Yesterday, I went to my first ever Human Resources conference. Besides listening to one excellent speaker, the Wall Street Journal’s Lauren Weber, it was a complete and utter snooze-fest. Here’s why: The human resources industry has failed to innovate.

Similarly to when I click on a LinkedIn article and am majorly disappointed because the headline is amazing but the article’s content quality is garbage, nearly every speaker at yesterday’s conferences bored me to death despite their flashy speech titles.

Here’s why: The speakers were in businesses that purported to improve the workplace, yet simply critiqued the problems in modern HR without offering any solutions. It seemed like every single speaker pulled his/her quotes and slide decks from the same sources.

(You could have created a BuzzFeed list called “The 36 Things You’re Guaranteed To Hear At A Human Resources Conference” and you’d get all 36 things right.)

Here are my overall observations on the future of human resources and how technology should be integrated into these processes:

1.The upper echelons of human resources need to innovate more. Very few people say, “Gee whiz, when I grow up, I want to be the world’s best people manager!” However, it is my hope that this will soon change, as human resources technology has the potential to be one of the world’s most interesting fields. During the past year, while running SkillBridge, I have learned how vital people are to any company. The ability to plug a single person in to a company to fix a problem or suggest a solution can have consequences for years and years to come. For this reason, we need more people with data, technology, and startup backgrounds to get into human resources, and that means getting into human resources technology to solve our current problems with science and engineering solutions.

2. Millennials are job-hoppers, plain and simple. For better or for worse, Millennials prefer to find meaningful work, do it for a while, learn a lot, and then move on. This may cause somewhat of a crisis if it continues in the industry, or, as Lauren Weber bemused yesterday, perhaps the trend may stop when talented Millennials start to have children. I suspect that even when Millennials settle down with families, they won’t settle down in one office space. There is a war for talented people that is always being fought, and if you are a talented individual, you will always have the upper hand.

3. Whether sexy or not, human resources will continue to be one of the most important industries in the coming years. Work habits are changing. By the year 2020, 40% of the American workforce is expected to be made up of freelancers. This means that there will be radical changes in the way that we work and the way that we hire. As the Deloitte Review stated in 2013, ““What the open source model did for software development, the open talent economy is doing for work. Today’s younger, connected, globally mobile people are managing their careers on their own terms. Where their parents may have sought job security, they prize engagement and meaning.”

4. HR has a huge image problem and HR needs a makeover. That makeover won’t be created by the current generation of human resources leaders, but by the people who are willing to disrupt the status quo in an industry that has hardly seen any changes thus far.

To current HR leaders: You’d better watch out, because when you wake up next week, technology will be far ahead of you. The current crop of tools out there maymake your current processes more efficient, but they’re just giving you a slightly faster horse, rather than a brand new car.

I’ve heard too many people tell me about problems in the talent world, but not how to fix them. If you’re not the person who’s going to provide the solutions to the myriad problems at hand, you don’t deserve a seat at the speaker’s table. Technology is the answer to many of the HR industry’s problems. As Marc Andreessen and others have said, software is eating the world, and this includes the HR world. Now is the time to radically re-think what talent management will look like in the 21st century.

These are my latest thoughts on the state of the HR industry, and I promise there are many more to come. Until then, please register as a consultant on SkillBridge, or, if you’re a potential client, we’ll match you with one of the world’s best consultants. And please read the SkillBridge blog for more of my thoughts on tech, innovation, consulting, HR, and a whole lot more. Together, I promise you, we can #ReinventWork.