- Communication with applicants and interviewing - through chatbots
- Active sourcing - through providers that use algorithms to promise better matching and predict switching and relocation probabilities
- Applicant (pre)selection and interview analysis - through artificial intelligence Programm
Of Course, not every program will pay off for small or mid-sized companies. This is true in HR as well as in other functions. Additionally, it is important to note that automation does not per se lead to better results. Faster does not have to mean better quality. To stay with the recruiting example: There are programs that create a personality profile from a photo or handwriting. But this does not improve the selection of applicants. It is just automated nonsense.
HR professionals not only have to stay up-to-date with digitalisation in their own core activities. They are also asked to support change processes and should be able to identify resistance and success factors.
What drives employees when they are confronted with digitalisation in their working lives? In a recent employee survey, those affected saw more than twice as many risks as opportunities. Is this typical German risk avoidance or even a worrywart attitude? Or does the result represent a realistic assessment of employees with the realisation that many changes and "reforms" have not led to the better?