It feels a bit bittersweet right now. The final episode of the HR Digitalisation Podcast has just been released, and even though it feels right to pause and reshape the format, it also feels strange to close something that’s been with me for so long. I want to thank everyone for the kind messages and thoughtful comments I’ve received since announcing the decision.
At the same time, work continues on other fronts – I’m preparing for UNLEASH World in Paris next week, where I’ll be leading a discussion on how HR can secure leadership trust and ensure success in digital transformation projects.
Much of what we’ll talk about there – and what I see in my advisory work – revolves around this: the foundation for a good decision is built long before leadership says yes.
And amid all this, something bigger is also taking shape – my upcoming report Future-Proof HR – Insights and Strategic Choices for 2026. It’s planned for release in November and will bring together this year’s most important trends, vendor insights, and strategic direction for HR in the year ahead. Or maybe it will turn into a book instead. Work in progress.
I’m also preparing for an exciting event in Copenhagen, Workforce Digital Transformation Summit 2025 – Nordic Edition, on 26–27 November.
Use my code WDTSHRDIGI for a 15% discount – I think it’s going to be a really good one!
This edition also includes fresh insights from Hailey HR, Fosway, and SD Worx, along with trends highlighted by HejEngagemang and tips on useful AI tools.
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- It’s the setup – not the tech
- Anna’s activities 👌
- Notes from the HR Tech industry 💡
📅 Events & learning calendar on the website: HRdigi | Event and education calendar 2025
Many believe that success in an HR tech project is about choosing the right solution.
But in reality, success is determined much earlier – and continues all the way through launch and far beyond it.
I see it in almost every engagement I’m part of: organisations often assume they should spend most of their time comparing systems, features, and vendors. Yet the biggest differences between those who succeed and those who don’t rarely come down to the solution itself. They’re about the conditions – clarity, alignment, and understanding.
A new system can never fix unclear processes, weak mandates, or a lack of shared direction. You can’t buy your way out of organisational misalignment.
That’s why success isn’t created in the requirements document or during procurement – it’s built long before that.
When the board or leadership says yes to a new project, it shouldn’t come as a surprise – it should feel like a natural next step. A decision that feels obvious because the path to it has been clear.
For me, the foundation of a good decision comes down to three things:
Clarity. Do we know what problem we’re actually trying to solve?
Involvement. Have we engaged those who are affected?
Realism. Do we have a plan that works in practice – not just on paper?
Choosing a system is an important part of the journey, but it’s never where it starts – or ends.
Those who succeed are the ones who see the bigger picture: digitalisation isn’t an IT project, it’s a trust project.
If you’re attending UNLEASH, you’re welcome to join my panel for shared insights, tips, and reflections.
Want me to come and talk about future challenges, choices, and strategies with your team? You can reach me at anna.carlsson@hrdigi.se.
It’s been fairly calm at the start of October after a rather hectic beginning to the autumn.
Hailey HR has published its HR Report 2025. Naturally, all vendor reports should be taken with a pinch of salt – they reflect their client base and network. That’s one reason I’m working on my own upcoming report (Future-Proof HR – Insights and Choices for 2026).
This report highlights several perspectives that reinforce my view of Sweden’s current HR focus. We still tend to view digitalisation primarily as efficiency, rather than value creation – likely because many respondents represent smaller, more operational organisations.
It also shows a growing skepticism towards American systems, which is tricky, given how dependent we still are on U.S. tech such as Microsoft and Google.
Another concerning point: 30% of HR professionals spend more than a quarter of their time on tasks that don’t require HR competence – often covering responsibilities that should sit with managers.
When asked, “How much is data and analytics used in HR decisions in your organisation?” a striking 80.1% said they use it only sparingly, and just 2.4% said “to a very large extent.” Enormous room for improvement!
👉 https://haileyhr.com/sv/blogg/hr-rapport-2025/
Fosway, the European analyst firm, has released its Talent Acquisition Realities 2025 report in collaboration with RecFest, currently taking place in Nashville.
The study draws on insights from Fosway’s European research network together with RecFest and Resourcing Leaders 100. It’s based on responses from 152 HR and TA leaders, mainly in larger European organisations.
This year’s findings emphasise that candidate quality has become an even stronger priority, while internal recruitment is less so – possibly meaning that responsibility has shifted to more traditional HR roles.
👉 https://www.fosway.com/research/next-generation-hr/talent-acquisition-realities-2025
Another piece of research from SD Worx, released back in August. I’ll admit, this one was a bit hard to digest – I’ll give it another go.
The survey includes 16,000 employees (1,000 from Sweden), 5,625 HR decision-makers (575 from Sweden), across 16 European countries.
According to SD Worx, the report reveals how employees and HR leaders in Sweden really feel about competence, trust, pay, and sustainability.
👉 https://www.sdworx.se/sv-se/inspiration/hr/hr-payroll-pulse-2025
In a feature article for Personal & Chef 2026, Emma Egnell highlights four development trends within leadership, employee engagement, communication, and wellbeing – all highly relevant for the path towards 2035, and themes I often explore in my keynotes:
👉 https://www.personalchefsthlm.se/fyra-spaningar-fran-arbetslivet-2026-med-emma-egnell
I came across this interesting post by Magnus Paues and wanted to share it – since many (myself included) are looking for smart AI tools to simplify their workday.
The purpose of this newsletter is to share news from the HR Tech market and highlight trends in digitalization, AI, and innovation for leaders and HR professionals.
About me
My name is Anna Carlsson, and I’m a strategic advisor and HR Tech analyst. I help HR and leadership teams make smart decisions in HR Tech, AI, and digitalization – through strategies that are clear, sustainable over time, and actionable. Assignments range from one-hour advisory calls to long-term projects where I support you all the way from current state to concrete results.
I run HR Digi, supporting HR professionals and HR Tech companies in navigating, understanding, and leading in a digital era. And it doesn’t always take major change – sometimes it’s about clarifying, prioritizing, and communicating strategically to achieve success.
Also proud memebr of Top 100 HR Tech Influencers globalt 2024 & 2025 🙏
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