Voice search technology is already entering the workforce and transforming the way organisations maintain and sustain their team and culture. Findings from Gartner Survey revealed that less than 4 percent of organisations have already deployed conversational interfaces (including chatbots) in their daily workflow. Meanwhile, 38 percent of respondents are planning to implement them or are actively experimenting with the technology.
Another research by Pindrop revealed that companies will triple their usage of voice technology in the next 12 months. Over two-thirds (67 percent) businesses are planning to use voice-activated assistants for the majority of customer interactions. Meanwhile, nearly one in four businesses will use them for all interactions, reflecting a growing trust in technology’s capabilities.
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Not only voice tech is expected to create better trust between customers and brand, but it can also be a driver to customer overall satisfaction. According to Mindshare Futures and J. Walter Thompson, voice tech brings a stronger emotional connection between consumers and brands.
Based on Thompson’s study, nearly 90 percent of voice users cited that when voice technology works properly, it simplifies their life so consumers feel they can take on more of a proactive role as a digital butler. In addition, the neuroscience research agency of the study found that 50 percent less activity occurs when processing an answer delivered by voice, meaning customers find it much easier to use the tech.
We have seen a greater change in our business market, thanks to voice assistant tech. However, what does it bring to HR practitioners? How does voice technology improve HR department?
The answer to the above questions is that voice technology could best revolutionise HR areas, ensuring compliance with the law as well as employee’s engagement in the workplace. It eases employees to access information which later helps improve their productivity.
McKinsey study cited that employees spend as much as 1.8 hours each day searching for information they need to do their jobs, something that could decrease their daily productivity. To make it worse, HR manager might not always be present in every situation which makes it harder for employees to meet their needs.
With the presence of voice tech, what once seems complicated and hard-to-access information can now be easily obtained. The technology can also better assist staff without having to lift a finger to type. Likewise, employees can get the information they need without having to scroll a long way down through a document.
Hays added that as HR constantly moving towards more strategic activity to ensure compliance with law and employment, planning and implementing technology in the following areas would be much recommended.
Voice technology is a medium for a simpler and more natural interface for people to interact. Besides, delivering notice through voice is much better than text – there will likely be less miscommunication. Imagine that you are living in HR world where your employees dial a number which connects with an “assistant” that can talk about new policy; instead of scrolling through long pages of new employment policy.
With a smartphone and voice technology app installed, HR leaders can monitor employees who take work shift or leave. The voice technology should first be connected to cloud-based employment data.
Candidate experience and onboarding are important programs when it comes to improving company brand. In both areas, voice technology can help candidates and new hires to experience better, faster, and detailed recruitment and onboarding program. At the same time, HR can focus more on tasks that need great focus and attention such as detailed document screening.
Employee morale and sentiment should be managed accordingly, ensuring engagement and performance. The old feedback and praise method require manager to spend more time listening to and writing lots of notes about the meeting. With voice technology, you can retrieve the same insight as a traditional method but more quickly and cheaply, especially in large scale organisation.
Not only can you automate your meeting output with voice technology, but you can also ensure that the meeting does not violate company policy or employment law. To do this, there should be an accurate voice technology setting.
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