HR tech mapping: the future of work in a post-Covid world
The nature of work — the way it’s done, the way it’s managed and organized — is changing at high speed. And just when you think you know where it’s going, a global pandemic challenges it all again. This is the second edition of our mapping of HR techs, freshly updated to reflect the state of technologies available to businesses, big and small. If your solution should fit somewhere in this mapping (or one that you love using) please let us know!
We might just start making sense of the crisis that is looming, its hardships and uncertainties. But there’s one thing that is certain: beyond its economic impact, COVID has changed our work habits for good. Following lockdown in France, 40% of the active population wants to keep remote working at some point*.
On the business side, the crisis highlighted the huge gap existing between the haves and have-nots. Between the digital ready and those who yet have to adapt. It also proved how properly digitized tools and process could bring strategic advantages and vital performance. The need to adapt is as urgent as ever. In other words: HR performance has become a strong contributor to overall performance, whether businesses are thriving or entering a phase of resilience.
HOW TECH CAN HELP
Recruitment: competition for talents is here to stay
- Sourcing: Marketing programmatic tools are increasingly used to optimize recruitment targeting, and to promote job offers at the most qualified audience (Goldenbees, Xtramile).
- Assessment: Job-matching and assessment is becoming increasingly data-driven and algorithmic (Goshaba, Riminder), which also brings about ethical issues.
- Employer branding: A strong asset for startups and corporates in the competition to attract the best candidates (and keep them) (WTTJ, Jobteaser).
Workforce management: the key topic for corporate digital transformation
- Engagement: People analytics and feedback tools have gone from a nonexistent to strategic in a matter of years. Still we’ve seen a lot of startups booming without any clear success. (Supermood, Jubiwee).
- Management tools: Few mapping and staffing tools have succeeded as expected (Javelo, Clustree), but a new generation mixing automatic skills detection and staffing is appearing (Pickyourskills).
- Continuous learning: Keeping the workforce up-to-date with the right skills and knowledge is critical to succeed any transformation. The challenge is huge for corporates. The gamification and microlearning trends are here to stay (360learning).
Temporary work: the gig economy isn’t for everyone
- Freelancing : After a strong increase of freelancing platforms 5 years ago, it seems that they are all experiencing their limits in terms of supply (training, churn etc.). A new generation is rising, rooted in the passion economy, which focuses on providing the best tools and benefits to their audience.
- Interim: We see a renewed interest for interim model, especially for blue collar jobs (Iziwork, Gojob, Bruce).
- Benefits: The first freelance wave has led to the creation of new services to help freelancers benefit from full-time job-like employee protection (Shine, Swile, Wemind.
*OpinionWay-Square, Management pour « Les Echos »
