5 Reasons Why You Should Be Serious About Your HR Technology Trends
Whether you are a part of a volunteer-based NGO or a fundraising organization, HR plays a predominant role in your workforce management. With 2018, numerous trends have come into the spotlight, and straightforward hiring procedures of yesterday simply don’t work that well anymore. According to studies, 83% of HR managers agree that hiring and retaining talent has become one of the biggest challenges of 2018.
However, there are several HR technology trends and process enhancements which are easy to employ and adapt to. Let’s take a look at several reasons and actionable tips why you should take HR trends seriously during your next hiring cycle.
1. Talent discovery
Even in today’s global age, it is increasingly difficult to discover relevant candidates which can suit your organization’s needs and standards. This is because HR management is still focused on tried-and-tested methods of job descriptions which are strictly defined and lack any flexibility.
Talent discovery is something which should be taken into serious consideration, especially by organizations which focus on volunteering, non-government and globe-trotting relief operations. Placing some room for error in each opening an organization has in its roster would effectively attract far more candidates. In turn, this would allow managers to select from a wider range of possible employees, volunteers and/or activists.
2. Evolving performance reviews
Placing a “5 years of experience” bullet point in your job description’s requirements will effectively cut off a majority of potential candidates from your organization. While it is true that professional experience matters, it is also worth noting that ambition, energy and fresh perspective matter just as much.
Nathaniel Green, HR specialist at TrustMyPaper spoke about his hiring procedures: “I rarely ask our candidates about their professional experience during the interview. Instead, I focus on the present – their skillset, their problem-solving and their willingness to learn and adapt.”
This is a smart move considering the fact that millions of young people are left unemployed due to market saturation in many industries. The performance reviews of HR managers should evolve past the traditional yearly, numeric values into a more skill-based, soft interview approach.
3. More flexibility, more results
While most NGOs and fundraisers focus on “boots on the ground” style of workforce, this isn’t quite possible in today’s employment climate. According to studies, 57% of employers fully agree that retention and company loyalty are becoming an increasing issue. People are ready to leave an employment at a moment’s notice if they are treated differently than what was promised or expected.
In that regard, HR managers and project leaders should reevaluate their employee retention strategies. Is remote work something that would be possible in your daily operations? If so, why not opt for one of the numerous remote work platforms and start delivering results in a less stressful, more productive environment?
People are far more likely to stay onboard with your company if they are allowed to deliver results from outside the office floor, without being forced into a machine of your HR department’s making.
4. Employee grooming opportunities
Today’s human resource management is different than what it was a few decades ago. Office staff members and new employees should be incentivized to learn, develop and network with their peers as soon as possible. This can be done to ensure a healthy and steady rise in ranks for people who have just started their employment tenure.
According to research, 69% of millennials are fully prepared to work for less revenue if it means that they will develop new skills and be thanked for their work. This is a serious HR issue and one that requires a complete overhaul of existing retention and grooming procedures.
Don’t discourage employees or volunteers from reaching new ranks within your organization. Their predecessors can easily be placed into higher management so that their seats may be made available for ambitious young employees. In essence, this is how a healthy, growing HR structure should look like.
5. Collaboration over individualism
Lastly, HR managers should place a high priority on collaborative skills in their candidates. An individual can have an amazing industry background but without teamwork skills, they might prove too troublesome. According to statistics, 92% of executives believe that process redesign and reorganization are a top priority within a company.
This is where group workshops and pair interviews come into play as a possible solution. HR managers and interviewers can gather more candidates in one room and have them solve daily tasks within a time limit. When placed under duress, people often show their normal office behavior. This process would allow the HR to gauge each candidate in more detail and more closely than ever before.
Building for the future (conclusion)
It’s worth noting that HR trends change over time just like any other technology. Organizations should pay close attention to the current HR climate and retrofit their processes accordingly. If done correctly, you will be able to attract very competitive candidates and have a much higher quality workforce on your staff than ever before.
About the author:
Marie Fincher is a content writer at TrustMyPaper company with a background in marketing, technology, and business intelligence. She frequently writes about data science, BI, new marketing trends and branding strategies. Marie gradually changed her focus from working in marketing to writing about it.
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