Marc Coleman is guest-posting for China Gorman.

As we get closer to 2020, it is an exciting time for the human resources profession. Workforce and HR technology is the enabler that will optimize talent and ensure HR becomes the most important function in an organization.

The next decade will unleash the potential of innovative HR technology, empowering functions to build smarter frameworks for workplaces. Led by HR, all functions of the business will evolve quicker, become agile and stronger, and be more cost efficient.

Artificial intelligence is the fuel. After the introduction of on-premise software and cloud-based technology systems for HR, AI is the third wave of HR technology. 

On the vendor side, Microsoft, LinkedIn, Slack, Amazon, Facebook, Google and Salesforce are entering the space. We are seeing new names and investors coming into the HR industry each week, investing in blockchain, health and well-being, and AI. While it’s still not front and center, the “people first” approach of the HR industry is being pushed further to the side with these newer – and buzzier – innovations.

There is a risk that’s becoming increasingly clear in this growing movement. HR technology gives organizations unprecedented access to employee data and seeks to know everything about them. This can be well-intentioned but may also breach an employee’s right to privacy. Snack maker Mondelez International is one example of a company using sophisticated HR analytics to help employees make health care choices. Other companies use the technology to pinpoint employee skill shortages and identify and reward top performers. However, all this raises the question of how accurate the data is and how ethical it is to use it.

Last year European governments enacted General Data Protection Regulation, or GDPR, to protect the privacy of citizens and employees in Europe, posing another compliance challenge to organizations. Having reliable HR systems is essential for ethical data management.

Legacy systems are holding employers back. Big Brother behavior, privacy laws and quality of data are also causing the snail pace of HR analytics innovation. It’s made worse by HR professionals still being last to the table. Fortunately, much of the initial hype around big data and AI has subsided to a more realistic level.

But regardless we need to raise the level of debate, better protect employee privacy and ensure our governing institutions are held accountable. There is no doubt we need a plan to keep employee data safe in a world full of uncertainty. IT and HR need to work together towards cybersecurity in the workplace. Basic cyber hygiene and automated HR processes coupled with reliable HR systems that still offer flexibility for innovation are a way to keep employee data safe. 

Bringing an inclusive and diverse group of HR professionals and technology vendors together can help ensure a better and stronger future. It’s a conversation that is overdue.

The post Keeping Data Safe: The Next Wave of HR Tech Innovation appeared first on Workforce.

Effective workplace training is a huge part of keeping your employees working at their best. Whether it’s to learn new skills or keep on top of recent industry developments, training is vital to both employers and employees. In a recent survey from online business print providers instantprint, over half of workers (56%) said that they’d… View Article

5 Ways to Get the Most from Training for your Employees Undercover Recruiter – Recruiting & Talent Acquisition Blog

It’s a phrase that’s often used and with most of us spending at least a third of our day at work, it’s no wonder we sometimes feel that our day job is likened to a marriage – minus the anniversary cards and presents, romance, and arguments. And in some extreme cases, our job has cost… View Article

Why We Feel “Married” to Our Jobs Undercover Recruiter – Recruiting & Talent Acquisition Blog

How many different ways can one employer discriminate? How about eight?

The EEOC recently settled a national origin and disability discrimination lawsuit against a staffing agency, brought on behalf of a group of Latino employees working at an Alabama poultry plant.

The eight different acts of discrimination alleged by the workers?

    1. They were harassed, which included ethnic slurs, threats, verbal abuse and other abusive working conditions.
    2. They were paid less than they were promised.
    3. They were placed in more hazardous conditions.
    4. They were denied bathroom and lunch breaks.
    5. They received fewer hours of work than their non-Latino co-workers.
    6. They had exorbitant relocation, housing and transportation fees deducted from their pay.
    7. They were denied medical treatment and other accommodations (such as breaks or time off from work to recuperate) after suffering repetitive motion injuries to their hands, forearms and shoulders.
    8. And, when they complained about all of the above, they were ignored.

According to Marsha L. Rucker, regional attorney for the EEOC’s Birmingham District Office, “We cannot allow any employer to prey on vulnerable workers by recruiting them and then subjecting them to such gross mistreatment.” Adds Bradley Anderson, the EEOC’s Birmingham district director, “The EEOC has made combating discrimination against vulnerable workers a strategic priority so that employers cannot profit from victimizing them.”

All of the above cost this employer $475,000 to settle the EEOC’s claims.

It also earned this employer its nomination as the Worst Employer of 2019.

Previous nominees:

The 1st Nominee for the Worst Employer of 2019 Is … the Philandering Pharmacist

The 2nd Nominee for the Worst Employer of 2019 Is … the Little Rascal Racist

The 3rd Nominee for the Worst Employer of 2019 is … the Barbarous Boss

The 4th Nominee for the Worst Employer of 2019 is… the Flagrant Farmer

The 5th Nominee for the Worst Employer of 2019 is… the Fishy Fishery 

The post The 6th Nominee for Worst Employer of 2019 Is … the Diverse Discriminator appeared first on Workforce.

When you’re a recruiter submitting candidates to your hiring manager for review can be an unnerving experience, especially when the response can be so varied. You’ve spent days sifting CV’s, sourcing, interviewing and no doubt chasing candidates who seemed to disappear after your initial conversation. Finally getting to those 2 or 3 candidates that you’re… View Article

The 5 Types of Responses Hiring Managers Give to CVs Undercover Recruiter – Recruiting & Talent Acquisition Blog

Research around high performers in business, and what attracts then retains high performers in a business has greatly identified a shift in what was, to what is now an environment that can support high performers. Globally some of our best organizational development researchers are all talking about how this shift is influential in how organizations… View Article

Attracting High Performers Undercover Recruiter – Recruiting & Talent Acquisition Blog

Most job seekers know that when interviewing for a job, asking intelligent and well-thought-out questions is an integral part of the applicant evaluation process. Approaching a job interview with a variety of questions on topics such as company and departmental goals, culture, mission and values, why the position is open and what is expected of… View Article

What Questions Should You Never Ask in a Job Interview? Undercover Recruiter – Recruiting & Talent Acquisition Blog

Ever wondered whether it’s a blessing or a challenge to be one of the world’s best-known consumer brands, especially when it comes to employer branding? Well, we’ve been speaking to the American wireless voice and data provider T-Mobile US. Tisha Leslie is the Director of Employer Brand at the company and gives us an insight… View Article

Making the Employer Brand Obvious Undercover Recruiter – Recruiting & Talent Acquisition Blog

Just a few years ago, being employed generally meant you worked in an office that’s exclusively used by the company. The whole space is divided by department, with each section occupied by a team of your colleagues who work together for a common goal: growing the business. It’s a common sight to see desks or… View Article

The Evolution of the Flexible Workspace Undercover Recruiter – Recruiting & Talent Acquisition Blog

With the U.S. unemployment rate at an all-time low, hovering under four percent, the talent market is getting more and more competitive. According to the Bureau of Labor Statistics, there are 6.7 million job openings and just 6.4 million available workers to fill them. Connecting to candidates has become increasingly difficult and relying on traditional… View Article

How Texting is Helping Recruiters Screen 10 Times the Candidates Daily Undercover Recruiter – Recruiting & Talent Acquisition Blog