Q&A with HR Tech Influencer Laurie Zaucha


Laurie Zaucha
Vice President of Human Resources and Organizational Development


What area of the HR function will be most impacted by emerging technologies, and why?

The use cases for emerging technology in talent acquisition are vast and growing. From chatbots that pre-screen candidates to digital interviewing, technology is being used to source, recruit, prescreen, interview, and even assess candidates often before any human contact takes place. Not only can technology result in increasing recruiter efficiency, it can also mean finding higher quality candidates who have the right background and experience.

Automation has changed the job of the recruiter. The more repeatable tasks a machine can perform, the less mundane work recruiters need to do. That frees them up to spend more time concentrating on having high-quality conversations, creatively sourcing candidates, and diving deeper into screening. This shift means today’s recruiters need to maintain an elevated skillset that includes more analytical and strategic thinking than ever before.

In acquiring and implementing new technologies, what’s the one or two most common mistakes HR organizations make?

When I think about acquiring new technologies, a common mistake that I see is going after “shiny new objects” rather than developing a strategy and then finding the right tool to support it.  Additionally, it’s easy to overdo technology and risk “tool fatigue” for users. In some cases, the same tool can accomplish many things, and it’s important to consider that before investing in another new tool.

When it comes to implementation, I am a big believer in conducting pilots and experiential labs before rolling out new technology to the entire organization. During that testing process, gather feedback from the pilot group and work with the vendor to ensure the tool accomplishes the objective and can be implemented in a way that ensures success.

Are there certain strategies that are more effective than others when it comes to getting your workforce to use new HR technologies being put in place?

Simply put, it’s about WIIFM (“What’s In It For Me”). No matter the audience, adoption is all about getting the user to understand the value of the technology and how it will positively impact them personally. Secondarily, the technology should be intuitive and not require a lengthy job aid. Most users today don’t want to read a manual or attend training to learn how to use a new application. If the tool(s) you’re considering can’t be rolled out without a job aid or other formal training, you should reconsider your investment.