Hello friends, As promised, I am back with yet another edition of Talent Tech Talks – the blog series. Since we met last, we have celebrated the most exciting “festival” season of HRTech (Tech HR’18), seen couple of billion dollars getting invested in HR Tech and a part of our fraternity even had a day named for them.
Last year, Bipin Preet Singh let go of his personal assistant. A traditional secretary is just a messaging medium and not incredibly efficient,” says the CEO and founder of MobiKwik. “Plus, there are some things that I wouldn’t schedule through a secretary.” For people who directly report to him, a secretary represented a layer of bureaucracy.
Verifying credentials and work references are two of the biggest challenges for a recruiter and who would know it better than Kartik Mandaville, founder and CEO of hiring firm SpringRole. Founded in 2014, SpringRole has been operating a profitable staffing and hiring service across India and US for clients such as Flipkart and IBM and clocking annual revenues of over $1.5 million (more than Rs 10.5 crore).
A decade ago, Artificial Intelligence (AI) was unknown to many of us mortals. Lately, however, AI and related buzzwords like Machine Learning (ML) or Big Data Analytics are more visible — staring at us from clumsy signage boards hanging at the entrance of private IT training institutes. The bare fact is that this new category of intelligence is undoubtedly diversifying human thinking rather than replacing it as some of us fear.
How is this article on recruitment any different from innumerable others? Recruitment as a topic for discussion has been done to death! With each new article that appears, one is bound to wonder if it will offer any new information. PeopleStrong’s Recruitment Technology (Alt Recruit) is a smart, scalable and one-stop recruitment solution for hiring the top talent.
In an HR tech marketplace estimated at $400 billion, knowing whether a particular technology addresses your business need is critical. According to Brian Sommers, a leading HR technology analyst, one of the first steps while embarking on a digital transformation journey is to do with having clarity. Being clear about your journey means one needs to: 1) Honestly state your current status 2) Be conscious of each step of change and don’t assume you can move up to the top right away and 3) Don’t underestimate the impact of each step.
With digital disruptions becoming the norm of the day, the future of Indian retail has received strong headwinds for a transformed landscape led by huge investments & technological advancements. These disruptions are new normal applications of emerging technologies like Blockchain, Chatbots, Artificial Intelligence and Machine Learning, and are increasingly becoming strategic to Talent & People management functions for the retail sector.
Around 53 per cent of chief human resources officers (CHROs) believe the retail sector is still six quarters away from adopting artificial intelligence (AI) in human resource (HR) functions, according to a survey. Around 59 per cent of respondents said one of the major reason for this is the absence of seamless flow of data between different HR functions as the information lies in silos and different platforms making it difficult to have a unified view for better insights, the survey by HR services firm PeopleStrong said Monday.
The benefits of switching to HRMS (Human resource management system) are endless. However, there are challenges in implementation that cannot be ignored. Here’s how to cope. According to Brian Sommers, a leading HR technology analyst, one of the first steps while embarking on a digital transformation journey is to have clarity.