Why it’s high time for the HR Technology Awards
The inaugural edition of the HR Technology Awards is set to take place on September 19. Initiator Bas Eggelaar, founder of SuccessDay, thought it was high time for an independent award for the best HR technology transformation and the best HRIT product innovation. The awards will be presented at a special ceremony that should become the premier annual networking event for software and HR professionals.
How did you come up with the idea of the HR Technology Awards?
“Earlier this year, I realized that there were no independent awards in that field yet. Seeing as software vendors mainly hand out awards to their customers, there is an urgent need for objectivity, beyond the control of software vendors. The best HRIT transformations and most promising innovations deserve their time in the limelight, so that everyone can see what is out there and learn from each other’s experiences. Besides, the award ceremony also doubles as a networking event: it’s a great place for C-level HR and IT professionals to meet and chat.”
Why does SuccessDay feel the need to host such an event?
“Because we’re independent and platform-agnostic ourselves. None of the jury members are affiliated with SuccessDay and anyone can nominate themselves for an award. It’s not just a self-congratulatory for SuccessDay to celebrate its own achievements. The award will be granted by an independent jury, chaired by Anne Jaakke. She’s an experienced CHRO with a proven track record at Hunkemöller, Fitness First in Australia and Europe, Whitbread, David Lloyd Leisure and Autogrill, among other companies, and she now coaches and advises CHROs and Executives on senior leadership, internationalization, and HR through her companies Fantistics and HR ChangeMakers. On top of that, she’s also Managing Partner at The Board Boost. She’s also a former CHRO of the year and a highly sought-after keynote speaker. Apart from SuccessDay, Mercer, Randstad, and UiPath will also contribute to the HR Technology Awards.”
What has the response been?
“I’m thrilled by the enthusiasm and energy of the companies competing for the awards, but I’m also looking forward to the event itself. We’ve now had about 60 submissions, many of which came from CHROs, senior HR/Tech officers, and executives from the HRIT industry, both from established companies and scale-ups. Tier 1 software vendors and large, complex organizations were our target demographic, but I’m delighted that smaller names have also thrown their hats in the ring. I’m deeply impressed by the quality of the projects and products that have been submitted. That’s all I can tell you now, and I should add that I won’t have a say, because I’m not on the jury.”
I can remember having to complete 17 forms before joining a company in the past, filling in my name and other details time and time again.
How do you see the future of HR technology?
“We’ve made tremendous progress in recent years, but HR is certainly no frontrunner when it comes to automation and digitization. You get into HR for the people, and the professionals who choose this field do not usually have an above-average affinity for technology. That being said, we can simply not afford to ignore technology, especially in today’s tight labor market. I can remember having to complete 17 forms before joining a company in the past, filling in my name and other details time and time again. It was already ridiculous back in 2008, but it’s wholly unthinkable in 2023. Candidates expect the interview process to take no more than a few days, and it’s quite possible if you streamline all your processes and make smart use of technology. Automation also lets you predict process quality, significantly benefiting the customer or employee experience.
I have high expectations from key technologies such as big data, Artificial Intelligence and blockchain technology in the near future. We’re also rapidly moving towards comprehensive HR lifecycle support technology, which will replace today’s vast arsenal of standalone tools for recruitment, talent management, absenteeism, and leave. Young, agile companies often spawn new, innovative solutions. Once these solutions have proven their worth, the companies are often absorbed by a major vendor, which then integrates the novel technology into its HRM package.”
What role can technology play in taking HR strategy and services to the next level?
“An essential role. Only then will organizations be able to make a difference. This is especially true for fast-growing, ambitious corporates. You have to get serious about streamlining your employee experience, which can only be done with technology. I would like to take this opportunity to stress that HRIT is a means to an end, not an end in itself. HRIT transformations are not about technology: they are about the people and the processes. Your first step should not be to purchase and implement a new system. You will have to take a step back first and map out what kind of organization you want to be and how you want employees to feel about working for your organization. Next, you have to start tweaking your process, and only then should you decide which processes to automate and what technology would be the best fit.”
What impact do you hope to have with the HR Technology Awards?
“We want to advance the profession and connect the worlds of HR and HRIT. I hope that there will be plenty of networking and knowledge-sharing at the event, fostering real cross-fertilization. In this day and age, innovation arises primarily through co-creation, so we need each other to get ahead. It is important to know what is out there and what organizations need. The idea is for the awards to become an annual event. If you ask me, it should be the biggest night of the year: the premiere event for tech and HR professionals. The awards are an excellent opportunity for nominees and winners alike to put their project, product or service in the spotlight.”
