ZAG Insights
Digitalisation in HR services - How HR technology is changing recruiting and employee support
Insights from Thomas Schmitz, Head of IT department at ZAG
The Digitalisation in personnel services is progressing rapidly - and changing all processes: from the Applicant search about the Recruiting up to the long-term Employee support. Thomas Schmitz, Head of IT at ZAG, explains which technologies are already standard today, where there is still potential and how HR technology competitive advantage.
End-to-end digitalisation as a success factor
"The trend is clearly moving towards End-to-end digitisation - from initial contact to contract renewal," says Schmitz. Particular benefits:
- Recruiting - Faster staffing, better accuracy of fit, lower costs
- Distribution - Higher customer satisfaction, faster quotation cycles
- Disposition - Fewer planning errors, higher capacity utilisation
- Onboarding - Faster start and less administrative work
- Corporate management - Better control through data-based decisions
Employees as drivers of digital transformation
So that Digital HR processes Schmitz is committed to making sure that the new system functions not only technically but also culturally:
- Early involvement
- Pilot groups and multipliers
- Practical training courses
- Continuous support
"Only when employees feel the added value will Digitalisation in personnel services to success."
System integration - the backbone of digital HR processes
Seamless System integration is crucial in order to avoid data silos. ZAG relies on a API-first approachmiddleware, uniform data standards and the highest Data security and GDPR compliance.
Data protection and IT security in the HR sector
Sensitive data is involved in recruiting in particular. Schmitz emphasises: "Data protection is non-negotiable." Clear responsibilities, data minimisation, technical protection measures, awareness training and regular audits ensure security.
Top 4 automation potentials in recruiting
- Automated talent pool reactivation - Targeted approach of former candidates
- Programme-controlled job advertisements - Real-time optimisation according to click and application rate
- AI-supported deployment planning - Automatic shift staffing via employee apps
- Digital contract workflows - Fast processing with electronic signature
The result: faster Time-to-Hirelower costs and less administrative work.
Future technologies in personnel services
Schmitz sees three key technologies for the coming years:
- Artificial intelligence (AI) & machine learning for recruiting optimisation
- Automated personnel recruitment for maximum efficiency
- Cloud-based HR platforms for location-independent working
Application processes of the future - hybrid instead of exclusively digital
Digital applications are becoming the standard, but traditional processes remain in place in special cases. ZAG therefore has two approaches:
Personalised application processes for key positions
Quick digital application for standardised roles
