{Replik} HR & Recruiter superfluous faster than expected? Google Hire is coming!

It also works among recruiters and personnel managers Anxiety before automation, we notice that on Best of HR - Berufebilder.de® always whole clear, when we broach this subject. Thanks to Google, this could get worse again.

Will personnel be replaced by robots soon?

The opinions on what by artificial Intelligence and the digital change we are facing are divided: Some believe that it won't be that bad, because other people Tasks will find. The logic behind this: With every technical advance in human history, activities have ceased, but the frequently prophesied apocalypse has never happened.

Others, on the other hand, believe there will be mass unemployment and paint grim prophecies that only a small fraction of humanity will have jobs at all. One Solution for this Problem to attempt Initiatives for unconditional basic income to accomplish.

How threatening is the situation for recruiters?

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How does that look now? Recruiting out of? After a current study of Monster Only 3,8% of those questioned believe that HRthat their job could be in jeopardy. So everything in butter? Obviously not.

The fact is, human resource management in many companies has a mixed track record of developing a truly skilled and empowered workforce. Most HR strategies focus on a limited set of skills that HR can teach their employees. At this Strategy will the Workplace not as System viewed so that the focus is more on short-term career success and the long-term growth the human resources department is not supported.

Overtaxed HR staff and inefficient hiring processes

In addition, HR managers have a variety of tasks these days. They not only have to do their day job, but also theirs Employees manage, recruit new employees and stay current in an ever-changing professional landscape. Again and again one hears from applicants whose documents are not even processed, also because those responsible have far too much to do. In short: Many HR managers seem completely overwhelmed with their tasks.

Some people will object: The human resources department is about People, not about numbers and sheer efficiency. But how do you develop the people who make up your workforce? Well, there are a few obvious answers: perfecting your hiring process, providing effective training, and providing psychological support to employees. It is precisely in these cases that automation and digitization can be of great help.

The human factor continues to be important in HR

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But there are also less obvious answers, like creating a culture that is healthy Work-Life-Balance encourages, offering competitive compensation packages and helping employees manage their Health and their well-being. This is only to reassure all those who consider themselves irreplaceable as HR managers.

After all, one of the primary goals of the HR department is to retain and hire the right people. HR managers cannot do this alone. You have to motivate the employees to do their best for theirs Set to reach. In the Guide It's about making everyone believe in their own potential. To do this, HR managers must be able to motivate their employees Measures to take action, make decisions and take responsibility, which leads to their own personal development. People development is about providing employees with what they need to know to settle into their new role. This includes determining development needs, identifying development opportunities and promoting the development process.

Is Google reshuffling the cards in human resources?

And then: how Henner Knabenreich noted, Google apparently wants to get involved in recruiting in the future and has released its own applicant tracking system, to be precise, a cloud-based applicant management software. This is currently still being tested diligently and, according to Knabenreich, who has taken a closer look at the matter, offers certain features weaknesses in usability.

So will Google soon throw inefficient recruiting strategies overboard and reshuffle the cards in the human resources field?

Google - big danger or super alternative?

So no danger, just hot air, because the software is not so much before? Well, all-clear should not be given: The software is at first Companys already in use. But actually, as Knabenreich says, it is also about something completely different:

The Revolution is much more that Google is working on its own ATS at all. And in the context of the Cloud Jobs API, that could be a big deal. After all, which platform has such a wealth of data as Google does? And so the recruiter's days could soon be numbered, since the best prerequisites for matching in top form are given here, which LinkedIn, for example, can never achieve. And it's not just the recruiter's days that may soon be numbered. Also those of the applicant privacy.

Privacy in the application process - something of an 80s?

So, in the end, Google won't just do that Internet, but also the HR department completely from behind and with it the issues Privacy and make privacy in the application process finally a relic from the past?

We can be curious!

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