Ask the Expert: Criterion Shares Insights on the Future of HR Technology

Criterion HR Tech Insights

The future of work holds exciting opportunities for innovation and growth. As the priorities and needs of HR shift toward personalization, employee-centered experiences, and digital integration, the technology used to achieve those goals must shift as well. HR leaders and their teams need robust tools that not only support ongoing digital innovation, but also shape the way teams interact and deliver value across the organization.

In the midst of this rapid evolution of work experiences, a worldwide pandemic has also placed unprecedented demands on the HR office. Remote teams, health and wellness needs, budget constraints, and changes in workforce dynamics have changed the HR landscape virtually overnight. To respond to those changes, companies will need agile solutions that can continue to provide necessary support even in non-traditional work environments. HR is changing, and technology must change along with it.

We spoke with Steven Kuhn at CriterionHCM about what they are doing to meet the challenges of today’s workforce. Here are some of their insights about the future of HR technology and how Criterion has stepped up to the plate.

HR Technology Transformation

CompareHRIS: What do you think has been the biggest change in software over the past five years? 

Criterion: While cloud solutions have been available for 20 years, the last 7 years have seen a significant move off of traditional client/server, behind the firewall, and on to Software-as-a-Service solutions.

CompareHRIS: What do you expect to see in the next five years? Has the pandemic changed company priorities in terms of technology transformation?

Criterion: This transition will continue and may in fact accelerate due to this pandemic and a major shift to remote work. Traditional solutions simply cannot keep up with the demands of a remote workforce.

Criterion has always had a strong solution for automating manual processes and efficiencies for remote locations and remote workers. Our solution is designed to help our clients during the pandemic with features like: employee engagement, digital documents & forms and forms management, electronic signatures and work flows. 

CompareHRIS: Have you made any changes or enhancements to your solutions to support companies during the pandemic? (e.g., contact tracing, ability to configure earnings codes for FFCRA, support for remote team management, etc.) 

Criterion: Criterion HCM was designed with the remote workforce in mind, so while we continue to enhance our solution quarterly, there wasn’t a need to do any elaborate redesign. We also quickly adjust to legislative changes, which means that we were easily able to configure and integrate FFCRA earnings codes. Since we are a SaaS delivered solution, the changes were immediately available to all clients on the day of release.

CompareHRIS: We hear a lot about technology transformation in the HR field. How has Criterion stepped up to the plate for companies that want to support talent more effectively through technology?

Criterion: Definitely, many people are talking “digital transformation” these days. Criterion has been providing these tools for many years, but the drive to this capability from the market is just really starting to take hold. Many organizations now realize disparate HR systems just do not work in today’s workplace. Even many systems who claim a “single database solution” will still be dated technology with behind-the-scenes integrations between HR, Payroll, ERP, etc. Criterion always has been and sill is a true robust single database HR solution without any internal break points. It is also a completely open API solution.

Simply stated, we can integrate with any other software solution given access to their database. Clients find this seamless connectivity advantageous for doing business in a fast-paced environment. That technology aside, another way Criterion helps clients is by providing a rich document-management capability embedded in our core HR. This enables clients to securely store and track employee forms and documents including digital signatures. Clients can use existing PDFs or build their own forms, assign them to groups of people or individuals, and report on the data collected in those forms. 

Remote Work and Employee Experience

CompareHRIS: How does Criterion support needs like remote teams, FFCRA policies, and employee wellbeing? 

Criterion: Through the Criterion HCM ESS portal and mobile apps, employees have access to whatever relevant company information they need.  Administrators can also provide easily accessible government information, initiate polls, and review the results.  Using the Social Feed, managers can keep in touch with all employees or specific groups for things like employee recognition and other morale building functions.

CompareHRIS: How do your solutions incorporate personalization throughout the employee lifecycle (e.g., recruiting, onboarding, recognition, etc.)? 

