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Recruitment BrandingWe are a winter-weary nation. A large part of the country has been slammed with snow and rain and for those who have not – we salute you! We are ready for spring – a time to regroup and get ready for balmier days ahead. So, what are you planning to do? Do you want to spring ahead or stay behind? We thought so…

Bersin by Deloitte recently released: 10 Top Disruptive HR Technology-related Trends Poised to Reshape the Workplace and Drive Organizational Success and it appears that the HR industry is exploding with growth and innovation.

 

Technology trends such as mobility, big data, and Software as a Service (SaaS) are converging with top HR priorities including employee engagement, talent management, and recruiting. The result is totally reimagined workforce solutions that are easier to use and more engaging than ever before.

The report noted that, “One of the most disruptive changes is the trend toward automating HR practices and integrating systems, making them so easy to use that people think of them as part of their daily life. By embedding and automating HR practices into applications employees use every day, HR ‘systems of record’ are becoming ‘systems of engagement.’ At the same time, these systems give leaders the real-time information they need to adapt to changing business and labor conditions.”

 

Here are four more trends to consider:

 

  • Recruiting and hiring the right talent will remain a critical concern for employers. According to Aberdeen Group, “scarcity of critical talent available in the marketplace” makes finding and growing talent a top pressure for 68% of organizations surveyed. It’s not about a shortage of applicants; there are plenty of professionals still looking for work. The scarcity results from the challenge of finding highly specialized skill sets for an increasingly complex, technical, and globalized business world.
  • Technology and processes will continue to adapt to the Millennials. Millennial employees and managers are tech-savvy. They expect to interact with technology and be engaged by it. And, in 2015, Millennials will make up the largest portion of the workforce for the first time, according to the U.S. Bureau of Labor Statistics.
  • HRMS will play a big role in “big data.” As companies fine tune their use of big data for business decision-making, HRMS and talent management systems contain a great deal of information about workforce costs, productivity, skills needed for business objectives, and much more. The goal is to move from backward-looking reports to real-time decision-making and even predictive analytics.
  • Human capital decisions will be driven by total workforce costs. Today’s workforce is much different than prior generations. Employers are making much greater use of independent contractors and part-time employees. Businesses can employ outsourced firms for anything—from manufacturing to marketing to human resources. Increasingly, employees also value flexible working arrangements from telecommuting to job sharing.

 

More comprehensive HR systems that are designed to engage candidates, employees, managers and HR teams, will empower you to spring ahead.

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