• How to be an HR Hacker: The Future of HR Profession

How to be an HR Hacker: The Future of HR Profession

16 July 2019

Today, hacking is no longer perceived as a negative connotation, and it even becomes a profession. Recently, we know one jargon “Hacker Way”. Hacking can have multiple meanings such as:

• Creating something quickly

• Assessing the limits of what can possibly be done

• Finding the smart shortcuts to make the system faster, easier, and more efficient


What must be prepared or possessed by an HR Hacker?

An HR-Hacker must be able to use insight and knowledge from Neuroeconomy to improve the efficiency of each HR Process. An HR-Hacker is also responsible in designing products and services based on behaviour change, reducing learning time effectively, and increasing creativity. HR Hackers must be able to help increase the marketing and sales range of products and services and increase product adoption, increase use in an addictive manner and build teams that love what they do. HR-Hacker will make your HR department a champions of change and a Behavioural Economics master, who will be able to help sales and marketing departments to rethink how their products and services are positioned and designed to make a better impact on the market.

An HR Hacker must be able to take shortcuts and make things simpler, so that the mindset of "simplicity as innovation” becomes real. Numbers are not the main priority for an HR Hacker, except those which tell the performance of the HR process and those which provide ROI (return on investment) for each process which has been hacked. They only focus on metrics which related to Sales, Marketing and Finance that are visualised in a simple but insightful and meaningful. An HR Hacker cannot avoid using big data techniques and analytics in the form of structured, unstructured data or in the form of text, video, or sound in his/her daily work.

An HR Hacker does not only focus on the present event. The proverb: "Last performance to predict future performance" is proven right in this concept. They are oriented towards future predictions. One of their jobs is to help HR become an experimental laboratory where patterns of trends and innovations are identified and understood before they are applied in the organisation. They develop a culture of curiosity, allowing businesses to adapt more quickly to trends that are considered important for future business development.

They not only focus on the HR Trend, but also on leadership - at least in the beginning - in certain groups and communities who have an interest in “Trend Spotting” and in what they call "Black teams", whose main goal is to find business models alternative. By doing that, an HR hacker spreads innovation throughout the organisation.

The HR hacker's motto is to make the HR process "faster, easier, more cool, and profitable ", and as a result, they have mastered gamification mechanics and design principles in various fields and contexts. These include gamification principles such as the use of virtual currencies, ranking boards, badges and rising levels to make changes and learn faster. With lean organisations that handle tasks and transactional functions efficiently through the use of innovative technology, HR can focus on supplying businesses with good quality talents and providing support for their transformation in response to future challenges.

To conclude, the four pillars needed to be an HR Hacker are: Neuro-behavioural-economy, Data Analytics, Innovation and simplification, and Gamification. These are the compulsory prerequisite to be an HR Hacker. Are you ready for that?