Criterion: From the moment a candidate applies and continuing through their entire experience with the employer, Criterion HCM provides a single source of information. When a candidate applies, they receive personalized emails throughout the interview process, so they’re assured of not being lost in the mix. Through our interview review forms, all hiring staff has a consistent interview track to ensure the candidate gets a fair evaluation. Once on board and throughout their tenure, employees and managers have easy access to all relevant information, forms, and tasks to keep them informed, engaged, motivated and productive.

CompareHRIS: Employee wellbeing will be a high priority for companies in 2021 and beyond. Does your product include features that support employee wellbeing (e.g., surveys, health tracking, other resources)?

Criterion: Absolutely. One of the biggest issues we hear about is communication (or, lack thereof).  Criterion HCM’s Self Service portal makes it easy for people to access information. It also allows administrators to query staff and otherwise alert employees to company policy and direction. But, many companies don’t have the resources to plan and create the relevant communications. To solve that problem, Criterion uses the ESS portal to direct employees, managers, and administrators to internal and approved external resources to keep everyone informed in a concise and consistent manner.

CompareHRIS: Diane Gherson, CHRO of IBM says, ”Our job in HR is to create that connected, transparent, mobile, personalized, searchable and 24×7 universe through our workplace and our tools.”  How does Criterion support these objectives of stronger connection and greater flexibility? 

Criterion: Criterion has created a solution that is easy to use with various tools that employees use to connect them to their HR data. Remote employees in the field can access the HR data they need online with a smart phone, allowing them to do all the things they need to do in the 24X7 universe. Incorporated tools like time & attendance, performance management, benefits management, learning, task management, workflows and real time reporting and dashboards provide employees & managers with the information they need to make sound decisions. Our clients like the flexibility of purchasing the modules they plan to use now, with the ability to purchase additional modules later so they can expand upon their HCM goals with a single application.

CompareHRIS: How can Criterion help HR leaders reach the goal of driving value through employee-centered solutions? 

Criterion: Our GUI (graphical user interface) is easy to use and to deploy. Most importantly, however, we provide the training and change management capabilities to enable better adoption of our solution. Criterion is set-up with a flat design that allows for easy navigation.  Based on the employee role, users see only the data fields and information you want them to have and the information they need to interact with HR.

Advancements in AI, Robotics, and Data

CompareHRIS: We’re seeing a growing demand for more sophisticated robotics, AI, and cognitive solutions in the HR department. How does this impact your products?

Criterion: We are doing more in this area as well taking advantage of some tools our technology partners provide. We will have more to show and tell in the coming months.

CompareHRIS: Does your product include any AI or virtual reality components as part of your service offering? 

Criterion: The challenge faced with any company, including those who develop and publish software, is how do we make the tools not only friendly but unobtrusive.  The balance between AI, Virtual Reality, and practical use requires some nuancing that Criterion is deeply involved in. Our goal is to make the product better, not just to make it glitzy for show.  We are working on some features that will be enhanced by these components without overly glamorizing a process.

CompareHRIS: How are you preparing for issues related to employee data privacy? 

Criterion: We continually update our software to accommodate the changing requirements of employee data privacy in the US, Canada, UK and globally. We are GDPR compliant and people can access our policy here: Criterion GDPR policy. How have HR analytics changed over the past five years, and how does Criterion incorporate these changes into solutions to measure value and support better business outcomes?  

Data drives the decision processes across all parts of the organization. Access to the data is critical. From our perspective, there does not seem to be a great change in HR Analytics in the past 5 years, but there is a greater awareness for wanting access to data and being able to derive meaningful decisions from it. In other words, the metrics really haven’t changed; the need for accessing critical data to create and monitor the metrics has. 

Improving Business Outcomes Through Your HR Technology Solution

CompareHRIS: Can you describe a recent client implementation and how Criterion was able to deliver advantages or support business goals for the organization? 

