Diversity and inclusivity are among the most important goals for any organization right now. Still,…
Where does the future of our industry lie? Only a greater reliance on automation? A main focus on HR metrics? Surprisingly, no: according to the data collected from LinkedIn’s Global Talent Trends Report for 2019, the changing nature of HR and hiring has more to do with employee-centered practices than embracing technological trends and the data-centered strategies that have shaped HR departments over the last decade.
To stay competitive, talent acquisition teams will have to get creative by assessing candidates’ potential—not simply waiting for the perfect resume to the cross their desk. Companies who want to remain competitive are embracing trends toward transparency and flexibility in hiring and workplace practices.
4 Trends In The Future Of HR
Embracing the following trends will help shape the future of your hiring.
Emphasizing The Value Of Soft Skills
Finding talent that displays potential is key for any HR department, and it’s not all simply based on past work experience. The “hard skills” associated with any job will always be important, but increasingly the “soft skills” candidates possess will be at the center of desirable skills in any candidate search.
The most common “soft skills” cited as beneficial for work are time management, creativity, adaptability, persuasion, and collaboration. These skills are markers for success at the organizational level, as well as the individual level. For example, a candidate who can adapt to new work situations, collaborate with other employees, or bring a creative perspective to a task can increase efficiency and effectiveness in their department—and within the organization at large. HR departments have to respond to this trend by developing methods to identify soft skills—from designing AI tech solutions that detect soft skills on a resume, to incorporating more soft skills-based questions in the interview process.
Offering Job Flexibility
Candidates increasingly expect their jobs to offer flexibility, whether it's the ability to set their own schedules or to work remotely. The same technology that enables a company to have a global presence, whether it's video-conferencing or email, has shifted expectations in the job market. While flexible working was once considered a perk, it will increasingly be considered a norm.
Offering flexible work arrangements can increase employee retention, satisfaction, and productivity levels. For talent acquisition, advertising job flexibility as part of a single position or as part of an organization overall will be a necessary and attractive feature for candidates on the job search. The practice can also increase diversity in your workforce, widening your talent pool. However, for HR and departments across the board, team building and scheduled collaboration will be all the more necessary as employees are able to set their own schedules.
Proactive Harassment Prevention
The #MeToo Movement has had far-reaching effects, exposing abuse and harassment across industries from Hollywood to book publishing. So it’s no surprise that employees expect employers to take action to prevent further abuses. For HR departments, this means offering more opportunities to highlight the policies set in place, as well as promoting ways to safely report harassment.
In terms of hiring, HR departments can develop stronger long-term strategies by clearly communicating anti-harassment measures as part of the workplace culture and to establishing the goal of increasing gender diversity in management levels of the organization. Creating a more welcoming atmosphere and diverse workforce is not just good for the brand, it also key to a successful company—now and in the future.
Transparency In Salary Information
There’s a cultural taboo about asking a person’s salary—but this should not be the standard when hiring. Salary, after all, is fundamental to any job search and a key enticement in talent acquisition. While confidentiality measures are important to maintaining privacy for individual employees, people often self-disclose this information to their coworkers or find out salary discrepancies in other ways. This fact alone means companies should find better ways of communicating this information so employees don’t become disgruntled.
By communicating and establishing salary ranges for a position in a transparent process, an organization ensures a fairer pay process that is less likely to result from bias; it also clearly establishes the parameters of salary negotiations. Providing salary ranges in job ads or during the interview process is a clear communication tool for prospective employees who want to ensure the job can match their long-term financial goals. Attract the talent with this simple information, and then manage their expectations in order to retain that talent.