Trends in tools for lazy HR specialists

lazy hr professionals
Tom Haak

The Human Resources game has significantly changed in the recent years. These folks have really stepped up and expanded the opportunities provided to the users of their technologies. The HR technology itself continues to develop and expand its footprint by involving more and more tools.

In this article, we invite you to walk the memory lane and review the difference between three trends in HR tools between 2010 and 2016. They include social media recruiting, video recruiting, and gamification.


Social Media Recruiting

Let’s begin with the first trend of 2010: expansion of social media and mobile devices. That year, they just became to enter mainstream use by HR professionals because they needed to keep up with the evolution of the Internet.

The use of social media for hiring processes was still in its infancy in 2010 but their potential was already recognized. Even though LinkedIn was started in 2002, only 78 percent HR professionals used the platform for hiring purposes. As for social media, the figure was a 12 percent.

In 2016, the situation with the social media and mobile devices changed. Their use accelerated and mobile HR became a mainstream strategy. They provided expanded opportunities for HR managers in terms of finding talent because social media was a vast pool of potential candidates ready to start the interview.

In 2014, for example, 93 percent of recruiters used or planned to use social media for recruiting and 89 percent of them reported having hired someone through LinkedIn.

Video Recruiting

According to this 2010 article from the Wall Street Journal, video hiring was used that year by a limited number of companies and the experiences were weird, to say the least. Because this method has not been used for recruitment before, most of the candidates interviewed using two-way interviews in real time reported feeling uncomfortable.

One of the recruitment managers of Kiewit Power (one of the companies described in the article) reported seeing how unprepared and uncomfortable the experience was for most of the candidates. According to him, a cat jumped up and walked across the screen right in the middle of one interview while a candidate’s wife kept asking who he was talking to on the screen (plus hiccups in many interviewees).

Video hiring is an establishment and important trend in 2016. It is expanding rapidly and proved to be beneficial for the candidates; for example, career postings posted with videos received 12 percent more visits and 34 percent more applicants. Videos have also become a usual thing on the online resumes as well as Skype interviews.

As the result, there are many differences between 2010 and 2016 in terms of video hiring. Earlier, this trend just began to establish itself and today it is widely used in the HR industry.

Gamification in Recruiting

In 2010, L’Oreal has begun to use gamification tools to recruit for sales, marketing, and human resources in Asia. The game allowed the players to experience working at the company and interacting with avatars representing other employees and supervisors. After the first year of use, it had amassed almost 5,000 players. Because gamification was not a new concept in recruiting at that time (one of the earliest attempts to gamify recruitment was by the US Army in 1999 with America’s Army), it quickly became popular around the world.

In 2016, gamification developed to be one of the top talent acquisition agenda globally. The games’ capabilities expanded thanks to the quick development of new technologies and the rise of technology users around the world. In 2016, for example, the game of L’Oreal was used by more than 120,000 players, which represented a huge leap since 2010. The companies today use the gamification as a popular tool to select the best candidates and fully engage its pool of potential employees. For example, professional essay writing services used them to determine the knowledge of essay structure, knowledge of formatting styles, and citation styles. Gamification tools include profile ratings, trivia contests, reward systems for participation, scavenger hunts, and many more others.

Moreover, the industry of gamification grew to provide gamification advisors and experts.


The main takeaways of the article are represented in the following table:

Quite the change, right? We see that HR industry continues to use new technology to keep with its development. It is reasonable to suggest that technology will continue to play a key role in HR in 2017 and consequent years.

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