Digitize and recruit: 10 technologies already used by HR managers


Robotization in HR is inevitable and wonderful, since it eliminates some of the routine work.TO

In 2021, companies will spend up to a third of their budget on robotsbut these costs will pay off several times. The Vera robot recruiter is no longer alone in the market: thousands of chat bots help in finding personnel. Unmanned vehicles, courier drones, Sberbank's robotic archives and Amazon warehouses are already a reality. Yandex.Taxi travels around Innopolis, and to call it, you don’t even need to download the application, you can call the car with the help of Telegram-bot.

Robotization is reducing jobs significantlytransforming the labor market. Professions such as insurance agents, bank operators, and drivers will disappear, but others will appear, because someone must serve the robots. Qualified personnel freed from routine will have more time for training.Career growth will become predominantly horizontal. The most successful employee will be with a winninga combination of competencies: financier + IT, engineer + medicine, manager + blockchain, and so on. Among the “personal specialists”, the successful ones will be specialists who own a full range of digital tools.

Artificial Intelligence

The market size of AI solutions will be $47 by 2020billion. By 2025, the figure will increase tenfold. About 30% of companies are already using AI, and another 30% will implement AI in their work in the coming years. With the help of AI, the subjectivity of candidate assessment will be reduced.Hiring "blindly" - the trend of the next years, when the AI ​​will carry out the first stages of selection,taking into account experience, meta-programs, psychotype, non-verbal behavior, honesty of candidates, compare with company data and present a “short list” to the customer. Such systems already exist: the American company Hire Vue offers a solution for personnel assessment and selection. AI analyzes videos based on thousands of different criteria. If the applicant passes this stage, he is invited to a meeting with the company's recruiter.

AI is involved in surveys, assessmentemployee satisfaction, engagement and sentiment analysis. He is entrusted with the first stages of employee adaptation and answers to FAQs for newcomers. Artificial intelligence will allow HR managers to spend more time interacting with employees, solving strategic problems, and shaping corporate culture.

Russian developers have created a product based onAI and machine learning. The process is automated, starting with the publication of vacancies, search and evaluation of resumes, and ending with the offer to the applicant to record video answers to questions. AI analyzes the video and provides the results to HR. According to the developers, the system saves up to 50% of the recruiter’s working time, which he can devote to solving more global problems.


Virtual and augmented reality are alreadyare used in HR today. In the future, technology will become indispensable for employee training. First of all, because of the savings. Training in VR eliminates the cost of teachers' salaries, business travel, wear and tear of expensive equipment when used in educational mode, and the maintenance of training centers.Another important factor is the elimination of risks to the life and health of employees.The possibilities of VR are limitless in simulating work at potentially dangerous objects and in extreme situations.

For the training of VR staff use the worldgiants NASA - for training astronauts in finding in open space, Boeing - for training in piloting, BMW and Jaguar - prepare service engineers. The armies of Great Britain, the United States and Australia use VR to recruit under contract and train military personnel.

"Do not tell, and show that you know how."This principle is chosen when selecting personnelmodern HR specialists. With the help of VR, the candidate can demonstrate his skills already at the first meeting. In Russia, there are cases of using virtual reality in mass recruitment: a candidate is asked to demonstrate his skills in assembling mechanisms and operating machines using VR. Technology will also help you evaluate the exercise done objectively. The computer will take dozens of indicators - from accuracy and speed to heart rate, which will tell how confident the applicant is in his actions and emotionally stable.


To test cognitive abilities, HR hasat least two tools in addition to the one-on-one interview: video and audio interviews, as well as test programs. An obvious advantage is their remoteness: you can record a video or take an IQ test in the comfort of your own home, rather than in an unfamiliar office. But the same test can be “screwed”psychometric and neurophysiological data evaluation system. Such systems already exist, and their developers claim that the method has unprecedented objectivity, accuracy and depth of analysis.

One of the Skolkovo startups offersconduct a neuroassessment when applying for a job. Using the electroencephalography technique, study brain activity during a task and, based on the data obtained, draw conclusions about potential, cognitive flexibility, suitability for the position, and predict the productivity of the future employee.

