Regional News

The highest emerging technological trends in HR

By Silvia Castro Betancourt 0 Comments NEWS, Regional News

This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

The digital age is unstoppable and the future of employment is increasingly directed to work spaces where machine-man collaboration seems to be the way to go. This is revealed by experts in the management of people, who are already advancing the implications, advantages and challenges that the development and implementation of new technologies in organizations will bring. In this sense, from Talent Street we have summarized what are these 10 emerging technological trends, which are allowing to transform the area of ​​human resources.

Predictive analysis

The ability to combine data from business results with human resources data is vital to nurture business intelligence, and thus be able to predict and monitor the impact of each decision in real time.

However, there is a risk derived from an excessive focus on numbers, thus obviating the context or circumstances surrounding the business, workers and the current business context. Hence the importance of betting on analytics teams with experience in talent management, as assured by Andrés Macario, CEO of Vacolba, a business partner focused on selling in the digital environment.

Big Data

Data must be converted into intelligence and numbers into people. This is the real value of Big Data in HR, but also its great challenge: managing large volumes of data to make better decisions and customize processes and relationships within companies.

As Miriam López, CEO of The Valley Talent, headhunter specialized in the search for talent, affirms, "there are still many challenges to face", such as the insecurity generated by their treatment, that is, what are the limits of their business use; the adaptation to the new General Regulation of Data Protection (RGPD) of the European Union; or the optimization of the quality standards of the tools, to guarantee that the information is accurate, reliable, exhaustive and accessible.


The use of virtual assistants helps to streamline the process of recruitment of candidates, improve the perception they have of their potential employer, and optimize communication. This was revealed recently from Chatbot Chocolate, which in a study predicts how, in a maximum of five years, the use of chatbots, along with other technologies such as Artificial Intelligence or voice interfaces, will be generalized in the work.

"Conversational assistants have proven to be a useful tool when it comes to carrying out a first interaction with the candidate," says Ángel Hernández, managing partner of Chatbot Chocolate. Likewise, "they are starting to play a key role during the previous filtering of the profiles, thus reducing by 80% the time that the HR departments invest in that first screen", while allowing an evaluation of the aspirants 100% neutral, without prejudice, ensuring the blind curriculum, which increasingly bet more companies," he adds.

However, as Jaime Asnai González, Managing Director of PageGroup, points out, "the capacity and emotional intelligence of professionals can never be replaced by new technologies".

Cloud computing

More and more companies are taking their platforms to the cloud, integrating the full suite of capabilities or HR functions, so that companies can identify challenges and trends, find answers and manage talent with complete security and immediacy.

Precisely about its benefits Meta4 speaks, revealing Cloud computing as an opportunity to improve, on the one hand, the speed with which business applications are integrated, and, on the other, the accessibility and mobility of professionals, the user experience the innovation of the companies, because in the cloud, the maintenance and updates of the solutions are the responsibility of the provider, as well as the costs, since the "payment for use" is the modality of a Cloud solution, which allows to transform the fixed costs in variables and plan each cost related to the technological infrastructure of the human resources area.

Artificial intelligence

With this technology those responsible for managing people can know the experience, knowledge and training of an individual, allowing companies to make complex decisions and identify and attract qualified talent that does not actively seek employment. According to Guillermo Tena, director of the Cuatrecasas Institute, "the analytics of people, combined with the potential of Artificial Intelligence, is beginning to play a transforming role in companies, since it allows to manage in a much more effective way the large amount of information."

Despite this, 85% of the human resources managers surveyed by the Adecco Group and the Cuatrecasas Institute assure that Spanish companies should start investing in Artificial Intelligence training, given that practically all (93%) believe that Spain does not lead this revolution.

In this sense, the KMPG CEO Outlook 2018 report states that, compared to the optimism with which CEOs talk about their possibilities, given that 96% of Spanish managers see technological disruption as an opportunity and not a threat, only a 2 % of them have already implemented Artificial Intelligence solutions. The rest are working on pilot projects (52%) or have begun a limited implementation in some specific processes (46%).

Internet of Things (IoT)

The Internet of Things (IoT) is possibly the biggest factor influencing the change in the workplace from the Internet. This is because now the "smart" electronic devices can communicate automatically with each other without any human-computer interaction, and allow to take the temperature, tone or gestures of the employees providing the HR with a key information to modify the space of work and improve the safety and productivity of employees.

Machine Learning

The Machine Learning or automatic learning allows to create algorithms capable of learning by themselves and generating patterns of behavior, an advance that mitigates the problem of finding the best candidate and processing more profiles.

This is confirmed in fact, Marta Puig-Samper, coach and trainer of Introduction to the Professional Project of TBS Barcelona, ​​in an article. "Artificial intelligence and machine learning allow the recruiter to filter contacts in an extensive network, for example, 5,000 LinkedIn contacts. In this way the recruiter accesses a reduced number of candidates, and can spend more time analyzing the intangible," he says.

Virtual and Augmented Reality

In this sense, the latest revolution is to incorporate augmented reality into a candidate's curriculum, show him or her what the work environment is like without having to come to the office or train the new employee with a 360º interactive experience.

An example of how the personnel selection process has moved to the virtual world, using artificial intelligence and data analysis, is observed in Unilever, which has also modified its hiring strategy, around these trends.

Likewise, companies such as Level5 and the consultant The Key Talent are some of those that are developing this type of technology aimed at improving the processes that human resources carry out.

3D production and Fablabs

On the other hand, 3D production and Fablabs are allowing to turn more creative ideas into tangible elements, and HR processes into experiences. In this sense, some studies calculate that 3D printing or digital manufacturing will have an impact equal to or greater than that of the Internet in society.


Finally, the blockchain is a disruptive technology that allows, among other things, streamline the payment of payroll to international staff, the validation of candidates' credentials as their academic degrees, or the elimination of intermediaries to hire candidates. These advantages also explain why 84% of executives have already started blockchain initiatives in their companies, as revealed by a survey carried out by PwC.

However, the degree of progress of these initiatives is limited, since only 15% have fully functioning projects. Regarding the rest, 10% is in the test phase, 32% in development, 20% in the study phase and the remaining 14% have not even considered its implementation.

This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

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