HR Expert Interview With Tim Wagener and Tammo Severin

Tim Wagener and Tammo Severin are the co-founders of digital HR consultancy Foxio Consulting and partners at CTG Consulting. In this interview, Tim and Tammo speak about the impact of AI and analytics on HR and discuss how HR tech can reduce bias and free up more time for value-adding activities.

How do you think HR technology will develop over the next five years, particularly with regard to recruitment processes?

Tim Wagener (TW): In the coming years, artificial intelligence (AI) will play a central role in HR, especially in matching candidates to jobs. Manual processes will be increasingly automated, which will significantly increase efficiency. Candidate communication and the interview process will become more and more digitized, making the entire recruitment process faster and smoother.

One-click applications will become mainstream. These are well supported by AI and automation, simplifying the application process for both candidates and companies. Good cadences, i.e. carefully planned and regular automated communication, will ensure that applicants are continuously informed and involved.

Tammo Severin (TS): AI will also have considerable influence on which staff are hired. This is because AI can analyze a large amount of data and make informed suggestions based on that data. However, human assessment will still be required. Experienced HR professionals will still be essential for their ability to personally evaluate candidates, ensuring that they are a good cultural fit for the company as well as having the necessary skills.

Can you explain the role of analytics in HR software and how it is changing decision-making in companies?

TW: Over the next five years, HR technology is expected to make significant advances that could have a positive impact on recruitment processes. One of the most significant developments could be the ability to recognize and predict patterns of illness, particularly in the area of mental health. This could enable companies to take preventative measures and better support the health of their employees.

Another important area is the analysis of salaries. With advanced analytical tools, companies could find suitable salaries, set benchmarks, and uncover and address pay gaps and other forms of discrimination. This would not only make salaries fairer, but also strengthen employees' trust in their company.

TS: Data analytics makes performance reviews more objective and consistent. For example, automated systems that recognize performance patterns and provide constructive feedback would lead to fairer and more transparent evaluations.

From our perspective, automation is likely to play a central role. For example, a standardized system for automatically creating and sending contracts could save time and reduce errors. It could ensure that all contracts are consistent and comply with legal requirements, making the whole process more efficient. Advancing technology could optimize and improve HR processes in many ways.

What trends are emerging in employee onboarding, and how will these trends impact the future of employee retention?

TW: The trend towards remote work and work from home has significantly changed onboarding. In our view, one particular development is the introduction of onboarding buddies. These mentors help new employees to integrate more quickly, which strengthens their loyalty to the company as they are better integrated from the outset.

Having distributed teams can lead to lower commitment. To counteract this, we’ve been using a number of approaches such as onboarding buddies for some time now. We promote a sense of community, loyalty, and belonging through regular virtual meetings and targeted communication strategies. Modern HR software plays a decisive role in this by simplifying onboarding. Functions such as video messages make it possible to convey important information and welcome messages in person, which facilitates integration and makes onboarding more efficient, especially for remote teams.

According to global leadership consulting firm DDI, the proportion of women in management positions in the technology sector is declining. How do you think this could be addressed by HR or HR tech?

TS: In the context of HR tech, various approaches could be taken to reduce bias and promote diversity in leadership positions in the tech industry. In our view, one option is to develop algorithms and tools that enable bias-free matching when selecting executives. This means that HR technology can be designed to use objective criteria to evaluate candidates, excluding prejudices and unconscious bias.

In addition, HR technology platforms can integrate features that facilitate the inclusion of women in advancement programs. These programs could be specifically designed to support women in the technology industry and foster their development through training, mentoring, and networking opportunities. By integrating such features in HR tech solutions, organizations can take more targeted and effective action to promote gender diversity in leadership positions.

How do think that AI and machine learning will influence the future development of HR software?

TW: AI and machine learning will undoubtedly have a huge impact on the future of HR software. These technologies make tasks such as resume screening, candidate assessment, and HR administration faster, more accurate, and more cost-effective. They also open up possibilities that we may not even realize yet. The HR software of the future will not only work more efficiently, but will also be prepared for unexpected developments that could enable new methods of candidate assessment and HR management.

What is the biggest challenge facing your HR team today and what do you need to solve it?

TS: According to our team, the biggest challenge at the moment is to further develop our remote and office culture. We have found that less working from home leads to more cohesion and less time-consuming processes. To solve this, we need to encourage more face-to-face interaction and collaboration in the office to strengthen our team dynamics.

However, we also encounter bureaucratic hurdles that hinder our workflow. One solution would be comprehensive software that reduces the administrative workload and enables us to work more efficiently. In addition, it is particularly important in the consulting industry that consultants have access to all important documents while on the move and can also manage their working hours dynamically.

How do you increase employee satisfaction and commitment, and what innovative technological approaches can companies use to strengthen employee loyalty and satisfaction?

TS: We promote commitment and satisfaction through various measures. On the one hand, we regularly organize team events in person to strengthen cohesion. On the other hand, we rely on virtual 'coffee breaks', where randomly matched duos can exchange ideas online. We also send our employees regular pulse surveys so we can receive continuous feedback and be able to respond to it. To further support employee retention, we use digital benefit tools such as Lunchit, which also contribute to employee satisfaction.

The term “future of work” is used very often these days. How do you see the workplace of the future? What are your top wishes and priorities for shaping the future?

TW: For us, the workplace of the future primarily means a better balance between employees' professional and personal lives. We expect to see an increase in freelance work for tasks that do not have to be worked on together as a team and more flexibility in terms of location, so that employees can complete tasks from anywhere. Another important aspect is automation, which reduces manual and repetitive tasks, enabling a focus on more value-adding activities.

Some of the familiar New Work trends will definitely prevail. These include agile working methods, the introduction of co-working spaces, and a culture of continuous professional development.