For candidates to assess what it’s like to work for an organization and whether the offer satisfies their needs, businesses should make a concerted effort to promote their brand image, company values, and opportunities. It’s critical from an organizational standpoint to comprehend what drives and inspires potential employees to invest in a company. When considering an organization, many of the most qualified applicants will consider factors other than monetary compensation. With trends like ‘great resignation’ and ‘quiet quitting’ how are you working towards offering a candidate their desirable organisation and vice versa?Īccording to this year’s State of the Global Workplace report by Gallup, employees acting on their dissatisfaction by being disengaged at work cost the global economy $7.8 trillion in lost productivity. In the past two years, there has been an increase in the number of businesses emphasising the need for complete digital adoption of HR processes, such as virtual hiring, onboarding, employee engagement, and retirement. HRTech is well-positioned to utilise emerging technologies to enhance employee productivity and efficiency and achieve business goals. I would say that is evolving into the Human Resource Business Partner, where they work closely with the company’s senior leadership to ensure that employees feel valued within the organisation and, at the same time, makes the organisation an aspirational brand for potential employees. The current objective is to optimise employee satisfaction. We have been debating revising our entire approach to investing in HR technology. HR leaders have concluded that investing in cutting-edge technological advancements is necessary if they want to implement a successful people strategy. Because of the pandemic, every organization has had to reconsider the true nature of the workplace and its future. Human resources and its workforce are in a constant state of evolution.

How has the HR technology space evolved over the last two years?

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