Criterion: Recently we worked with a large construction organization with multiple locations. The company was using multiple solutions to handle their HCM needs. As the HR and finance department leaders looked at all the big HCM players in the market, they could not find an HCM solution with the right complexity to handle all their HR processes, union rules, pay rules and employee engagement needs. Ideally, they wanted one complete HCM solution with integration to their new cloud-based financial solution.

During our implementation processes we managed the project with a single implementation manager and project manager. Criterion’s experienced and professional implementation delivered a solution around tight timelines with a configurable solution that met their HR, Payroll, Talent, Benefits, and Time & Attendance needs. We supported their business goals by automating manual processes and putting all their HCM needs into one solution, which allowed them to eliminate three other tools. In addition to all the HCM requirements, Criterion also provided a bi-directional API integration to their cloud-based financial solution so they could better organize their finance department. Our implementation team delivered on their known business requirements but also supported their transition from a paper-based environment to a full digital transformation.  We also provided employee engagement for their remote workforce that allowed the HR team to align their communication with their remote workforce during a pandemic.

CompareHRIS: What advice would you offer to someone who is just beginning their search for an HCM software application? 

Criterion: There are many HCM solutions available to you. Without much exception, they can all meet the basic HCM functional requirements that you will have. So, consider evaluating your options from a different perspective. Look for ways the solution addresses your “pain points,” not only in the current processes, but also those deeply embedded or complex processes that maybe you’ve given up on trying to resolve because you’ve never found a system that can deliver that specific functionality. Use that as your initial requirement. If the solution can pass that test, (and can demonstrate that capability), then you should look at their core functionality. 

Ready to Find Your Ideal HR Solution?

There are hundreds of options on the market, but only one is right for you. Find your perfect HR software match with the HRIS Comparison Tool from CompareHRIS. It’s fast, free, and customized to your requirements.

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How AI Is Transforming Employee Self-Service in 2021

AI Employee Self-Service

Improvements in employee engagement. Streamlined productivity. Instant access to employee data. These are all tangible benefits of employee self-service portals for HR, and employees have come to expect them. In 2018, Paychex documented a 16% increase over the previous two years in the number of employee online sessions that included a self-service action. Younger workers, especially, have come to expect better technology at work. That includes the opportunity to access work schedules, pay information, and benefits from their personal devices.

And that was before the pandemic sent millions of employees to work at home.

When COVID-19 disrupted daily work routines, remote access to HR information became an essential way to keep employees engaged, informed, and connected. Using a self-service portal, workers can access pay stubs, benefits information, time and attendance data, and time-off requests all from their phone or laptop. But access isn’t the only thing employees are looking for. They also want to interact with their workplace technology in ways that mirror the tech they use in everywhere else.

Enter AI.

For the past several years, AI has been making inroads into HCM self-service tools, and it has the potential to transform the employee experience. Here’s how you can use these tools to benefit your workforce. 

What Types of AI Are We Talking About for HR?

Some of the best innovations in AI for Human Resources are designed to improve communication and facilitate better human-tech interactions. Here are a few of the ways you might encounter AI in your HCM:

  • Chatbots – Ask a question, get directed to the answer – no searching involved. Chatbots can answer questions about HR policies, help employees find the information they’re looking for, or direct users to forms or applications.
  • Natural Language Processing – Natural language processing evaluates a user’s text-based entries. It is often used to evaluate answers to survey questions, process feedback, or analyze performance reviews. Some tools, like UKG’s AI and machine learning platform Xander, can assess employee engagement using sentiment analysis. This technology evaluates words and phrases that indicate an employee’s state of mind.
  • Machine Learning – As employees interact with the portal, machine learning tools become more efficient at delivering the information they are looking for. By using an employee’s interaction history and data usage, the algorithm delivers up better experiences over time.
  • Prescriptive Analytics – Like any analytics tool, prescriptive analytics technology collects and analyzes information. But then it moves a step farther to suggest actions based on predictive data. For example, it can analyze employee benefit selections that indicate a trend toward retirement to make future hiring and staffing recommendations.  

