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Surge Pay and HR Technology?

HR Technology has long been seen as a means to increase a business's profits by decreasing human costs. Sometimes, though, increasing costs may actually increase profits by providing better customer service, better hours and more.

This is an experiment that Zappo's announced to the world after their holiday season: attempting to tie employee wages and hours together.


As the crowd grows along with the cloud, businesses are seeking information and technology which can be used from modern systems. With Zappos, their hope is to increase their hours while being able to use the same labor force that they have. Using Uber's model, they are seeking to staff their ideal call center hours through a real-time adjustable system of pay - doing away with seniority and overtime and going to a market based system.

Crowdsourced technologies have a dramatic impact on all aspects of the HR process from recruiting to pay and to job-end (firing/lay-off/retire). Zappos is one example of a company advancing beyond traditional software into social and sharing technologies.

Costs of Changing Technology

Bloggers have started to lay odds on whether Zappos is going to be able to pull off the transition from traditional technology to something as dynamic as a real-time algorithm. For companies looking at the sharing and big data market and trying to break in, there are many options. From text-management recruiting to crowd recruiting platforms and freelance sites, businesses have many HR technological plans.

Choosing a technology your business will use to advance HR can be as risky as Zappos applying pay methods from an entirely different industry or as technologically structured as increasing recruiting through texts, a much older social technology.

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