Some common buzzwords in the HR technology realm these days include AI, machine learning, and people analytics. Depending on your outlook, these can sound like exciting developments or just very impersonal forms of technology that move the experience for candidates and employees further into the digital world and away from personal contact with actual HR people.

In many ways the shift to automation has gained wide acceptance without much thought to how far HR interactions with people have moved to the online world. But there is always a balance to strike between automated efficiency and personal interaction when it comes to working with candidates and employees.

In the recruiting area, cloud-based systems have already streamlined the candidate experience as more people go online to apply for positions, conduct interviews, and do their on-boarding.

Some recruiting applications funnel resumes through an AI filter that automatically matches up candidates with open positions and emails calendar invites to set up online interviews. However, it's not so clear these apps are effective in looking beyond core competencies and job-requirement keywords to identify, for example, related sector experience or transferable skills that would make a candidate a good fit to grow into a role.

With existing employees, it is also now commonplace for companies to direct their workforce to the digital world for many HR functions like reviewing paychecks, checking on health benefits and communicating with internal and external partners.

And advances in HR applications and analytics have opened new doors for employers to work effectively with employees on many fronts. For example, more real-time data enables companies to have more frequent conversations with employees beyond the old annual performance review. Whether it is quarterly check-in meetings, monthly meet ups, surveys or pop polls, there are software options on the market that can increase the frequency and forms of give-and-take with employees so everyone feels more engaged in the process.

However, at the other extreme, some of the technical approaches out there have the feel of Big Brother with features like email/social media monitoring, employee GPS tracking, or polling employee morale to identify flight risks. Each company's culture is different, so the reach of technology into a company's workforce needs to be clearly communicated to all employees.

Certainly many of the new HR applications in the market today offer the capability to personalize the employee experience from start to finish in their career. Whether it is recruiting, on-boarding, conducting evaluations, coaching up people, or planning exit strategies each candidate and employee will benefit from a more personal relationship with the HR team.

We are here to help you evaluate your HR technologies and ensure that all involved feel engaged and connected to the human side of the HR equation.