The document summarizes key HR technology trends for 2023, including developing skills strategies, talent intelligence, focusing on employee development as a retention tool, listening to employees, using behavioral nudges, and improving navigation of benefits and other tools. It provides examples from companies like Audible that have successful returnship programs and Bell that improved mental health outcomes through dedicated "Let's Talk" days. The presentation encourages blending new technologies with people-focused approaches to give HR more time to engage employees.
2023 HR Technology Trends: What's New and What's Next
1. 2023 HR TECHNOLOGY
TRENDS: WHAT'S NEW
AND WHAT'S NEXT
DECEMBER 6, 2022 AT 9:30 AM
PT, 12:30 PM ET, 5:30 PM BST
2. Our mission at GoCo is to help small businesses spend less
time on manual, painful, and complex HR tasks, so they can
focus on growing happier, more productive teams. We hope
by doing so, we can empower companies to focus on their
own employees and mission.
Backed by notable investors such as Salesforce Ventures and
featured as the #1 HR platform in Forbes, Huffington Post,
and Entrepreneur Magazine, GoCo is delivering a more
delightful workplace to thousands of businesses and their
employees.
Learn more about what separates us from the pack at
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6. About Me
• Chief Research Officer, Lighthouse
Research & Advisory
• Author, Artificial Intelligence for HR and
Talent Scarcity (Winter 2022)
• Host, We’re Only Human Podcast
• Founder, HR Summer School
(5M minutes watched in the last 24 months)
• Dad of four (12 and under)
Ben Eubanks
8. Poll
What are you most hoping to get from today's session?
A. Some of the hot trends around HR technology
B. Examples of other companies and how they are using HR technology
successfully
C. An idea of which HR Tech providers are worth considering
D. All of the above
9. 6 HR Tech
Trends for
2023
A Strategy for Skills
Talent Intelligence
Development Drives EX
Employee Listening
Behavioral Nudges
Navigation and Decision
17. 83% of candidates want
to know about career
growth during the hiring
process
LHRA 2022 Talent Acquisition Trends Study
18. Case Study:
Audible’s
Returnship Program
• Supriya Mimani
• Learning as a Retention and
Performance Lever
• Targets caregivers who have been
out of the workforce for at least
one year
• 16-week paid internship with
potential for full-time offer
20. New Research:
The best listening frequency is in
sync with employee expectations,
not predefined by the employer.
LHRA 2022 Frontline Worker Trends
24. Predicting
Retention
• Identifying internal best practices
• Targeting support where it’s needed
most
• Savings tens of thousands of dollars on
turnover costs
LHRA.io/guardant
26. More than half
of employees
Say “my employer offers
more benefits than I can
easily remember.“
LHRA 2022 Health and Wellbeing Study
27. Case Study: “Let’s
Talk” Day at Bell
• Monika Mielnik, Director of DEI
and Mental Health
• 1/3 of Canadian disability
claims are related to mental
illness
• Reduced STD claims by 20%
and recurrences by 50%
28. Key
Takeaways
• The technology is getting smarter,
but demand is increasing for HR
professionals that understand how
to get the most from the tools
• AI, algorithms, and automation are a
reality, and the best organizations
are blending those in to give HR
more people-focused time
• The future of HR technology is
personalized at the employee level,
from hiring and benefits to
development and engagement
30. Ben Eubanks
Ben Eubanks - Chief Research Officer,
Lighthouse Research & Advisory
lhra.io/
Webinar Coordinator,
Human Resources Today
Rayvonne
Carter
/in/rayvonnecarter/
humanresources
today.com
Q&A
/in/beneubanks
/
Editor's Notes
NYC and salary transparency laws. Lots changing. Let’s see how the HR technology market is keeping up and leading the way.
What is disruption?
It’s what results when you get an unexpected change.
Solve one problem, another one is created. Disruption is GOING to happen. The question is how you are going to be able to respond.
***We have a research advisory council. If you enjoy today’s conversation, I am always looking for forward thinking talent leaders that want to contribute and learn from the research.
2 types of research
Book: boring textbook, and it is. Cornell. NYU. But it’s a book about making work more human.
