Technology is a disruptive agent of change in every field and industry. Digital transformation has been gradually shaping the HR industry in numerous aspects; machine learning, cloud computing, business intelligence, and big data are all emerging fields of technology that are being put to use in HR in a positive way. Companies do not need to use expensive and highly sophisticated tools to apply technology to HR or even recruitment in particular – these advancements can be harnessed by every company in Myanmar today if they so choose.
Mentioned below are five digitally enhanced transformations in HR that can be widely employed in Myanmar with minimal impact on an HR department’s budget. These digitisations have been changing the way corporations interact with their past, current, and future employees and making the process of recruitment advertising, talent acquisition, and personnel management easier than ever before.
CV Screening
CVs are the first and foremost point of contact between candidates and recruiters, and the precision of judgement for this initial process is extremely crucial. CV Screening Bots are an automated technology that relies on keyword search and record keeping to systematically manage large volumes of CVs sent in every day. CV Screening technology is not just a great way to filter out the candidate CVs that are irrelevant, it is also a powerful tool to manage other aspects of the candidates’ job application like bulk emailing, job posting, and note taking.
JobNet’s Applicant Tracking System (ATS) uses state-of-the-art technology and advanced algorithms to ensure that the right applicants reach the right companies without impeding the process of CV screening. This feature is followed by many other benefits for the company like adding tech-powered precision to the recruitment process, filtering out all CVs that do not relate to any open posts (for any reason selected by the company), and making quick conversions from applicant status to interviewing candidates.
Interviewing
Candidate interviewing in today’s world has become easier than ever due to virtual technology that enables people from distant places to see and communicate with each other over the internet. Web-enabled conference calls have been gaining popularity over the years because they allow multiple recruiters to be on a real-time, fully interactive call with candidates who do not have means to physically come to the office to sit for an in-person interview for whatever reason. Online calls can provide a very similar office interviewing experience allowing for the interviewer to evaluate the candidate on a number of hard and soft skills. Skype, Google Hangout, and Zoom are three mostly used professional conference call platforms in Myanmar.
Recruiters may also elect to use automated interviewing platforms that, unlike conference call hosting channels that facilitate full interviewer-interviewee interaction, record the candidates’ professional responses to a set of predetermined questions designed by the platform itself or customised to the needs of employers. These platforms do not require the participation of employers, saving them a lot of time while making it possible to gain answers to questions typically asked in any kind of interview. Myanmar, however, is still not predominantly using this kind of technology due to the preferred mode of interview being in-person.
Storage & Sharing
Cloud technology, specifically cloud storage in this case, is one of the most used technologies due to its ability to manage large amount of data and information over the internet. It eliminates the need for personal machines or devices to host static volumes of files, resulting in a significant portion of native storage to get eaten up quickly. Storage is a vital yet largely overlooked part of daily business operations. Cloud storage adds value to businesses far better than traditional storage and storing platforms due to scalability, relatively low cost of subscription, and accessibility.
Popular cloud storage platforms include DropBox, OneDrive, and Google Drive and they provide crucial functions like security, mobility, collaboration, and administration apart from just basic storing and sharing. Companies and recruiters will find cloud storage extremely useful especially for orientation, onboarding, and training segments of HR where there is a necessity to share a sizeable amount of information files of large sizes like books, manuals, videos, pictures, and other forms of documents. Storing all these files somewhere vulnerable to infiltration can risk leaking sensitive data like confidential employee information and internal company financials to the public. Slack and Trello, although not cloud storage softwares, are some common collaboration platforms in Myanmar and abroad that allow basic information storing and sharing over the internet to anywhere in the world.
Learning & Training
Recruiters are turning to internet classrooms and e-learning platforms to train employees rather than arranging on-the-ground training sessions or seminars that are relatively time-consuming and expensive to conduct. Although proprietary training is important sometimes to teach the incoming employees, some skills necessary for a particular role can be picked up within a short period of time through online certificate programs, nanodegrees, and specialisation courses. There are plenty of appropriate platforms to assign online courses to employees who might thrive better with the skills thus obtained through these massive open online courses. Specifically to Myanmar, DedaaBox, although not an international e-learning platform, is the country’s first mobile app which aims to provide quality adult education in business and language.
Analytics & Visualisation
Analytics and visualisation are a more advanced yet crucial part of HR process, gaining more traction every day. HR professionals are tasked with analysing employee information including payroll, promotion history, retention and turnover ratios, conversion rates, performance reviews, and other pieces of information that require data orientation in order to make business decisions. HR specialists may not possess top-notch data analytics or visualisation skills and thus, may not be able to use advanced analytical technologies, but common office software like Microsoft Excel and convenience software such as Tableau are some basic tools that HR professionals can pick up in a short time and perform some decent data-centric tasks as part of their role.
The software tools have come a long way in the last few years, making it simpler and more efficient to hire the right candidate. It will be interesting to see what is next on the horizon, and you can be sure that JobNet and their clients will be on the cutting edge of all technological revolutions in HR.