The working world is ever-evolving; new technologies and ways of working are changing the professional landscape. Here’s 6 things HR should expect to happen in 2016:
1. The death of the traditional CV
Writing down our accomplishments, and an elaborate justification as to why an employer should consider us for a position, on a piece of paper is no longer the most effective way to promote our personal brand.
There are many online resources much more suited to showcasing our skills and by not utilising them are you inadvertently demonstrating a lack of knowledge of the tools available today?
When researching a new applicant, the first port of call for many employers is the various social profiles associated with that person.
All of the information that they need to make an informed decision about whether or not to allow the applicant to continue in their recruitment process is evident on platforms such as LinkedIn and Twitter, whether positive or not.
The average recruiter spends about 8.8 seconds reading a CV (The Independent), however with social recruiting becoming an ever-popular strategy for employers it’s becoming less likely that your CV will be the main source of information used for consideration.
Social profiles contain a mixture of media about a candidate that won’t be included on a traditional CV, such as shared images, video and long form content. For more specific, professional-related information regarding an applicant, employers and recruiters should need to look no further than the LinkedIn profile. LinkedIn has become the primary resource for many businesses when recruiting, and an up to date and complete profile is more accessible and provides far more information regarding the suitability of talent than a two page CV can.
2. Applicants will be applying from anywhere and on any device
Phone, tablets, phablets and even watches are all potential sources of applications for vacancies. Employers who are not amending and aligning their recruiting strategies to cater for such trend changes in 2016 are at risk of missing out on the top talent.
- Is the company recruitment portal optimised for all devices?
- Can you cater for applications made out of hours, maybe from different countries, in an efficient and timely manner?
- Can applicants referred by existing employees easily find your vacancies and apply straight away online?
Browsing now takes place at any time and from anywhere, whether this is sitting on the sofa at home in the evening or on the commute in the morning.
Tapping into the changing mindset of potential employees is no longer a case of simply advertising a vacancy slightly differently in the local paper, more thought is required.
Engaging with passive talent to attract them to your brand, even before they consider a role within your business, is just one tactic. Others include hyper-targeting specific interests or conversation groups on social media to tap into niche skills and attributes, desirable as an employee.
To be able to effectively execute these strategies you must know when and where talent is going to be when they’re most likely to engage with you. This could be at any time, now that everyone can access online networks at any time from their mobile device.
Researching your target audience’s behavior could be carried out via online analytics (when does your web site receive referral traffic from certain networking sites?), using social signals such as Twitter replies, re-tweets or ‘likes’ to determine the most active times, or by carrying out online surveys to simply ask people where they go online and when.
The key is to know that there’s no set time period each day when your next employee is active, it could be at any time and in any location.
3. ‘Differentiation’ is key
As the struggle to beat your competitor to attract the top talent gets more furious, differentiation will be something that will have a big impact on your recruitment efforts.
The recruitment process is no longer an ‘Advert/Interview/Job offer’ affair, there’s far more to it than that and it’s no longer a ‘sellers market’.
Applicants are far more demanding on what they expect from a brand and expect far more from a prospective employer than a monthly wage.
Ensuring that you offer something different, and promoting what that is, as a reason to become an employee will set you apart from the competition. Some of the key elements that people are looking for from an employer include:
- Role purpose
- Company culture
- Shared values and vision
- What’s different about you as an employer?
- Why would talent choose to work for you over a competitor?
- Would a new employee become an advocate for your brand (how sure are you)?
Making an effort to ensure that your employer brand is as strong as it can be will reward you with productive and engaged employees and also help you to get the upper hand on your competition.
In a survey of workers carried out by Careerbuilder 52% feel that they simply have a ‘job’ as opposed to a career and 39% feel that their skills aren’t utilised by their employers.
Making efforts to realise and utilise your employees skills and attributes not only benefits you as the employer, it also helps to retain your staff too.
4. Quality of life will surpass traditional benefits
As people become more aware of the importance of ‘not being at work’ it’s imperative for brands to realise that wellness is as much their responsibility as it is the individual(s) affected.
Making sure that the working environment is as healthy as it can be, whether that means installing standing desks, supplying office plants or running exercise classes during the lunch hour, will not only improve the health of employees, but also reduce absence and its associated costs.
Some of the qualities of helping to improve employees quality of life include:
- The individual is more responsive and can easily work in their paid work, as well applying themselves fully to other aspects of their life like family commitments
- The self-esteem increases, as well as health and other related aspects of one’s character, like loyalty
- The employee gets full control of their working life and can adapt better to any changes
- The balance makes everyone at home happy and everyone at work happy
- Employee-employer relations will most likely improve
- Turnover rates decrease, while productivity increases
- Employees are more likely to take a job that offers less money if their work-life balance is improved
- Less sick days
5. Flexibility will no longer be considered a luxury
Flexible hours or the ability to work from home are no longer considered luxuries, where a job’s concerned, and if not a standard option your vacancy may be bypassed for one considered to be better, where an applicant’s desired lifestyle is concerned.
The fact that, in the majority of cases, our jobs can be carried out just as efficiently from remote locations means that the expectation is no longer that we need to be in an office every day to be productive. Working from home, and the benefits that come with it, should be a default option if you want to attract top talent.
Jennie Willott’s, Minister for Employment Relations, speech to the Business Benefit of Flexible Working Conference highlighted the business benefits of flexible working to employers.
Some of the benefits mentioned included:
- Greater staff retention
- Improved recruitment
- Improved work/life balance
- Increased employee engagement
- Increased employee motivation and productivity
6. Job hopping’s normal
Does a career with the same brand really exist anymore? With the recent statistics that employees who stay with a business long-term earn 50% less than those who move between employers, it would appear that job hopping is the way to go.
Products and services are far more diverse than ever before and businesses offering them are increasing every day. We can apply and even interview without ever meeting an employer in person and this can all be done quickly, efficiently and easily from wherever we are.
Changing jobs not only offers an opportunity for increased responsibility, and the pay increase that goes with it, it also offers an individual the chance to learn new skills and gain experience in differing brands, environments and sectors.
With this increasingly simplistic way to find new job roles, can it really be expected that an employee will remain with one employer in the long-term?
According to the Cornerstone blog, the average tenure of employees aged 25-34 is just 3 years and 30% of employees are regularly searching for alternative employment.
If one third of your workforce are looking for work on a regular basis then it stands to reason that there’ll be some level of turnover.