In 2021, HR professionals need to examine their past year’s performance and prep up for their future challenges. Building a leak-proof talent pipeline, tackling staff turnover, improving employee experience and engaging prospective candidates while keeping pace with advancing technology are just a few of the many challenges facing staffing firms and recruiters in the forthcoming year. We’ve rounded up 5 emerging trends to help you best navigate these challenges and stay competitive:
- The Wave of Consumerization will Wash Away Conventional HR Practices
HR managers will act as change agents who will employ new methodologies to engage their employees more fully with the company culture. In order to enrich their experience, companies will make use of mobile technology that allows instant interaction, improved collaboration and enhanced satisfaction. Digital revolution will empower HR professionals to stay accessible and agile. The adoption of social channels and mobile technology will blur the lines between recruiting and marketing, enabling employers to ensure a seamless experience for potential employees as well.
- Increasing Use of Artificial Intelligence will Take Over Traditional Tools
Recruiting technology will take over traditional hiring practices for increased efficiency, time savings and improved workflow. The increasing reliance on applicant tracking systems for speedy and streamlined sourcing is already bridging the gap between employers and employees. Feature-rich and user-friendly applicant tracking systems will continue to assist recruiters in managing candidates and meeting their hiring goals.
- The New Age of Networking Will Transform Existing HR Procedures
HR employees are switching to new ways of interacting and collaborating with existing employees and prospective candidates. Going beyond niche job boards and online collaboration tools, they are now communicating and networking on social channels like LinkedIn, Facebook and Twitter. Social networking is the latest way to land industry leaders and retain them. So don’t let this lucrative online medium pass you by because it comes with a massive user-base that can be leveraged to drive high-quality hires and expand your professional network.
- The Conversion of A Players into Brand Advocates for Building a Powerful Brand Identity
Creating a positive employee experience using social platforms, employee feedback solicitation, and online communication tools has proven to deliver better results as compared to employee engagement. Recruiters have discovered that top performers can be transformed into influential advocates for employer branding. Research studies have confirmed that more than 50% applicants trust the review of an existing employee more than they trust the word of the CEO. This is why companies are now using their employees for marketing their culture. Employees reflect a company culture more effectively and attract talent easily. When happy employees endorse your brand on social platforms, you are more likely to fill vacancies much faster and retain star performers for longer.
- The Shift from Manual Methods to Advanced Tech Solutions for Streamlined Operations
A solid HR system is a perfect mix of a balanced work-life, attractive payroll solutions, flexible work policies, transparency and data-driven recruitment decision making. This has lead to an increasing reliance on intuitive and innovative apps that automate the entire HR process from sourcing and on boarding to training and engaging. With increasing stress on fostering a sustainable workforce, organizations are turning to software solutions to help employees manage their workload better and stay productive.
It’s time to redefine your existing practices and future-proof your sourcing strategies if you wish to succeed in the new HR ecosystem. While technology continues to disrupt the functioning of the HR department, HR professionals must remain open to change and flexible to adapt to new tools and techniques.
Author Bio:
Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.
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