Contrary to popular belief, digital transformations within organizations are less about technology and more about people. Technology is always about doing more with less, but that combination is only effective if you combine technology with the right human skills. The most brilliant technological innovation is irrelevant if we are not competent enough to use it. Mindset, culture and skills are essential points in digital transformation.

The coronavirus puts HR in the spotlight and they can take this new position to move the organization forward towards the 'new normal'. In addition to the rapid implementation of digital tools to support remote working, HR needs to review existing processes. At least, that's what Unfurl believes in! To take you with us in our vision, we set out a number of digital possibilities.

The coronavirus offers many organizations a glimpse into a future world. A world in which organisations were forced to transform themselves digitally from one moment to the next. For example, organisations were forced to implement digital tools in a very short period of time in order to: support remote working, maintain communication and collaboration, and gain insight into performance. Challenges that normally fall within the field of HR. The coronavirus has allowed companies to experience at first hand that a digital HR policy is necessary to keep the organisation running in these special times.

When the credit crisis turned the business world upside down in 2007-2009, the Financial Director was called upon to guide the organization through the crisis. However, the corona crisis presents organizations not only with financial challenges, but also with other challenges. In addition to the financial problems, there are major concerns about health, job security and keeping the organization afloat. Challenges that lie within the field of HR.

HR technology can offer organisations many opportunities. At first glance, the technology is easy to implement: almost always 'plug and play' and its application is user-friendly. However, we often see that practice is more unruly and that the technology is not used optimally due to poor implementation.

What is the secret to making the most of the opportunities offered by HR-tech? In this blog we give 4 practical tips that are the key to more success!

Recruiting suitable candidates is always important, but due to the tight labour market the pressure is just a little higher. Organisations spend a lot of money on different recruitment methods and these are abundant. As an HR professional you can choose from working at sites, social media, job boards, internal recruitment departments, recruitment agencies, recruitment events. The ideal candidate is a pin in a haystack. Unless you can turn the game around!

HR is a fairly traditional market that is changing rapidly. Digitisation and technology play a major role in this. A few years ago the technology within HR consisted mainly of personnel systems to record administrative tasks and the recruitment process (applicant tracking systems). A great contrast with the smart systems that are currently being introduced with great regularity. Whereas the old packages mainly focused on automating handwork and processes, today's HR technology (HR-tech for short) provides optimal support for every step in the HR process. From on-boarding to retirement.