From automation to productivity

Automated programs and cloud solutions for accounting, accruals, recruiting, training, and performance assessment are becoming commonplace. In 2019 the focus will shift toreal-time performance tracking.

Agile methodologies are moving from IT to other areas:Digital products are emerging that measure performance and provide instant feedback, automate the process of reviews, evaluations, and help managers and employees actively share data and discuss work KPIs.

Johnson & Johnson decided to refusefrom the usual personnel assessment system and launched a feedback application, with which you can receive comments in real time from partners, managers and subordinates. Over the three months of the experiment, more than 3 thousand messages were received, which made it possible to identify “leaders of change” in the team, quickly respond to negativity without waiting for a crisis, and obtain a more in-depth characterization of the employee.

In order to move a company to Agile, you canexperiment in separate teams with virtual planning boards like Trello. More experienced companies with large staff implement customized ERM systems.


Time is becoming an increasingly valuable resource, so spending 23 days in a row on corporate training is an unaffordable luxury. More convenient format -short lessons at any time. This takes into account the peculiarities of the clip thinking of generation Z, whose concentration on a task lasts only a few minutes, and microlessons use students’ attention to the maximum.

The accessibility and mobility of this format givesthe ability to study in the office, in public transport on the way to work, at home or on vacation. Presence in the audience is not necessary; everything is accessible from a computer or mobile phone. There are hundreds of types of educational content formats: YouTube videos, computer screensavers, email newsletters, instant messenger chats, and so on.

In the West there are programs that allowask a question to a company expert through the training system. A competent employee leaves a response, and the system, based on the voting of colleagues, compiles ratings of company experts, identifies employees with a broad outlook and the main owners of information.

Borrowing from other areas

Modern HR managers borrow a lot from marketing and customer service. Alreadythe name of a new profession was invented - marchar (marketing + HR). This approach allows businesses to more clearlyunderstand the target audience (potential and current employees), attract and retain personnel who are suitable not only for their professional skills, but also for their values.

Marchar - the collective image of the future HRbecause it includes the above digital technologies used in business. Thanks to the new developments of HR as a service, it will be supported 24/7 through automation and robotization, while the specialists themselves will spend more time on analytics.

HR analyst

Monitor processes over time and takemaking decisions based on data rather than intuition. For this purpose, some large organizations create HR analytics departments. Teams are more focused on business results and delivering value to the employee. And it also comes to the rescueorganizational network analysis (ONA) - how people and departments are connected within the company. We can analyze and visualizeformal and informal connections in the team, in the organization, between the company and clients, identify key influencing factors, understand how information is exchanged and where the “bottleneck” is, how to increase operational productivity and effectively use talent in the company, timely identify employees at risk of burnout .

ONA is currently on the rise - and in 2019 the supplier market will grow, as will the number of companies using this tool.


The fourth industrial revolution is inevitable withoutstress. “Being stressed out at work” during deadlines has become commonplace. Therefore, companies that care about their employees are already introducing into their practice tools for working with them - wellbeing, or wellness (from the English “well-being”, “well-being” - “High-Tech”). Research has shown that taking care of employee health is also beneficial for the company. Both financially and reputationally. Even retired employees will be loyal to a company that cares about their health.

Wellness and psychological programsfinding a balance between work and personal life, investing in healthy eating and comfortable workplaces, organizing various consultations, the opportunity to bring a pet to work - this is an incomplete list of those practices that already exist in the West and in large domestic companies.


A very important, and most importantly - free tool inwork with personnel - feedback. Previously, they talked more about feedback within the framework of the personnel selection stage: be sure to give feedback to candidates, do not forget to inform them after all stages of the interview.Now it became necessary to communicate with existing employees.HR managers and executives must see people behind the numbers: help, guide, suggest.

The fantastic world of the future is already one footwe are on the threshold, and he really bursts at high speed into our reality. Therefore, in order not to be in the tail of this comet, you need to constantly learn yourself and help in training your colleagues. Then the future will not be frightening, but interesting and tempting.