Jessica Miller-Merrell | , , ,| By
The HR and recruitment industry is crazy, complex and changing every single day. Practitioners and HR and recruiting technology service providers often operate on opposite ends of the spectrum with the practitioners interested in the technology but slow to adopt due to a number of different reasons including budget, HR’s strategic role or lack thereof, as well as a genuine disinterest in understanding, adoption or using technology.
The Adoption and Innovation of Workplace and HR Technology
Most of us (HR practitioners) don’t avoid the adoption of technology purposely. We just have other more pressing things to do than play with Twitter, understand the role of XML feeds in job distribution or understand how improved processes can be impacted by HR technology. Truth is, we’ve also been burned and dealt with more than a handful of slimy sales persons in the industry who treat us with kid gloves, insult our intelligence or ruin our impression of all technologies because of a single experience with a bad product, overzealous sales guy or gal or a product that up and shut down it’s doors that went just adopted at our company. As practitioners, we don’t really like to be sold the new HR technology.
As I’ve mentioned previously, the human resources industry is normally 12-36 months behind consumer adoption of technologies including mobile, social media, cloud and other emerging technologies which you can see below. This is one of the main reasons I recently picked up my family and moved 2,000 miles to San Francisco. The two groups HR technology innovators and HR technology users need to communicate in order for adoption of the innovation to take hold. It also helps when the technology is developed for and with insights from the practitioners to make sure that it solves a problem that needs to be solved for the end user, industry or buyer of the technology.
Nominate a #DisruptHR Technology Until December 15
That’s where I come in. This blog and our more than 25 writers provide a resources for practitioners in the industry. Starting today, we are accepting nominations from professionals, technologies, and practitioners who feed compelled to recognize a great new HR Technology. And by new, I mean just released in the last 18 months from beta and testing.
You can nominate a product by clicking here to complete our online form. Technologies must fall into one of these categories when it comes to the employee life cycle:
- Hire & Onboard
I’m accepting nominations through December 15 with companies recognized in late January. Myself and my team will evaluate these new HR technology products looking at their applications for practitioners specifically. Some focus will look on scalability from the point of view of investors but I’m more invested in looking at how the technology in question will help elevate HR, solve a problem or drive innovation in the industry.