here's the latest HR tech trends coming your way.

Some of the HR tech trends coming in 2018 include virtual reality and artificial intelligence. How will your organization be implementing this technology?

HR technology has moved on from simply introducing applicant tracking systems to better manage recruitment. Companies can now make use of the most exciting technological developments, from virtual reality to artificial intelligence, in order to better serve their employees.

So what are the most important HR tech trends hitting you in 2018?

virtual reality and augmented reality

According to Josh Bersin, founder of Bersin by Deloitte, virtual reality (VR) is poised to revolutionize training”. In his ‘Talent Trends: HR Technology Disruptions for 2018’ report, he said he is “convinced that virtual and augmented reality (AR) are going to be big in the learning and performance support market”.

It’s a technology that could have a significant impact on talent selection too, as it allows hiring managers to test candidates’ responses to simulated real-world situations during the interview process. Meanwhile, Bersin explained that VR and AR will allow HR departments to position new hires into simulations in order to help teach them exactly what to do, a useful tool for on-boarding.

Delivery and logistics firm UPS already uses this technology to train its drivers. According to Juan Perez, UPS chief information and engineering officer, “VR creates a hyper-realistic streetscape that will dazzle even the youngest of our drivers whose previous exposure to the technology was through video games”.

machine learning and AI

HR may deal with the human element of business operations, but there are plenty of ways for HR technology to eliminate the need for people to spend their time on the more mundane elements of the job.

Machine learning and artificial intelligence (AI) are increasingly taking over aspects of recruitment and talent management that don’t require significant levels of creativity or human input. This frees up time for more complicated aspects of the job for HR professionals.

HR tech disruptors like Randstad Innovation Fund members Wade & Wendy and Pymetrics are giving hiring managers their time back by helping to identify candidates and offer feedback, as well as assessing applicants and establishing their suitability for the position based on a number of parameters.

continuous feedback

According to Bersin, companies now “want a system for multidirectional feedback that encompasses pulse surveys, developmental feedback and coaching”. This aligns with what employees are increasingly in search of, with millennial employees wanting more frequent feedback than previous generations, according to a Gallup study.

The number of software programs available to automate the feedback process is constantly rising, therefore easing the pressures on HR departments and providing workers with what they’re looking for.

It works both ways too, with these programs able to send out surveys to employees in order to gauge their engagement levels and what would potentially make their working lives easier. Businesses should ensure that they are taking the results on board and acting on what is uncovered if they want to see any effect on productivity.

GDPR

It came into force in May 2018, but there are still companies that haven’t quite figured out what they’re doing to do with regards to the General Data Protection Regulation (GDPR). This highlights how long a process it’s going to be for the legislation to be fully adhered to.

Although not strictly an HR tech trend, GDPR means that businesses will have to incorporate technology in order to remain compliant. Companies that don’t want to risk a hefty fine - of up to €20 million or four percent of annual global turnover, whichever is higher.

Making sure your privacy and data retention policies are robust means there will be regulations around holding onto the details of job applicants, which could have an impact on your talent attraction strategy, particularly if your firm then elects to contact ‘silver medal’ candidates about different opportunities.

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