HR TECHNOLOGY
HR TECHNOLOGY
HR TECHNOLOGY
HR TECHNOLOGY
HR TECHNOLOGY
300

Companies are increasingly investing in HR technology to

streamline their hiring processes and enhance the candidate experience.

300

AI-driven tools can analyze video interviews to assess

what candidates say but also their non-verbal cues and expressions

300

Predictive Analytics is

 AI can analyze historical hiring data to predict which candidates are more likely to succeed in a specific role.

300

Mention 2 advantages 

Increased efficiency : automating routine tasks such as payroll processing.

Improve Data Management: stores employee data, making the processes easier.

Better Recruitment and Onboarding: HR Technology streamlines the recruitment process through systems which helps in sourcing, screening, and hiring candidates more efficiently.

Cost Savings: Automation of HR processes reduces the need for manual intervention, lowering the chances of errors and the costs associated with them.

300

The use of AI in hiring processes raises several ethical concerns

primarily centered around bias, transparency, and privacy.

400

Mention 3 core functions of HR Technology 

  • Compliance
  • Payroll processing
  • Benefits administration
  • Talent acquisition
  • Talent management
  • Development and performance reviews
  • Reports, analytics and research
400

These tools can identify patterns and traits that might be overlooked in traditional interviews, contributing to

More informed hiring decisions.

400

Resume Screening is

AI-driven tools scan resumes for specific keywords, skills, and qualifications that match the job description. 

400

Mention 2 disadvantages

High Initial Costs: Implementing HR Technology can be expensive.

Dependence on Technology: Over-reliance on HR technology can lead to a loss of personal touch in HR processes. For example, employee relations and conflict resolution.

System Failures and Downtime: HR technology systems are subject to technical issues such as software bugs, server failures, or downtime, which can disrupt HR operations and cause significant inconvenience.

400

The risk of using AI in Human Resources is

dehumanizing the hiring process, where candidates feel reduced to mere data points, potentially overlooking crucial human qualities like creativity and emotional intelligence.

500

HR technology use ------- to automate the human resources function in organizations.

Hardware and software tools

500

These systems can help HR professionals design workflows to what purpose


that suit their unique needs, promoting a standardized and efficient hiring process with emphasis on the stages that are most important to the business.

500

Parsing Resumes is 

AI systems can extract and organize data from resumes, such as work experience, education, and skills, into a standardized format, making it easier for recruiters to compare candidates.

500

Bias Reduction is

AI can be programmed to ignore demographic details like age, gender, or ethnicity, focusing purely on qualifications and experience, which can help reduce human bias.

500

HR technology is a critical investment for organizations looking to

optimize their human resources functions and enhance overall business performance.