How Can AI Tools Improve Employee Self-Service Experiences?

Any AI tool must be understood and implemented within the context of human experiences. Prescriptive analytics, for example, is still in its early stages. Recommendations may require additional interpretation or evaluation based on the specifics of the scenario.

Still, AI-based self-service tools have the potential to impact employee experiences for the better. Let’s take a look at four ways both employees and HR can benefit.

  • Streamlining Tasks – When an employee needs a specific form or piece of information, they don’t want to waste time searching. AI-powered chatbots can reduce the amount of time needed for mundane tasks like this. Instead of scanning a lengthy list of documents, employees can use the chatbot to immediately locate the correct link.

    Here are some additional ways AI can help managers and employees make the most of their time:
    • Use chatbots to answer questions about check stubs, 401(k) information, benefits, and W-2 forms.
    • Suggest actions based on the employee’s role, employment status, or upcoming milestones (such as a performance review).
    • Personalize employee experiences using machine learning.
    • Detect anomalies in employee behavior or data so managers can reach out to them (for example, applying for internal job postings or taking several sick days).
    • Finding documents or forms through a chatbot.
  • Performance Reviews – Natural language processing tools like Xander can help employers gather more informative feedback from employees. This allows you to create nuanced questions rather than relying on the bare bones data of a standard Likert-scale survey. With AI, you still use technology to review and record employee data in these scenarios. At the same time, you can gain deeper insights into your employees’ experiences and state of mind.

    You can also use your self-service tools to remind employees about surveys or suggest a course of action when indicated. For example, SAP SuccessFactors uses machine learning and natural language processing to analyze employee survey responses. Using those analytics and predictive data, you can improve engagement by taking timely, strategic action.
  • Personalized Learning Experiences – Millennials and Generation Z value professional development opportunities when considering a new job. That’s especially true in this new age of remote work. Development opportunities also offer critical ways to improve individual and overall performance. Research from Brandon Hall Group found that 95% of companies believe personalization improves the link between learning and individual performance. Nearly as many believe it also improves organization performance.

    Machine learning tools provide customized learning experiences via your self-service portal to serve this growing percentage of the workforce. As employees use the platform, AI analyzes their interests and activity and then provides recommended content or learning tracks. Managers can also contribute to the learning experience by making recommendations for specific individuals based on performance or career goals.
  • Onboarding Tasks – Onboarding no longer consists of just one day signing papers and printing name badges. GlassDoor reports that intentional, phased onboarding processes can improve retention by more than 80%. The best onboarding programs include technology that supports on-demand learning so that employees can complete tasks on their own schedule.

    AI makes these programs even more targeted by offering content recommendations and suggested next steps for new hires. They can also flag data anomalies and alert managers to new employees who may not be fully engaged. For example, AI can support onboarding with:
    • Automated content specific to a particular role or job
    • Chatbots to answer new hire questions 24/7
    • Improved engagement through gamification
    • Automated distribution of paperwork
    • Tracking which documents have been read or tasks completed

As AI-powered self-service tools have matured, they have become more relevant to the daily functions of HR. That’s even more critical now that a significant percentage of the workforce operates remotely at least part of the time.

While AI can streamline processes and data management, personal touch still plays a crucial role in employee engagement. In 2021 and beyond, HR leaders must find the right balance of personal touch and technology to help employees do their best work.

5 Questions to Nail Down Your Back-to-Work Strategy

Back-to-work strategy

Ready or not, many employees across the U.S. are heading back to work. While conditions and statistics vary from state to state, it has been encouraging to see a downward trend in coronavirus cases. Still, there are plenty of things to consider as you create your back-to-work strategy and decide when and how to bring your employees back to the office in person.

