HR Tech

Almost every country has an HR Tech ecosystem and Israel is no different. If we also consider ED Tech and Wellness solutions, which are all part of the field already known as Work tech, we have a pretty wide variety of solutions around. Many of these apps, although looking to the overseas market, are also suitable for the Israeli market and have Hebrew support.

Together with Asaf Paz, I mediate the WhatsApp HR Tech founders’ group in Israel and try to promote it both in Israel and around the world.

I speak on this topic at conferences in Israel and abroad, am a mentor in AKT Israel’s first HR tech accelerator, judge in international HR Tech startup competitions and of Hackathons in the field.

I was chosen for an HR Tech list of opinion leaders to watch, and at times I raise and mediate fierce discussions in internationally relevant social network groups.

In the past three years, tens of thousands of apps have burst onto the international scene with the initial purpose of upgrading the capabilities of recruiting and HR managers, automating the process and releasing managers from the many mundane actions involved in daily operations, freeing them from the need to go through boring, repetitive actions and allowing them to invest more time in building company strategy.

Today, three years later, it is clear that they have also brought immediate added value in some areas:

1. Advanced sourcing - advanced technology-based tools, filtering potential candidates in the early stages

2. Candidate experience - Upgrading all recruitment processes, automation, integration of advanced and smart technologies, advanced recruitment systems, chatbots and more

3. Employee experiences - empowerment, employee retention, continuous learning, diversity and inclusion, prevention of workplace bullying, People Analytics and more

Despite the great importance of these apps, the number of HR people who have begun using them on a regular basis is still very low (globally) for many reasons:

HR people are not technology inclined (generally speaking) and most shy away from technology, lack of clarity on the scope of their roles after integrating technologies, no clear data on the ROI of these apps, unknown risk levels of bias in advanced technologies and more.

It is interesting to note that very large changes in the labor market are influenced and made possible by the introduction of these technologies and apps and many HR managers do not link these trends to the development of new technologies and apps relevant in the field.

AI might be very limited in its capabilities, as of now, but fast-pace changes can be expected.

I have been following the development of these technologies and apps both nationally and globally from 2017.

I co-Founded which reviews the current market solutions and through which I became an international thought leader in the field. I do not hesitate to express my opinion even if it contradicts mainstream ideas.