Technology continues to reshape how organizations attract, manage, and retain talent, but how well is the HR field keeping pace? To explore this, OrangeHRM sat down with Erin Osterhaus, a respected HR industry expert and market research associate at Software Advice. Erin’s work places her at the crossroads of human resources and technology, where she tracks trends, evaluates platforms, and speaks directly with professionals navigating a rapidly evolving landscape.
In our conversation, Erin shared her views on the rise of mobile recruiting, the gaps in awareness around open source HR software, and what today’s buyers are really looking for in a solution. From the increasing demand for applicant tracking systems to the urgent focus on cybersecurity, her insights paint a clear picture of where HR is headed and how technology must support not supplant the human touch.
Whether you’re evaluating software for the first time or planning your next big tech upgrade, Erin’s perspective offers both guidance and clarity. Here's what she had to say.
Exploring the Current HR Landscape with Erin Osterhaus
A Closer Look at HR Technology Trends
Mobile recruiting, according to Erin Osterhaus, has rapidly shifted from being a novelty to a necessity in the recruitment toolkit. As smartphones and tablets become nearly ubiquitous, their role in job seeking and application submission has expanded considerably. Erin emphasizes that companies who haven’t yet adapted to this reality are already falling behind.
In our conversation, she noted that many organizations are seeing over 20% of their career site traffic originating from mobile devices, with that number climbing year over year. Candidates are increasingly relying on mobile platforms not just to find jobs, but to research employers, submit applications, and communicate with recruiters. This behavior means the job-seeking journey now demands a streamlined, mobile-first experience.
“Any company that hasn’t yet optimized their career site for mobile is missing out on a major segment of talent,” Erin pointed out. Mobile optimization, in her view, is no longer an enhancement, it’s the baseline for competitive and effective talent acquisition. Companies who view mobile accessibility as optional risk alienating the very candidates they’re trying to attract, especially younger professionals and those working remotely.
For organizations looking to improve their recruiting outcomes, Erin’s advice is clear: start by reviewing your mobile readiness. Is your application process mobile-friendly? Can candidates upload resumes, answer pre-screening questions, or reach out for support, all from their phones? These are the real-world expectations shaping the future of hiring.
The Rise of Open Source and Software Awareness
Despite a growing ecosystem of digital tools, Erin Osterhaus revealed a surprising gap when it comes to HR professionals' familiarity with open source HR software. “Awareness just isn’t where it needs to be,” she remarked. Based on data from Software Advice’s 2014 HR BuyerView report, nearly 40% of HR software buyers were evaluating software for the first time, indicating that many were just beginning to explore their options beyond spreadsheets and email.
This means that open source solutions often praised for their cost efficiency and customizability, remain underutilized due to simple unfamiliarity. Erin emphasized that the benefits of open source platforms, such as community-driven updates and scalable configurations, are particularly suited to small and mid-sized businesses. However, a lack of exposure and limited technical knowledge often prevent HR teams from fully considering these tools during vendor evaluations.
Given the digital transformation wave sweeping across industries, Erin believes that it’s time for HR professionals to become more tech-savvy. Educating themselves on available platforms, including those outside mainstream commercial software, will be essential for building agile HR ecosystems. This not only empowers better purchasing decisions but also ensures long-term adaptability as business needs evolve.
Erin’s perspective underscores a broader challenge: equipping HR professionals with the resources and literacy to critically assess the tools at their disposal. As HR technology matures, so too must the knowledge base of the people implementing it.
What HR Leaders Are Looking for in Software
Must-Have Features in HR Management Systems
When asked about the most critical functionalities that HR leaders seek in software, Erin Osterhaus pointed to three clear priorities: applicant tracking, time and attendance, and performance reviews. These features not only represent operational needs but also highlight strategic focuses that modern HR teams can’t afford to overlook.
The demand for applicant tracking systems (ATS) speaks to the increasing complexity of recruitment strategies and the need to manage them efficiently. In Erin’s words, hiring is still the number one reason organizations start shopping for HR software. The ability to track candidates through the pipeline, manage resumes, schedule interviews, and communicate from a centralized platform is no longer optional, it’s foundational to modern workforce acquisition.
Next, time and attendance capabilities address the very real challenge of managing distributed or hybrid teams. With workforce planning becoming more dynamic, especially post-pandemic, organizations need clear visibility into employee availability, shift scheduling, and leave tracking. This data not only informs payroll but also plays a vital role in operational decision-making and compliance management.
Finally, performance review tools continue to gain traction as businesses recognize that employee engagement and development must be measured and managed actively. Erin noted that many HR teams are moving beyond annual reviews toward more continuous feedback models, and software is helping facilitate that shift. These systems help track goals, collect feedback, and align individual performance with broader company objectives, ultimately boosting productivity and retention.
Each of these functionalities mirrors a broader HR trend: the move from reactive administration to proactive strategy. By adopting systems that serve both operational and strategic purposes, HR leaders can better support business outcomes and improve the employee experience at every stage.
