Human resources (HR) has transitioned from compliance-focused support for employees, to helping support an organization and its workforce as a whole. To do this effectively requires HR using technology to fulfill many transactional functions for multi-generational workforces.
Attracting top talent requires taking advantage of technological innovations, cultivating an employee-centric environment and nurturing a culture of innovation. HR professionals must master tools like employee self-service portals, identity verification services, applicant tracking systems (ATS), and data analytics platforms to streamline administrative processes and support strategic decision-making processes.
Biometrics use physical characteristics like fingerprint mapping, face recognition and retina scanning to identify individuals. This technology converts these traits into digital data which is then compared against captured records to verify user ID.
Similar to passwords, which can be altered if hackers breach them, biometric data cannot be changed if it has been stolen by criminals. As such, companies must implement stringent security protocols, including encryption and secure storage solutions for their biometric information in order to keep it secure.
Furthermore, this technology requires specialized hardware and software for data collection and analysis – adding further to its cost and complexity of implementation.
Privacy issues and compliance with data protection regulations must also be carefully considered by businesses. They should ensure transparent consent forms and clear policies for storing and using biometric data, while simultaneously creating a high level of nonrepudiation to guard against misuse.
Applicant Tracking System (ATS)
Applicant tracking systems (ATSs) are HR software programs designed to streamline and speed up the recruitment process, helping organizations reduce costs and hire faster. Commonly utilized by enterprise-level organizations, applicant tracking systems automate posting job listings, headhunting efforts, parsing resumes/applications received for consideration, screening interviews scheduling, background check automation as well as automating references/background checks automation among many other tasks.
Recruitment and hiring can be an intricate and time-consuming process, but an applicant tracking system (ATS) can make the task simpler by streamlining candidate tracking and creating a central repository for data storage.
Many ATS programs enable team members to collaborate directly within the program, improving productivity and making communication much simpler. This feature can be especially helpful if multiple stakeholders will be providing feedback about a candidate; standardizing feedback gives everyone a clearer picture of his or her strengths and weaknesses. In addition, an ATS can also be used to manage onboarding tasks like paperwork submission and initial training – making life much simpler for new hires!
HR professionals can use data analytics to enhance their recruitment and performance management processes. For instance, HR can track employee turnover rates to find ways of decreasing them – this may involve collecting survey responses or exit interviews as data sources for analysis.
HR teams can also leverage this data to identify signs of poor company culture or low employee engagement and create initiatives to address them, aligned with organizational goals and strategies.
HR must invest in cutting-edge technology for this to happen; AI-as-a-service tools like ChatGPT are perfect for automating complex HR tasks like reading resumes or aiding digital onboarding processes, while natural language processing capabilities allow HR teams to analyze open-ended employee feedback surveys and extract insights from them. Furthermore, these tools require minimal coding knowledge, making them accessible even to non-technical HR teams and offering them as part of HR digital transformation strategies.
Digital identity verification (IDV) processes are critical to businesses in meeting regulatory compliance obligations like KYC and AML. IDV processes require accessing multiple sources, including public records as well as private ID databases to provide additional levels of validation.
Through comprehensive IDV, companies can more quickly recognize, validate and serve a wider audience while mitigating fraud risks. This is particularly helpful during high demand periods such as holidays or software launches where HR may need to quickly ramp up hiring activities.
HR teams traditionally spent significant time and resources manually collecting, reviewing and storing applicants’ credentials – such as university degrees, employment histories, licenses, certifications and talent assessments – via email or photocopying documents physically. Recently however, a number of vendors have begun offering digital wallets that enable job candidates to consolidate and pre-verify all their credentials into one immutable block (or “wallet”), making onboarding faster, more efficient, secure and trustworthy than ever.