Even if you’re not quite ready to start the process, it’s wise to have your plan ready to go when the time is right. Your team has been working from home for several months now, and it will take some time to transition back to an in-office schedule and routine. On top of that, employees will also be facing new safety and health protocols at work. Many may still have concerns about virus spread, and others may care for children who are attending school virtually.

With all of these factor to consider, you need a well-planned strategy to help employees transition back to the office as smoothly as possible. Here are 5 questions that will help you formulate your back-to-work strategy.

1. Should any positions remain permanently remote?

Remote work has been a holy grail for younger workers long before COVID-19 came knocking. But now that it’s an enforced reality, some are rethinking. The truth is that remote work during COVID-19 is not what many envisioned, and 39% of Millennials say they are looking forward to going back to work in the office. An even more impressive 86% say that they want to work for a company that has a great office culture.

The point is that remote work isn’t right for everyone, and many people (Millennials and otherwise) are more productive in the office. That means your decision about keeping jobs remote should consider a variety of factors. Here are a few things to keep in mind:

  • Cost – Think about costs of maintaining the technology and infrastructure to support specific roles on site versus the costs of supporting a remote team. Which roles could save you money by not requiring office space, and which ones might cost more in terms of lost productivity if you keep them remote?
  • Pros and Cons – How has your company adapted to a remote workforce? Are teams still working well together? Have you found a good rhythm for remote project management, communication, and collaboration? Can you maintain consistent productivity levels with a remote workforce? Have outcomes for certain positions improved, suffered, or remained the same?
  • Business Processes – What processes have had to change as a result of remote work? Are you happy with those changes or would teams function better in the office?

2. Can some positions follow a hybrid model?

In some cases, you may be able to get the best of both worlds by transitioning to a part-time remote model. If it makes sense for the role, employees could work from home part of the time and come in to the office only for meetings, presentations, or other specific parts of the job. There are several advantages to following a hybrid remote work model:

  • Cost savings – By allowing a portion of your workforce to continue working remotely at least part of the time, you’ll save money on office space and technology infrastructure that would otherwise be required for them on site.
  • Collaboration – At the same time, you’ll benefit from better communication and collaboration as employees interact in-person on an as-needed basis.
  • Expanded recruitment – If you decide to truly create remote work opportunities (as opposed to work-from-home arrangements), you’ll be able to expand your geographical recruiting area. You may be able to hire people who live in other locations and have them come into the office once a month (or as necessary for meetings and client interactions).
  • Flexibility – For those employees who need the flexibility to care for children or who have other extenuating factors, a hybrid remote work model may be an ideal fit.

3. What technology set-ups will you need?

Undoubtedly, you have already addressed certain technology needs for your employees as they have worked from home over the past few months. However, you may need to provide additional support if you intend to transition some employees to remote arrangements permanently. You may also need to rearrange technology setups as part of your back-to-work strategy. Here are a few things to consider:

  • Collaboration tools – If you are already using Slack, Teams, or other project management and collaboration tools, consider whether they are sufficient for your long-term needs. Can you continue what you are doing indefinitely, or have there been process hiccups? Will you need a more robust platform? Will remote and in-office employees need better or more reliable ways to interact?
  • At-home technology – If employees will continue working at home, do they have a sufficient interact connection and enough bandwidth to meet work expectations? Do they have the right kind of monitor, headset, and phone setup?
  • Access to applications and software – Again, you probably already have a stop-gap measure in place to ensure that employees can access what they need. But will it serve your long-term needs? Can your HR software support remote interactions between employees and managers? Do you need productivity tracking software? Is it time to upgrade your enterprise software, re-examine your IT architecture, or take the leap into the cloud?
  • Remote learning opportunities – Do you have sufficient remote learning infrastructure in place for onboarding, training, and professional development? If you are planning to keep some positions remote long-term, you may need to create new virtual learning resources and assets to support employees.

