2018’s talent trends
admin, 18th December 2017
It’s that time of year again! With January just round the corner, it’s time to take stock of where the year has brought us in the world of talent, and what we have to look forward to following the fireworks and the champagne.
Candidates as customers
The New Year will bring a growing trend of a more personalised, human experience for candidates in the application process. This is more important than ever in the current job market, not only for organisations to stand out from the competition and attract the best applicants, but also feeds into a culture of looking after employees, thus improving retention and therefore cutting costs.
Employee wellness/strategic wellbeing
Candidate experience is not the only element of focus for 2018, we will also see a rise in focus into employee experience. Unique benefits are more important than ever for organisations to stand out in the current job market, with a particular emphasis on employee wellbeing. However, this does not only apply to the tech giants who can afford to give their employees three meals a day and an on-site gym: it is the company culture behind these perks that is important, rather than the perks themselves. For example, an environment that encourages breaks and quiet time, as well as socialising and collaboration will do far better than a company that buys a ping pong table.
Flexible working is also on the rise, especially amongst millennials and others entering the workforce. This is particularly important for encouraging a diverse workplace, to accommodate for working parents, for example, and others with lifestyle commitments. Continually improving technology is behind this development, and will allow for more work policies bringing the benefits of remote working, such as convenience and decreased cost. Research indicates that giving employees the opportunity to work from home increases morale, engagement and commitment to the organisation’s goals. So we should be ready to embrace this change, and implement new policies or software if needed.
Another HR trend is showing how organisations can utilise huge amounts of information to make specific decisions in line with their company goals, to ultimately increase efficiency. For example, engagement and screening. Data science is predictive, time and cost-saving and makes for a better candidate experience, thus improving your brand.
At RTM, we are strong believers that talent attraction is a science and not an art, and the latest developments support this outlook. Ever-evolving tools enable us to keep track of the value of data, in order to continuously track, experiment and amend, to ensure efficiency, cut costs, improve retention and hiring, and keep on top of the competition, as just some of the benefits.
On the flip side of this, data is not enough on its own, and must operate hand in hand with a brand’s values and goals. The need for story-telling, therefore, is essential. While the use of data will only grow, this must go hand-in-hand with the story it tells and how organisations communicate that story in line with their values and goals.
In Jeff Weiner’s (CEO of LinkedIn) recent talent talk, he emphasised some of the benefits of such story-telling, including-
- Tell stories to candidates because they stick, stir emotions, and drive decisions — that’s why they can be a companies’ most effective recruiting tool.
- Stories can be far more effective at selling a job than impressive facts and figures.While organisations love to share their stats and data, research shows people only tend to remember about 5% of facts, in contrast to 65% of stories — that means narratives are 22 times more memorable than facts!
Skills over School
This latest trend for those new to the workforce looking how to best develop a specific skill over the shortest amount of time and the least amount of money for their career development, over the more traditional, all-encompassing university degree. It is only a matter of time before companies start to reflect this. Organisations themselves are adopting an attitude of continuous learning and development opportunities, particularly amongst the rise of digital training, in order to retain talent and to keep the workforce ahead of the curve.
As we can see, technology is driving numerous changes in the talent landscape for the better. This is complemented by the role of HR and Talent leaders to provide the human side to all these technological advancements, and ultimately improves all processes for the better. Furthermore, talent leaders can continue to add value to their organisation by fostering a culture of community and connectivity, assisted by automation and technology, to ensure both sides of the changes work.