New Technologies in HR

Montserrat Cazorla, Global Lead Attraction & Retention at CHG-MERIDIAN

Montserrat Cazorla, Global Lead Attraction & Retention at CHG-MERIDIAN

A Brief Overview of Your Career Path

My career at CHG began eight years ago, and I started with the challenge of tropicalizing the German vision to a recent acquisition of a subsidiary in Mexico. The challenge was great since they are two very different cultures and have an ocean in between.

However, my experience has told me and confirmed that as long as you work with a wellness approach towards the employee and toward the stakeholders, no matter the country, sector, or size, that should always be the purpose of a person in HR.

Therefore, once the global CHG-MERIDIAN team required a person to work in the attraction and retention pillar for 30 countries, I applied with confidence what was already demonstrated in the team in Mexico and the experience of having understood what the purpose of our business is, falling in love with it and then selling it to the candidates, to our employees and even to our suppliers. Now, my job is to be able to make colleagues around the world fall in love every day so that every morning, they continue to choose us as their employer of choice without losing sight of the fact that the sustainable growth of the business is what will allow us to maintain the virtuous circle to continue providing them with that well-being and job security.

Major Challenges and Trends Impacting the HR Industry

Definitely, everything related to AI has been so fast and with so little preparation for HR teams. It keeps us in enormous uncertainty since there is an excess of new platforms and initiatives that show that they should be the priority of our guild when not enough has been invested by companies in digital transformation, and now previous investments seem obsolete before the new era of AI and metaverses.

Major Predicaments in the HR Industry

To understand how much of these new technologies would be necessary to introduce in the processes of people. Suddenly, governments decide that this is not the way to go, that it was not well analyzed how much a company gains or loses by automating this or that process and reducing it to algorithms created with prejudices and little preparation by those who determine them.

"My experience has told me and confirmed that as long as you work with a wellness approach towards the employee and toward the stakeholders, no matter the country, sector, or size, that should always be the purpose of a person in HR."

On the other hand, many of the AI programs are not yet regulated or guarantee data protection according to international standards, so it becomes an exhaustive job to balance learning about new technology, determining which is the best, and then which of these is really regulated at an international level.

Latest Project and the Technological and Process Elements Leveraged to Make It Successful

I am analyzing what KPIs we should keep in the department in order to determine the success of our initiatives and efforts. At the same time, we are analyzing the tools that the market offers today for data analysis with the greatest flexibility but also with the greatest care of data protection.

Exciting Technological Trends for the Future of the HR Industry

Undoubtedly, the ones that allow a better experience for the employees, from recruitment, onboarding, and also training plans based on activities from the metaverse or virtual reality.

Adapting to the Rapid Evolution of the Industry

With a mentality of continuous learning, reading, asking, and not being afraid to make mistakes because that is the best way to learn.

I am more than 40 years old, and every week, I dedicate time to reading about new technologies. I am also vice president of a group called GIDCOM, in which different companies present technological advances in the area of HR, seeking to reduce the knowledge gap of this branch among the community.