who may not have access to laptops. The ability to click and open a video chat from an email from a phone and have the opportunity to meet with our recruiters is paramount. This keeps both our candidates and HR team safe while still having the chance to see a candidate “in person.”

HRE: How do you think the remote work switch will affect employee expectations for workplace technology? 

Kauffman: Our entire team has been remote since March. We have heavily relied on our technology to make our employees feel as though they are all together–regardless of if it is physically in the office or not. The expectation is that they will be able to be connected when they need to be and that we will provide them with the tools to make that happen. There has been a steep learning curve, but it has allowed us to be able to pivot and get back to as normal of a workday as possible while being apart.

Related: Insights from a CHRO: Kelly Kauffman

Learn more about these topics and others during Spring HR Tech, a free virtual event set for March 13-16. Click here to register.