Data Security in the Digital HR Era
One of the most significant trends shaping HR software decisions today is the shift toward Web-based platforms. According to the BuyerView report cited by Erin Osterhaus, 77% of buyers opt for cloud-based HR solutions, which indicates a growing trust in hosted services and a desire for scalability and accessibility.
Erin’s take on this is clear: the move to the cloud isn’t just about convenience, it’s also about security. “Web-based software hosted by reputable vendors is significantly more secure than spreadsheets and email,” she explained. While small businesses often lack dedicated IT teams, software providers specialize in maintaining security, updating systems, and adhering to strict data protection standards.
This shift reflects a broader recognition that cyber threats are not theoretical, they’re an everyday risk, especially for teams managing sensitive employee data like compensation, health records, and identification documents. By relying on vendors with the infrastructure to detect and respond to vulnerabilities quickly, organizations can reduce the burden on internal teams and dramatically lower their risk exposure.
Cloud-based HR platforms also offer built-in redundancy, regular backups, and compliance-ready architecture for regulations like GDPR or HIPAA. These advantages make them especially appealing to first-time software adopters, who are often replacing outdated manual processes with modern systems for the first time.
Ultimately, Erin’s perspective highlights that data security is no longer a back-end IT concern, it’s a core element of HR strategy. Trustworthy, secure, and agile systems are not just desirable, they’re essential to protecting both employees and employers in today’s digital business environment.
5 Key Takeaways from Erin Osterhaus
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Mobile-first recruiting is a necessity in today’s talent landscape
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Open source awareness remains low but is starting to rise
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Hiring needs continue to drive the majority of software purchases
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Data security is one of the top concerns for first-time software buyers
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Web-based platforms offer the scalability and protection modern HR teams require
The Human Element in an Automated World
Balancing Technology with Human Insight
While digital transformation continues to reshape the HR landscape, Erin Osterhaus emphasizes that the goal of adopting technology should be to enhance human decision-making, not replace it. Automation tools, applicant tracking systems, and AI-driven analytics are powerful, yet they must work in tandem with human intuition, empathy, and ethical judgment to be truly effective.
Erin points out that the most successful HR strategies are those where automation streamlines repetitive tasks, freeing professionals to focus on areas that require emotional intelligence, such as conflict resolution, leadership development, and employee well-being. This balance ensures that as organizations become more efficient, they don’t lose the human connection that defines a positive employee experience.
In recruitment, for example, automation can screen resumes and schedule interviews, but it takes a human to evaluate cultural fit and communicate with compassion. Similarly, in performance management, data might show a decline in output, but only a human can understand whether that’s due to skill gaps, burnout, or personal challenges.
Soft skills; like communication, active listening, and adaptability to remain irreplaceable in talent management. Erin underscores that HR’s value lies in maintaining empathy and nuance while interpreting the data that technology provides. As tools evolve, the human touch becomes even more critical in translating metrics into meaningful action.
The Role of HR Professionals in a Tech-Driven Future
As HR software becomes more sophisticated, Erin believes that continuous learning will be a defining trait of successful HR professionals. It's not just about using tools, it’s about understanding them deeply and aligning their capabilities with organizational goals.
This includes staying current with workforce analytics platforms that help predict attrition, identify high-potential employees, and refine diversity strategies. Performance management systems, too, are no longer simple review portals, they’re real-time feedback engines that help drive engagement and development.
To leverage these tools effectively, HR professionals must be proactive about upskilling, whether through formal training, certifications, or peer collaboration. Erin advocates for a culture of software literacy within HR teams, encouraging curiosity and a willingness to explore new functionalities and integrations.
Equally important is the ability to articulate tech’s value to leadership. By translating data insights into strategic business outcomes, HR can elevate its role and influence within the organization. This shift requires not just technical know-how but also strong business acumen and communication skills.
As technology continues to evolve, the role of HR is not diminishing, it’s expanding. With the right tools and mindset, HR professionals can lead the charge in building agile, people-centered organizations that thrive in both digital and human dimensions.
FAQ Section
Who is Erin Osterhaus and why is her insight valuable?
Erin Osterhaus is a respected HR industry expert and market research associate at Software Advice. Her insights are based on deep analysis of HR software trends and conversations with buyers across industries, offering a real-time perspective on what’s driving HR transformation today.
Why is mobile recruiting more important than ever?
With a growing number of job seekers using smartphones and tablets to explore opportunities, mobile-first recruiting ensures companies stay accessible and competitive. Mobile optimization is now a baseline for candidate experience and employer branding.
How can small companies ensure software security?
Small companies often lack in-house IT support. By choosing reputable web-based HR software, they benefit from the vendor’s expertise in data protection, including regular updates, encryption, and compliance protocols that are otherwise costly to manage internally.
What’s the benefit of web-based HR software?
Web-based platforms are scalable, cost-effective, and more secure than manual systems. They enable remote access, reduce administrative burden, and offer built-in tools for everything from compliance management to performance tracking.
How do HR professionals stay updated on tech trends?
Continuous learning is key. HR teams can subscribe to industry blogs, attend webinars, engage in peer groups, or pursue certifications in HR analytics and digital tools. Staying informed ensures they remain strategic and tech-savvy in a fast-moving field.