4. How can you create a safe workplace for those coming back to the office?

This question is probably already at the forefront of your mind. Social distancing, masks, and hand sanitizer should definitely be part of any back-to-work plan, but what else should you consider?

  • Safety protocols – What safety protocols will you need to implement to reduce the risk of germ transmission? These might include hand sanitizer and personal protective equipment, limits on the number of people in a given space, daily health and temperature screenings, and new protocols for sanitizing workspaces and shared equipment like printers and copy machines.
  • Safety training -Daily work probably won’t look the same when your employees come back. Implement safety training workshops to keep employees up to date on policies regarding person-to-person interaction, break room use, and social distancing.
  • Office configuration – There may be elements of the physical office that need to be addressed. For example, can you increase ventilation, install more efficient air filters, set up partitions, or reconfigure desks and cubicles to create more distance?
  • Sickness policies – Establish clear policies for how employees should handle suspected COVID-19 exposure. Policies should cover reporting to managers, self-monitoring, quarantining, and when/how an employee may return to work.

5. Is your business continuity plan sufficient?

COVID-19 has tested the ability of many business continuity plans to do what they are intended to do: keep your business functioning in the event of a crisis. The pandemic may have exposed gaps in your plan that need to be addressed. For example, you may need to reconsider your ERP software, move additional applications to the cloud, or re-evaluate your data storage needs.

It’s also a good idea to take another look at your security protocols, especially if a significant chunk of your workforce will be working remotely for the foreseeable future. For example, should you implement two-factor authentication for remote access? Do you need to update your VPN solution? Do your employees need to update their antivirus protection?

Implementing Your Back-to-Work Strategy

No one knows how COVID-19 will progress over the coming months. Downward trends in case counts have been encouraging; still, as more schools and business open and flu season ramps up, a COVID-19 flareup is possible. That’s why any back-to-work strategy must include the flexibility to pivot if circumstances change.

It’s also wise to consider taking a phased approach to bring employees back to the office. This would entail prioritizing the roles that most urgently need an in-person environment for efficiency and productivity, and then limiting how many employees return to the office at each stage.

It may take some time to return to a fully-staffed in-person office environment. A well-developed back-to-work strategy will help you navigate that process safely as you continue to place the highest priority on employee health and wellbeing.

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5 Ways HR Tech Supports Your Diversity Recruiting Strategy

5 Ways HR Tech Supports Your Diversity Recruiting Strategy

Is bias in recruiting still a problem in today’s workforce? Well, yes and no. If you’ve been paying attention to recruiting trends over the past decade or so, you know that diversity is a key consideration for any hiring strategy. Cultivating a diverse workforce from top to bottom delivers higher financial returns over time and supports growth and innovation

Beyond that, pursuing diversity in recruiting and hiring is just the right thing to do. 

The problem is that we don’t always know what we don’t know. In other words, unintentional bias can creep into even the most conscientious of companies. It can happen because our networks tend to consist of people like us, and we don’t always recognize that. It can happen because of the wording used in job postings, or because we “go with our gut” in an interview without truly understanding why. 

The good news, though, is that technology can help us overcome unconscious bias and create a stronger diversity recruiting strategy based on data and merit. 

5 Ways to Improve Your Diversity Recruiting Strategy With HR Tech

At last year’s HR Tech conference, Ryan Browning of consulting firm Mercer and Richard Lopez of Dell Technologies talked about how design thinking can help you implement technology solutions to solve unconscious bias. It’s important to start from the ground up so that you aren’t just applying technology bandaids to deep cultural problems. But if you start from a problem-solving perspective, technology tools can be essential resources for eliminating bias in the recruiting and hiring process.

Here are five ways to get started.

  1. AI for Job Descriptions – Job descriptions are often the first contact a candidate has with your company. That’s why they must speak to all qualified candidates equally. For example, using gendered pronouns to describe an applicant (he/him) can discourage female candidates from applying. Beyond specific word usage, the structure of your description may also discourage some candidates from applying . Studies show, for example, that listing too many requirements can turn excellent female candidates away. This happens because women usually only apply for a job when they meet 100% of the requirements, while men will apply if they meet about 60%.

