Innovation and evolution of technology is reaching levels unseen since the early days of the tech explosion. Back when Windows 98 was a revolutionary OS, and AT&T was predicting the future.
What is the difference between ‘Evolution’ and ‘Innovation’ exactly?
AT&T ran the ‘You Will’ Ad campaign telling consumers all the amazing things they would be doing in the future using technology.
These were innovative concepts and ideas. Almost all of which came to pass. Innovation can stem from the simplest form of saying ‘there’s a better way to do this and everyone is going to love it.’
Elon Musk may be considered one of the most revolutionary innovators of our time, although he went a step further and managed to help an industry evolve by introducing functional electric cars with wide spread acceptance.
This brings us to ‘evolution.’ The changing landscape of technology for the individual person, the user, and [in HR] the person who bears the weight of their department’s success and failures. Which can be improved by adopting the right technology.
Evolution in HR, is going from spreed sheets and printed files to HRIS systems. From taking that leap from Windows 95 to Windows 98. New innovative technologies will change the face of recruiting and human resources. The question many have is whether their systems are innovative or just an evolution of their old methods.
The two go hand in hand. Adopting these technologies are the first steps in reaching a place where recruiters have removed all menial tasks and can focus on the human elements of their profession. As we move into the digital landscape and recruiting technologies evolve, the great innovators will be in the background looking for ways to improve these systems and the industry as a whole.
Today, HR can see a host of benefits from new and existing technologies: Cutting down or eliminating menial tasks. Removing human bias. Improved communication. More robust candidate pools. Data driven decision making.
The current and coming changes will allow recruiters to focus more on the actual human engagements they have with prospective talent. In the future, what comes to Human Resources as a technology solution will depend on their feedback and experience with digital systems and some hard working engineers and innovators.