HRTech

by Team Azilen

March 09, 2023

50+ HR Technology Trends & Learnings: Curated Exclusively from HRTech Virtual Conference by Azilen Exhibiting Team

What makes this list of 50+ HR technology trends highly relevant to the market, users, and thought leaders?

Azilen has exhibited at the recently-concluded HRTech Virtual Conference 2023.

Our exhibiting team attended keynote sessions given by HRTech industry leaders such as Josh Bersin, Dr. Denise Caleb, George LaRocque, Travis Windling, Shari Yocum, Thomas Otter, and Larry McAlister and bagged some important insights on HR technology trends reshaping the future of work.

In addition to the keynote sessions, Azilen exhibiting team has also been introduced to innovative tech stack and value propositions of leading HRTech products such as Divigo, UKG, Visier, ServiceNow, Whatfix, Charthop, Eightfold, Emi Labs, Claira, Symphony Talent, Leapgen, and Gem.

The best part of the event was the immense opportunities to meet HRTech industry leaders, HRTech analysts, HR consultants, HR professionals, and HRTech enthusiasts with whom we had comprehensive and thought-provoking discussions on NextGen HRTech ideas and trends.

An intense level of marathon discussions, ideas sharing, ideas sharpening, listening to industry leaders, and connecting dots with our HRTech expertise helped us to figure out 50+ HR technology trends highly relevant to the market, users and thought leaders.

Let us start by sharing…

5 major HR technology trends from HRTech Virtual Conference we found most game-changing and market penetrating

During the 3-day long conference, keynote speakers and HRTech product owners coined new terms and highlighted the very significant first-of-its-kind trends.

So, before we are going to share the list of 50+ HR tech trends, let us take a moment to share 5 major trends we find more helpful to new-age HRTech entrepreneurs.

1. Unified EX and integrated ecosystem – by Josh Bersin

Source: Keynote session given by Josh Bersin at HRTech Virtual Conference

Many organizations tend to incorporate new platforms to enhance employee experience.

But they fall short of realizing true ROI because they lack a singular EX layer. In other words, unintegrated platforms end up adding additional tasks for employees and eventually influence the employee experience negatively.

Thus, it becomes vital for organizations to build unified EX by engineering an integrated ecosystem.

2. Drip and spaced interval learning – by Maureen Brown from Divigo

Just after training is attended, 70% of people forget about learning within 3-4 hours while after a week, it goes up to 90%.

Drip learning is emerging as a solution to this problem. It enables learning in bits and pieces with slow-release resource materials and mini-training modules.

3. Work has changed. Life and work are inseparable – by Stacie Young from UKG

Modern employees are not just looking for a source of income; they expect an environment that nurtures a balance between work and personal life.

Thus, it becomes crucial for organizations to put more emphasis on the well-being of their people by discovering the loopholes in people strategy with AI-enabled tools.

4. Let AI be the guide – by Justin Ghio (Activision Blizzard) and Conor Volpe (Eightfold)

Skill verification, conversations, candidate generation, strategic talent targeting, scheduling calls, and proactive lead generation are some of the AI use cases in the HR industry.

AI enables faster screening using color i.e., Red for unfit candidates, Yellow for partially fit candidates, and Green for best-fit candidates.

Overall, AI changes the dynamic between hiring managers and recruiting teams.

5. The next 25 years will be all about the employee – by Ian Cook, from Visier

The importance of people tech is getting more common with work getting normalized but not remaining the same in the post-pandemic era.

Selecting the right people and assembling the right teams are a few of the major focus areas of HR leaders.

Balancing the needs of work against the needs of people rewards both people and organizations.

Thus people-focused data excellence is unfolding as a more important factor for organizations than process excellence.

The complete list of 50+ HR technology trends and learnings curated from HRTech Virtual Conference 2023

1. Multiple HR platforms across the organization lead to bottlenecks. The key is to build unified EX and engineer an integrated ecosystem.

2. Chatbots don’t replace HR professionals. They empower them!

3. ChatGPT is a learning tool!

4. Capabilities are not enough, employees seek growth.

5. Employee listing is getting integrated.

6. Passive listening is real.

7. Talent intelligence is a cousin of people intelligence!

8. Workplace analysis is a new market.

9. Pay equity is more important than the level of pay.

10. Microsoft is an HRTech company! (With LinkedIn, Viva, Teams, and Azure)

11. Data literacy is a must among HR professionals.

12. HR compliance is going to be the number one priority of organizations.

13. AI will help a lot to tackle legal HR challenges.

14. A successful product is a result of how precisely you align your product with users’ life stories, habits and areas of interest.

15. Product integration and product engineering go hand in hand!

16. HR data is important for people analytics.

17. Talent acquisition-specific analytics make hiring better.

18. Automation strengthens the HRTech stack.

19. First step to implementing DEIB = Consistency

20. Automation addresses recruiter burnout.

21. Analysis of job postings helps in building a framework.

22. Change management requires people analytics.

23. People Data = Talent Management

24. Obtaining data sustainably is important.

25. Repetitive tasks lead to recruiter burnout.

26. One-click potential sourcing is the future.

27. Beware of employees survey fatigue

28. Have an open mind while having cross-cultural communication.

29. Invisible skills are expensive.

30. Employee onboarding from mobile is real.

31. Being data-driven is the key to getting the most.

32. Creative Disruption = Heart of Innovation

33. Concept of innovation is organization-driven.

34. We don’t know where work will go tomorrow.

35. ~17 billion dollars has been spent on the future of work.

36. Privacy and standards are important for software delivery and design.

37. Contracts should be easy to understand.

38. Define your business problem, not the solution.

39. HRTech startup = Understanding the problem!

40. Ecosystem engagement is very important for startups.

41. Startups should learn to deal with large enterprises.

42. Smart period of hiring is here.

43. Labor shortage is real.

44. Recruiters should know what talent wants.

45. Personalization is key to building long-term talent relations.

46. Diversity hiring goals are complex to meet.

47. Speed aspect in TA is crucial.

48. Tracking is a challenge in high-growth volumes.

49.Reengaging talent makes difference.

50. Change is inevitable, everywhere, and healthy.

51. Change is the new strategy.

52. Digital is not equal to technology

53. HRTech is a part of HR digitalization.

54. Processes generate data, and journeys generate experiences.

55. It’s not about technology, it’s about design and change.

56. An opportunity marketplace = More options

You may find this resource useful: How to Make Workday Greenhouse Integration Successful?

Azilen is committed to realizing these trends and learnings with HR domain understanding, and integration & engineering capabilities

With merely good ideas and execution of those ideas, one cannot bring revolution to the HRTech space. What it would require is the fusion of HR domain understanding and product integration & product engineering capabilities.

With this single thought, we have been mastering HRTech product integration and engineering for over 13+ years while exploring the HR domain from experiences, interactions, and implementations.

During this more than decade-old practice, we have onboarded some of the sharpest minds and formed a team of subject-matter experts who are proficient in seeing through the vision, scaling it up, and making it foundationally successful with product engineering and integration excellence.

HRTech is an evolving space. Thus, rather than focusing on winning it, we aim to make ourselves adaptable enough to quickly realize and implement the new trends and learnings on the integration and engineering fronts.

This helps our clients to gain a competitive edge over other products!

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