Consultancy.eu has published an interview with Angelo van Stijn examining the shift to digital HR, focusing on which practices work and which fail when HR departments move their processes onto digital platforms.

The conversation centers on a question many people-operations leaders now face: after years of investment in HR technology, which digital workflows have genuinely improved hiring, employee experience and people management — and which have created friction instead?

Van Stijn, who works in the consulting field covered by Consultancy.eu, discusses the practical side of digital HR adoption. His perspective speaks to a recurring tension HR executives recognize: technology vendors promise transformation, but outcomes depend heavily on process design, adoption and the willingness of HR teams to rethink how work gets done rather than simply digitizing existing procedures.

Why does this matter for HR leaders?

The interview lands as digital HR continues to reshape core people processes across European and global employers. For HR decision-makers, the useful questions the interview raises are the ones worth asking before any new rollout:

• Does the digital tool change how a people-process decision gets made, or only where the paperwork lives?
• Which stakeholders — recruiters, line managers, employees — actually adopt the tool, and where does adoption stall?
• What capability does the organization gain, measured in speed, quality of hire, employee experience or compliance?

Interviews of this kind contribute to an ongoing debate in the HR community about whether digital transformation in HR has lived up to its promises. Van Stijn's contribution draws a line between approaches that work and approaches that do not — a distinction that matters for budget owners deciding where to direct the next round of HR technology spending.

Consultancy.eu regularly features practitioners and consultants from the professional services industry, and this conversation adds a practitioner's grounded view to a discussion often dominated by vendor narratives. For HR Briefing readers evaluating their own digital HR stacks, the interview is a reminder to separate capability from marketing when assessing what a platform can do for a specific organization.

The full conversation is available through Consultancy.eu's coverage of consulting industry perspectives on digital HR.

As more employers consolidate HR processes onto digital platforms, expect the debate over what works — and what quietly fails after go-live — to shape how HR teams plan their next technology cycles.