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HR Technology Agility Guide

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Every successful organization needs to frequently adapt to changing market conditions.  For HR Tech to support effective adaptation with agility, Talent and HR Tech teams must ask themselves these questions:

  • Is your team agile enough to adapt quickly and effectively to the ever-changing world?
  • Can you rapidly change your tech stack to support shifting business goals and priorities?
  • Can you make these changes without blowing up your entire stack?

The answer to each of these questions needs to be a resounding YES!

The purpose of this guide is to give you ideas and strategies to navigate the chaos caused by rapid change – whether that change is a global pandemic, or a more regular event like emerging technology, mergers and acquisitions, shifts in the competitive landscape, etc, etc.

We want to help HR Tech professionals find innovative ways to support their organizations and their teams; to have the toolset that lets them adapt with all the speed and effectiveness they seek.

What is HR Tech Agility?

Business agility is an organization's ability to effectively adapt to market changes and to rapidly respond to customer demands.  Same with HR Tech agility - it's the ability to adapt to the market, your organization and ever-shifting priorities, with ease.

You may want to use a chatbot that isn't yet connected to your core ATS - no problem, connect it with your hub.  You may have custom data that standard integrations don't support - no problem, solve that with your hub.  You might want to be able to see the structured data of your ATS with unstructured data from an AI tool - no problem, display it via your hub.   Data limits no longer constrain your HR tech agility. 



Quickly adapting in HR and talent isn’t just for times of crisis

 Crises have impacted the way business is done, for decades – centuries, even.  In 2020, the coronavirus pandemic shaped up to be perhaps the hardest hitting yet.  HR and talent teams have always been impacted by the changes created by crises, and always will need to move forward regardless.

Adapting in a crisis

When you are actually IN a crisis (such as when we’re writing this, in the Coronavirus pandemic), talent functions need to adapt to get through the crisis itself.  Depending on your industry, you handle a range of strategies – from layoffs to hiring surges; changes in work design and location – and other fire drills of any kind of talent strategy change you can imagine!

During the height of the COVID-19 pandemic, these are a few of the most common adaptations talent professionals were presented with: 

COVID-19 caused perhaps the mother of all periods of rapid change for talent professionals, and some teams proved better equipped to handle rapid change than others.  Adapting to change is not new, but it is all too often driven reactively (such as, ahem, in a crisis) rather than proactively.  And yet, there are a lot of other things we will need to be adapting to soon enough. 

Adapting for the 2020’s 

 Here are a few of the major changes we need to be adapting to in the next few years, some driven by coronavirus, some by megatrends. 

  • Increased remote work; reduced travel: I’m fairly sure this one will last a while.  We’ll all get better at not  getting together, and our employers will see the bottom line impacts, so let’s plan for this one.  As we discussed above, this has tech impacts, engagement impacts, and don’t forget the dark side. 
  • More Artificial Intelligence and Machine Learning: This trend was already in play across HR,especially recruiting, and now that we’re doing more virtual, being more agile in recruiting, and we have fewer people, the rise of AI and ML will get a boost.  You’ll need to be more ready and moving faster.  PS:  Use this time to get your data ready, please! 
  • Accelerating Automation: I’ll write separately about this (it’s close to my heart), but you can bet cash money that as employers look at their business right now they are seeing the surest way to reduce the impacts of a pandemic is to have fewer humans.  Automation will move fast. 
  • The “Future of Work” is sooner:  The people who write about the future of work have been talking for ages about many of the changes implementing today.  Now that businesses are seeing results, expect changes we saw for the distant future getting here sooner.  And there are some new predictions to watch as well.  

To minimize the damage done after this as any crisis, we need to ensure we learn from 2020’s enforced adaption so we become better equipped to proactively adapt

Download the full guide for free to know more.

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