2018 is going to be a watershed year for HR and recruitment in particular. With most organizations already switching to cloud based HCM and HRMS, advanced and cutting edge technologies like Artificial Intelligence and Big Data Analytics will make a definitive impact on how regular business in HR is conducted. Multiple research papers and expert opinions all point towards a growing significant role technology will play in talent hiring and management.
Let’s watch out for these HR trends in 2018:
- Creating a positive candidate experience is one of the Top HR Trends for 2018
- Bridging the workforce diversity gap is a Human Resources Trend for 2018
- Working towards improving workforce productivity is an Emerging HR Trend for 2018
- Using big data analytics in human resources is a New HR Trend 2018
- Enhancing employee engagement is one of the Key HR Trends 2018
Creating a positive candidate experience is one of the Top HR Trends for 2018
The competition for talent is on the highest right now. If you want to hire the best, you need to provide the best possible candidate experience. While one way to attract top talent is to work on your employment brand, most are still unaware that without providing good candidate experience, you can easily ruin the employer brand also. Vague application instructions, broken communication, delayed response and incorrect job description are just few of the things that create a bad rep and perception in the candidate’s mind. A survey by Software Advice reveals that candidate’s topmost demand is to have a clear communication about certain aspects of hiring such as the timeline of the job vacancy, notification if the position is filled, timely replies after screening and interview and notification if not selected.
Bridging the workforce diversity gap is a Human Resources Trend for 2018
Recruiters are also human and thus suffer from behavioral prejudices. They have their personal bias deep rooted somewhere owing to a personal experience or surrounding environment. The new year is a perfect excuse to kick out these prejudices and resort to just and bias-free recruitment so as to create a more inclusive and diverse workplace. A diverse workforce brings rich experiences to the table, enhances productivity and increases the bottom-line. While you can add to the case of a diverse workforce largely by eliminating bias at different stages of hiring, there is more to creating a healthy diverse manpower which is inclusive of all strata of society, age and gender.
What can you do exactly? Fixing the job descriptions would be a good place to start. Most recruiters do not know and don’t even imagine that seemingly innocuous words they use to describe a particular position can influence the decision of certain candidates applying to that job. For example, words like “Ninja” are mostly associated with masculinity and female candidates or for that matter, an experienced “baby boomer” will definitely give it a second thought before applying to such a role. Improving your candidate screening standards will also help eliminate a great deal of bias.
Enrolling in a training program that helps you identify the unconscious patterns that promote bias will also help. Whether the prejudice is based on race, ethnicity, age, gender or some other criteria, it pays to review your choices at every stage. The new age recruitment solutions use smart AI and big data to match CVs as per their eligibility and quality and as long as the code is free of any inherent bias, can guarantee a fair match for a particular role. Using such recruitment software will also help bridge the diversity gap in workforce.
Working towards improving workforce productivity is an Emerging HR Trend for 2018
The modern workforce is mobile and tech-savvy which means they are increasingly dependent on their mobile smart devices to accomplish a task. Eventually e-mails are going to give way to real-time conversation based tools such as Slack, Workplace by Facebook and others. Intelligent chatbots are also a move in the same direction. These workplace tools are more like social networking channels where employees can post status, use a display picture, create groups and start a conversation without leaving the mobile ecosystem. Not only this creates better collaboration within teams and across different functional departments which eventually has a positive impact on productivity but it also results in a more connected and healthy work culture. In future, we can expect HR technology companies to come up with either an option to integrate these tools with their HRMS or with their own versions of instant messaging and collaboration tools so as to create a more cohesive experience.
(Also Read: Benefits of Using Bots for Recruiting)
Using big data analytics in human resources is a New HR Trend 2018
The time of Big Data in HR has finally arrived. While experts will argue about the use of the term Big Data in context of Human Capital Management, the truth that no one is doubtful about is the usefulness of data for HR professionals. From devising methods of boosting employee retention to creating better performance metrics for workforce, big data offers a range of opportunities for improvement. This is in addition to the predictive abilities that have been developed only with the help of data analysis of your most successful employees. Leveraging performance data to predict future success of your employees will essentially help you make better hiring decisions.
(Also Read: Role of Big Data Analytics in HR)
Enhancing employee engagement is one of the Key HR Trends 2018
Improving employee experience is going to be a big agenda for HRs in the coming year. The first step in this direction is HR technology vendors making their existing tools easier to use for employees. HR tech tools vendors have to put in firm thought towards improving the user experience, making the interface and functionality more intuitive and effortless. With HR tool vendors doing their bit, recruiters and hiring managers have to find ways to drive better employee engagement without creating too much noise. The challenge will be to come up with drivers that matter most and how to create the maximum impact.
(Also Read: Employee engagement ideas that work)