    New AI tools like Textio help you optimize your job descriptions based on research. Textio evaluates your description and offers recommendations for wording changes and structure so job posts appeal to appeal to all candidates including women, minorities, and older individuals.

  2. Expanded Talent Pool – Limiting your talent pool to candidates in your immediate network can also create diversity challenges. It happens because networks tend to consist of people like us, with similar backgrounds and experiences. Technology can help you reach more diverse candidates by extending your database. For example, Blendoor uses crowdsourcing, strategic partners, and talent events to connect companies with candidates through their jobs app. 

  3. Blind Resume Screening– Companies routinely use tools embedded in applicant tracking systems (ATS) to do an initial resume screen. HR tech vendors often include this capability in their software, saving HR managers the time and effort of reading each resume personally. Ascentis, for example, offers resume parsing through their career portal. This feature helps hiring managers evaluate resumes based on how well they meet job requirements.  

    New tools like TalVista take this even further by redacting identifying information from resumes. Once managers are ready to narrow down candidate lists and schedule interviews, they can evaluate each candidate based on credentials and skills only. This prevents unconscious bias from creeping in based on a name, educational institution, or photo. 

  4. Blind Pre-Hire Assessments – Once they have selected a short list of candidates, many companies will ask them to complete a skills assessment to evaluate specific abilities. These skills assessments introduce another level of bias as demonstrated by the “Orchestra Study.” In the study, female musicians were 50% more likely to advance out of preliminary rounds if blind auditions were used. This happened even though evaluators believed they were assessing each musician based on talent alone. 

    GapJumpers has taken this knowledge and applied it to the pre-hire assessment. Using their technology, companies can eliminate bias by creating anonymous assessments to test candidate skills. 

  5. Predictive Analytics for Candidate Selection – Predictive analytics helps managers assess how a candidate will perform in the role over time. Will he or she be a good cultural fit? What can you expect in terms of retention? Which candidates are likely to be most successful? Rather than hiring based on gut feelings about these questions, managers can use predictive software to get real answers based on data. 

    Ultimate Software, for example uses both predictive analytics (what is the most likely outcome) and prescriptive analytics (what should I do to achieve the best outcome) to hire top candidates and support them after they join the team. 

Can Technology Really Eliminate Bias From the Hiring Process?

Unfortunately, technology can’t eliminate all bias everywhere. There is still an essential human element in the hiring process. That human touch is vital for making final decisions, promoting candidate engagement and creating a positive candidate experience. While this interaction is important and necessary, it also introduces the possibility for unconscious bias along the way. Humans may also inadvertantly introduce bias to technology at the coding level or during the data collection process. If the data itself is not inclusive, then the technology will produce skewed results.  

That’s why you also need to intentionally develop a culture of diversity and inclusion in your workplace, starting with training. Google Vice President Dmitri Krakovsky addressed this issue at the 2019 HR Tech Conference. In his session, he stressed the importance of collecting diverse, representative data so that AI algorithms will not reflect bias in their outcomes. 

Technology is not perfect. Still, it’s a step in the right direction. If we can create AI that “learns” based on unbiased data samples, said Krakovsky, we will “have the potential to be transformational in promoting inclusivity and diversity in recruitment.” 

And that’s the ultimate goal.

4 Ways to Move Beyond Zoom with Collaborative Remote Work Technology

Working from Home

We’re over a month deep into our new working from home reality. How’s it going for your business? Many of us are feeling the strain, with multiple Zoom meetings every day, remote team management, and a host of other at-a-distance challenges. And while tools like Zoom and Microsoft Teams are a godsend for this environment, there is also a growing need to document and integrate those tools with your HRIS.

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