Skills Strategy
Lots of areas like Hiring, growth, mobility... De-biasing decisions and making them tangible.
But the big question: Where should skills info live? In a workday skills lcoud in your HRIS? In an LMS? In a talent solution like a phenom or retrain.ai?
And how do we make it more actionable?
We need a better way. Bias, even for well meaning leaders.
Eightfold example
Technology example. Apply for job, show your match vs skills for the job and your competitiveness for the role
Define and give quick context
Hard to hire. Using supply/demand data to make more strategic decisions. Not just adjusting comp, but can we hire 1,000 of these people and do they even exist in this market, or do we have to hire remotely to find them? Big questions.
Labor market insights
For a long time we’ve been unclear about the cost of filling a role, and the cost of not filling a role. We know a sales person who we don’t hire leads to x less revenue. But what about a maintenance worker, a nurse, or a teacher? We’re having to get better because we’re seeing real impacts from this. There’s been a nursing shortage as long as I’ve been in the workforce, but we’re seeing shortags of all these other kinds of workers too.
One of the largest global airlines building TI function…
Where do we put our new operations? Where does the talent exist? What does the talent cost?
How do we make big decisions but also localized decisions by job as well?
Kristi H&R Block hiring
EX is fluffy. Too vague and unhelpful. Like when great resignation said ½ of workers would leave. You all said “okay what half?” We need to get more specific and targeted to make an impact. In this case, training is a key part of someone's experience at work and is how we show them we believe in them by giving them more skills and development
We all want a path ahead. 2 in 3 workers have left a job because of a lack of career growth
Reminder: managers are employees too. More companies are looking at selecting and developing them so they can be more effective as well.
Let’s take a look at a story that’s really intriguing about one organization that is weaving a unique development opportunity into a powerful impact on employee experience.
Our 16-week, paid returnship program is called Next Chapter. The program is open to professionals with at least five years of experience who are returning to the workforce after a career break for caregiving of one or more years. If you meet these criteria, we welcome you to apply!
During the returnship, you’ll have the opportunity to revamp your skills, update your resume with new experience, make connections, contribute to a team, and possibly convert to a full-time position. Along the way, you’ll receive invaluable advice, support, and mentorship from Audible’s Next Chapter program managers and from Path Forward.
The returnship program is 100 percent virtual.
Upon successful completion of the returnship, there is a possibility of an offer of full-time employment. Our program offers fully remote roles as well as roles based in our Newark, NJ, Cambridge, MA, or Los Angeles, CA hubs.
this helps us be more responsive, especially in times of intense change. ***2020 stat 97% of companies say HR tech makes more agile.
World is too fast for a one time survey. And that once a year approach may be worse than nothing at all.
AI is better than humans at some things. Seeing patterns in data. Nudging us to take action. This is one of the areas I’m really watching AI bring value to HR technology.
We can't see everything, and it's hard to know what decision to make. We're going heads down as fast as we can. The technology is getting better at guiding our decisions and helping us take the right action at the right time.
Praisidio on retention prediction
Recruiting: have you added a diverse candidate to this slate?
EE listening: manager action planning
Paid leave: you haven’t taken time off, would you like to?
Blood test to replace biopsies for some diseases.
We need more help making choices. Humans are bad at deciding when there are multiple variables. Jelly experiment.
Recently in the news we saw that ADP partnered with Nayya to bring that into the Adp WF now platform for decision support. We need it.
It’s not just health insurance anymore. Even smaller emloyers are accessin mental health, financial wellbeing, and other resources for their employees. Flex spending. The number just keeps growing.
We need to get our full value from these tools. Help every employee get a personalized response.
If your people aren’t usin the tools and adopting them, you’re wasting money as an employer. Let’s see a story about one company that made this a top priority and what results they had.
Goal: reducing stigma
Thank you so much for your time, for your engagement, and for the work you do. In the last two years, every time someone has stopped to thank a front line worker, I have applauded, but I’ve also said and thank yo uto the HR pros who are hiring, training, paying, and retaining those staff so they can continue to serve. You won’t get a standing ovation out there, but in here, we know your service, your dedication, and your impact. Thank you.
