The challenges for HR departments are nothing if not rich and varied. From dealing with company-wide GDPR sensitive data to handling difficult and personal conversations with staff, HR continues to evolve to meet the demands of a fast-paced, digitally-driven environment.
When it comes to 2020 however, there are a number of key themes we’re seeing in the market which HR managers should be paying particularly close attention to.
Reputation, reputation, reputation
In an increasingly tight labor market, encouraging the talent you crave to choose your business over another is a significant challenge. Businesses want to hire star players, but without a star reputation themselves, workers will often find the bigger, shinier, or richer employer to invest themselves in.
And as workforces are ever-evolving, it’s increasingly important that businesses adapt their employer brand to suit the coming generations. Given that millennials now make up over 50% of the workforce, businesses need to make sure they present themselves as attractive workplaces for tech-savvy and socially conscious workers.
To accommodate this, HR managers should consider what they can add to a company to make it more appealing.
Whether its active CSR programs, a positive and strongly encouraged flexible working offer, or a well-established learning and development process, businesses must focus on what the talent they require is demanding. By looking outside of the usual asks within a business and by focusing on their company culture, HR can bring their businesses’ employer brand to the next level.
It’s no secret that the battle for talent will be a big focus for 2020, but making that process simple for both HR and applicants will be key in landing the best people for the job next year.
Slow and clunky recruitment systems are a turn off for candidates, who want to find their next role with minimum fuss. If applying for the job feels like a slog, what does that say to potential employees when they get in the door?
Here, technology will be a gamechanger. Implementing AI will allow HR to run more smoothly and reduce recruiting timelines since businesses will be able to prioritize their time in their people, not paperwork. Additionally, businesses will be taking advantage of the data available to them on employee demographics, recruitment, and performance KPIs to ensure they recruit the best available talent for the job.
Embracing technology to speed up the processes, and automate the admin, means HR managers can spend more time finding the best person for the job, and ultimately bring them into the business in the smoothest and most efficient way possible.
They say you only get one chance to make a good first impression, so once an employee has been hired, HR managers need to make sure their first engagements with the business reinforce their decision to move. Preparation should begin well before the first day, with technology arranged, introductions diarised, and the necessary admin organized in a way that employees can manage easily.
The transition to using HR software platforms allows for the “digitization of the to-do list”, reducing the administrative tasks and allowing businesses to concentrate on successfully integrating new employees into the work. By prioritizing the employee experience, HR can help increase employee well-being and ultimately increase employee retention.
In the current labor market, finding, hiring and retaining the best people is one of HR’s biggest challenges. But, by making the most of their time, and focusing on the valuable work HR does, businesses can ensure they stand out from the crowd, finding and keeping the people who’ll help them grow in the future.
About the author: Hanno Renner, is the CEO of Personio, the one-stop HR operating system.