With smartphone and tablet a lot has changed in everyday life. For example, the office with the digital helpers is now portable and accessible from everywhere. Also in Human Resources Management.
Mobile HR: HR departments can not refuse
The signs of today are about mobility. Increasingly, HR processes are also managed by smartphone. Not only in recruiting does mobile HR management meanwhile contribute to greater efficiency.
The application areas range from master data maintenance, mobile absence management, communication tasks, document management, the creation of work plans, time recording, release and approval processes to contract management. All this can now be done on the go. Jacando also relies on mobility and offers its modules in mobile versions.
Manage processes with just a few clicks: user-friendliness is of particular importance
The applications are so user-friendly that HR managers can make decisions, forward information, assign tasks, or issue approvals for most processes with just a tap, anytime, anywhere.
This has the decisive advantage that processes that could be left behind for a long time due to business trips, protracted meetings or customer appointments, can also be completed quickly and easily occasionally. The process chain is thus constantly in flux and upcoming decisions are made faster.
That HR can not close itself off to this development is obvious. The acceleration of the processes and a better manageability in the human resources system is a great service for existing and future employees, which they not only welcome but also presuppose. Employers who lag behind this trend run the risk of damaging their own employer brand. And that is definitely not far-fetched, but scientifically proven.
Mobile HR Management: The expectations of employees are high
For example, the “Mobile Recruiting Study 2017“, which was conducted by the meinestadt.de portal in cooperation with RheinMain University of Applied Sciences, shows that employers alienate a large number of applicants if they renounce from mobile recruiting.
Almost every second talent has already cancelled an application once because it was not optimized for mobile use. That’s not surprising. Since, applicants are used to it from other online offers that work with little effort and via smartphone. This ranges from dating to financial transaction. Only the application is eliminated ? That does not fit together for them and inevitably throws a bad light on the employer, who obviously does not keep up with the innovations of the time.
Mobile recruiting is becoming more important
That’s also the case with most employers. Almost 70 percent of respondents are convinced that applications via cell phones or tablets will become more important in the future. And that companies that do not stay abreast of the changes will experience difficulties to find new employees in the long term. However, most companies are lagging behind in this insight.
Not even half of the companies have optimized their online career appearance – not to mention mobile-enabled applicant management. There are already many possibilities: The one-click application, for example, with which an applicant can import the data from his Xing or LinkedIn profile, directly into the applicant management system of an employer instead of a classic CV. This is optimal for mobile applicants, who then do not have to fill out application forms.
HR 4.0: Fast, faster fastest
The recruiter is automatically informed at the other end of the application process on all his terminals about the receipt of the received data and can process them ad hoc on any device by first qualifying them, then forwarding them to the line manager. Within the system, process owners can make assessments, exchange ideas about the talents, and even invite them to the job interview at any time by only one touch on the smartphone. In the meantime, unsuitable applicants receive a timely cancellation. A recent trend in mobile recruiting is the ability to conduct video interviews via smartphone. Either in real time or with a time delay. In this case, the HR specialist sets the questions he has of the talent in advance. The talent sees them at the moment of the video interview and answers spontaneously. More that you need to know for a video interview.
This procedure has several advantages:
• Recruiters receive authentic answers and get a real impression of a candidate.
• Applicants who do not live nearby do not have to travel in a laborious manner.
• The interview can be conducted at any time and from anywhere – even across time lines and continents.
• The answers can be forwarded to other process participants, who can also gain an impression of the applicant.
Mobile recruiting alone is not enough
Candidates who value a mobile application process, however, also logically expect that this experience will continue after being hired in the other areas of HR management. For example, you no longer want to print out and fill in a holiday request, then pass it to the HR department and then wait for the paper to come back. Obviously the whole process would be much easier with an employee app:
• Request for vacation with one click.
• The information goes straight to HR.
• HR confirms or rejects with a mouse click or a swipe on the smartphone display.
This used to take days and can be done in seconds now. Another example of mobile HR applications is Artificial Intelligence Mila – a chatbot. He accepts absence reports from employees via a special app. They chat with the robot like in an instant messenger.
Artificial intelligence and mobile HR
While Mila confirms the employee’s absence receipt and politely wishes him a speedy recovery, she simultaneously initiates a routine that sends out information to the responsible manager so that he can adjust the duty roster. Employees can also use Mila’s chat interface in everyday life to plan their time, review appointments, and do a variety of other tasks. Conclusion: way with old HR routine. The future no longer casts shadows, it has begun.
Picture © Julien Eichinger