7 Trends You May Have Missed About HR Software

7 Trends You May Have Missed About HR Software

7 Trends You May Have Missed About HR Software

Technology is evolving at an incredible rate, severely affecting how businesses operate. HR software has starting to really accelerate in terms of how it helps improve human resource efficiencies, and it's a highly competitive market to be in right now. It's a significant industry for companies attempting to stay competitive by attracting talent, providing training, engaging staff, and cutting expenses.

As new HR technologies emerge, SMEs will be able to access closely related solutions HR technologies are now being considered by businesses as a way to improve efficiencies and return on investment.

Here are some trends that you might have not been keeping up with in the HR software innovations and could play an important role in the difficult times of the new normal:

1.Machine Learning, Robotic Process Automation, and Artificial Intelligence

Human resource technology has fundamentally changed the image of human resource management. Several factors have caused such a big change.

First, millennials are the largest group in the workforce today. This is a population that has grown up with access to the Internet and mobile devices. Human resource technology is no longer a nice-to-have, but rather a need.

New technologies such as artificial intelligence, machine learning, and robotic process automation (RPA) have made it easier for HR teams to recruit employees. After recruiting candidates, the RPA tool can automatically update the candidate tracking system, create new employee records for use by the company, and obtain necessary documents from employees.

Through this low-level process automation, recruiters and HR experts can focus on more important tasks.

2.Cloud-based working with HR

Remote work is quickly becoming the new normal. Although this trend has been in light for the past few years, the situation of COVID19 has indeed brightened its way to become the new normal. More and more companies will now switch to and follow the remote-first model, while other companies will provide their employees with remote working options, this option provided to them would not only be a necessity due to current situations but also because employees want these options to work for them. HR software must also be cloud-based, because the personnel management process must be fast and scalable, which can only be achieved with cloud-based HR tools. One of the main disadvantages of many human resource technologies is that they allow people to use them. If employees need to remember individual login information or navigate to a long and complex URL, they will not use this tool. To solve this challenge, look for other tools that are closely related to the content that employees use daily.

By allowing HR to access real-time employee data and make appropriate decisions, cloud-based self-service tools can also give employees greater control over their data, making it easier for companies to measure performance and engagement.

3.Onboarding and skills development with virtual reality

We can assume that more and more companies will use virtual reality tutorials. This sounds incredible and futuristic, but many companies have already seen positive results.

FedEx, Wal-Mart and IKEA have already started using virtual reality training courses and plan to expand their courses.

Pilots have received decades of training in flight simulators. The difference is that virtual reality products are new to consumers. They are cheaper and more affordable, which makes them an excellent choice for corporate coaches. Virtual reality could be of great help when onboarding, and could also result in being a key element staff retention. Unsurprisingly, most of the learning and development professionals view virtual reality as a way to improve learning.

How is virtual reality used in the adaptation process? One proposal that was followed was to take a virtual tour of the workplace to help connect new employees with it before they began to work.

4.Technology-assisted recruitment

Technology will help improve hiring efforts, job interviews, performance reviews, and other HR interactions. It is vital to shift your recruiting strategy to in order to locate the finest potential and enrich the candidate's working experience.

Although not revolutionary, but the HR team will continue to work hard in the coming years to establish and sustain a diverse workforce in terms of gender, colour, ability, sexuality, and nationality.

The greater demand for diversity is largely due to the possibility that the HR team is more biased when it comes to hiring. Unfortunately, HR professionals, like many others, are prone to unconscious bias that impact the recruiting process. However, using artificial intelligence to reduce the hiring impact is one option.

Artificial intelligence can objectively identify and forecast the best prospects. More crucially, HR professionals may create recruiting systems to ignore demographic information including the race or ethnicity, gender, and age using artificial intelligence. Companies should strive to design recruiting techniques that ensure equitable opportunity for all applicants.

With appropriate research and planning, you may leverage these new technologies to develop modern and effective HR procedures and enhance the quality of support for employees, candidates and others.

5.Employee-centered design and expanded feedback channels

HR teams frequently use technology, such as HR software, to automate processes in order to be more effective at their roles.

Human resource management can no longer be approached in a “one-size-fits-all” manner. Employee well-being is an important component of their business goals, HR professionals should use survey software to gain a better knowledge of their staff and, as needed, establish a strong customised management approach accordingly.

Changes in organizational culture are another HR trend to look out for. Employees demand greater information about how businesses operate. As a result, organizational culture is shifting away from traditional hierarchies and toward flatter, circular structures in which employees participate in decision-making.

6.Reporting anonymously

One of the most important trends is the anonymous reporting of incidents. Harassment and intimidation occur in organizations around the world, affecting people's happiness, satisfaction, and confidence.

Anonymous reporting increases the likelihood of these instances coming to light and provides employees with the assistance they require and when they require it by linking them to relevant articles, monitoring case results, and offering direct assistance to those who disclose their names.

Giving people a voice in your organization lets them realize that their safety and happiness are important. Above all, stepping up and speaking out makes a difference.


Many businesses currently utilize chatbots to communicate with curious clients; why not use them to communicate with staff or potential new hires?

When used effectively, chatbots can assist in quickly resolving difficulties and providing immediate responses instead of waiting for a phone contact or email. Many simple HR concerns can be solved with AI-powered chatbots, chores such as amending personal information or performing other data changes can be automated.

Apart from internal use, chatbots have the potential to enhance candidate engagement Advanced chatbots can conduct initial application screening and interview scheduling. Recruiters may then devote their time to relatively high-value tasks such as recognizing talents and cultural fit.

Some businesses are discovering that their legacy systems are no longer fit for purpose, and by the end of the year, the majority of small and medium enterprises will be utilizing HR technology. From artificial intelligence to anonymous reporting, the way businesses recruit, organise, and operate is evolving at a remarkable rate.

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