Professionals everywhere are becoming more technology-savvy—whether they want to or not. The increase in remote work has forced us all to explore new ways to use software, productivity apps and computer programs to stay connected. And many have found it’s enabling a better way of doing things. Nearly half (48%) of employees will likely work remotely at least part of the time after COVID-19 versus 30% before the pandemic. To succeed in this ever increasingly digital world, organizations are embracing this large scale shift in how people work and equipping their HR programs with the technology needed to adapt.
From data-driven hiring and self-schedule interviews to on-demand virtual coaching and digital collaboration, HR pros require a whole new set of tools to help their companies retain, attract and engage workers in this new world.
In the face of rapid transformation, consider these three ways that technology can help you, your colleagues and your organization thrive.
Meet quality hires where they are
As you work to integrate more work models, including remote options, technology will play an even greater role in attracting, sourcing and screening talent. HR teams are turning to data-driven recruitment process outsourcing (RPO) providers to better navigate complex recruiting environments. This best-in-class RPO technology automates much of the recruitment process and leverages market data to locate quality hires who are matched to the right role and bring them onboard more quickly. All of this helps free up recruiters to focus on supporting high quality candidates when they need it most and ultimately leads to improved candidate engagement and retention.
For example, candidates across ages and industries are extremely connected to their phones. To better meet them where they are, candidates can opt in to SMS notifications and self-schedule their phone screenings instead of playing email and phone tag to schedule. This is a small but mighty tech-savvy RPO feature. It is 15-20% more efficient than traditional methods, and both recruiters and candidates have reported it saves them precious hours of re-scheduling. As a result, recruiters spend more time interviewing and candidate quality improves.
To learn more about how HR technology can help build a deep and diverse talent pool to reduce time to interview and time to fill a position by 30-40%, watch this video.
Better predict future workforce needs
In this digital world, data is everywhere. When aggregated and analyzed correctly, your organization can use this intelligence to make better business decisions, such as choosing the right location for a new facility or determining hiring needs months or years ahead of time.
When a global engineering company needed to choose where to build its next center, they worked with technology experts at Talent Solutions to find the best market based on its ability to meet future workforce needs. After a thorough analysis of two locations’ talent supply and demand, worker compensation and retention data, they found which market was strongest and built the facility there. This data-driven decision increased their hiring and retention by 60%.
If your team is looking to de-risk the hiring process, leveraging technology to assess market data, employee data and candidate data is always a good place to start.
Simplify leadership development, encourage career mobility
New technology is also helping companies coach talent and foster an understanding of career paths and potential whether in the office or working remotely. Similar to Netflix’s on-demand digital entertainment catalogue, there is now a career development program that allows workers to select from an index of professional coaches from around the world. It’s called RightCoach, and you can schedule a 30 or 60-minute virtual coaching session within two hours of booking. Think of how much easier it must be to encourage leadership development and career growth when workers have 24/7 access to a network of experts in their field. This simple solution can also reduce burnout, as employees who have a manager who listens to their work-related problems are 62% less likely to burnout.
The growing number of educational webinars and virtual conferences is another way technology is improving access to leadership development tools. Be on the lookout for opportunities like this to share with workers. Your staff will appreciate it, and it could even help attract new talent as 79% of workers who are offered free training like their jobs versus only 61% who are not offered training.
To learn more about how to leverage advancements in technology to attract, source, manage and retain workers, visit www.talentsolutions.manpowergroup.com/.
 Nine Trends for HR Leaders That Will Impact the Future of Work After the Coronavirus Pandemic, Gartner, https://www.gartner.com/en/newsroom/press-releases/2020-05-06-gartner-identifies-nine-trends-for-hr-leaders-that-wi
Case Study: Engineering a New Location Strategy, ManpowerGroup, https://workforce-resources.manpowergroup.com/workforce-consulting/case-study-engineering-a-new-location-strategy
 How Managers Can Help Employees Avoid Burnout, Fast Company, 2018
 Closing the Skills Gap: Know What Workers Want, ManpowerGroup, https://go.manpowergroup.com/hubfs/MPG_WhatWorkersWant_2020.pdf?hsLang=en