By: Shawna Simcik
The job of HR professionals continues to evolve each year, yet with the most critical aspect of the job remaining the same — find, develop and keep key talent.
So what is the buzz among HR leaders now? As we wrap up the first two months of the New Year, we are gaining additional clarity on the top 4 trends emerging in Talent Management for 2016.
- Differentiate Themselves: Employers have to differentiate themselves to attract, retain and engage talent. The pool is competitive and global. There is an increase in competitive job offers, better salaries and more job opportunities. HR will need to collaborate and get cozy with their marketing departments and find ways to showcase and market to their future workforce — these efforts should speak to culture, benefits and career development opportunities to bring in the best. Employers need to be well versed in engaging their audiences through social media channels to not only “sell” and “speak to” future talent but engage in conversations with future employees.
- Use Analytics in Business Decisions: For far too long, HR was known as the “people” job and analytics were not considered important for these decisions. Yet, it is becoming increasingly important for HR professionals to understand how human capital analytics impact strategic business decisions. This goes beyond “time-to-fill” data, and should impact the overall talent management strategy. In essence, HR oversees the most expensive line item on a P&L — payroll; therefore, HR must be able to justify, prove and demonstrate that decisions made around talent are not done in a non-scientific, haphazard and political fashion.
- Treat with Care: Employers should be recognizing that we live in a world where change is consistent; economic upturns quickly turn into downturns and then upturns again; and employees with outdated skills today, may have the skills needed for tomorrow. An employer reputation can be ruined by one tweet that is retweeted a million times, one YouTube video with a million shares, and Glassdoor is the new water cooler. So, employers must repair and take special care of their employer reputation. This begins in the hiring process and HR working to create a more favorable candidate selection process, even more so for the “declined candidates.” It is also in how employees are brought into an organization – engaged, managed and motivated. And, unfortunately, when the economic climate changes, employers must provide compassionate outplacement services and treat departing employees with respect and dignity because they may just need to hire them again in a year.
- Demographic Shifts in Workforce:It is not a new trend that we are in the midst of massive growth in the multi-generational workforce. However, it is a priority for HR to propose and execute HR strategies that take into consideration these dramatic shifts in the demographics of the workforce. This might include learning to recruit globally for talent – becoming more familiar with immigration regulations and local customs and cultures. Other ideas might include: Identifying strategies for flexible work programs and developing staff and leaders to better manage remote working; Investing in training programs to bring the current workforce skills to a higher level and create talent management programs to address the skill gaps of the emerging workforce.
Armed with the current trends, HR professionals can be problem solvers who have anticipated and are ready for the changes ahead. Bring the thinking and skills that 1/3 of new CEOs want – that is, bold, new thinking brought into the HR function (source: http://ow.ly/YuSQh).
Share your comments with us! Do you agree or disagree with these emerging trends? What else are you considering to be the top trends in Talent Management in 2016?