When it comes to HR trends and best practices, there is definitely an excess of information. HR is such a broad function, and even talent management serves multiple priorities and initiatives. It can be difficult to know where to start when budgeting your time and resources.
Not to worry. We’ve taken a second look at 10 key trends affecting HR in 2016, and we’ve narrowed the list down to three major initiatives that should give you a starting point. If you do nothing else to future-proof your talent management strategy, then you should try these three projects:
Empower Your Recruiters to Focus on Recruiting
Over the past few years, we’ve asked recruiters to take on a lot. Apart from sourcing highly qualified candidates, we’ve asked them to own and manage employer branding, overhaul candidate experiences, and to accomplish all of these tasks as quickly as possible. All of these disparate elements are important to your recruiting strategy, but in order to maximize the value of your actual recruiters, you need to empower them to get back to actually recruiting; that is, identifying highly qualified candidates and influencing them to engage with your company and positions. The best way to help your recruiters is to equip them with a powerful next-generation applicant tracking system (ATS).
The traditional ATS only exists to help recruiting professionals manage the influx of new applicants that come with each new position, which means that your recruiter is missing an entire, valuable candidate source – your existing database. With a next-generation ATS, your recruiters aren’t doomed to start each new search from scratch; instead, they are served segmented talent pools of previous applicants, internal resources, and active new applicants in order to quickly put together a list of possible matches based upon any number of filters. If you want to supercharge your recruiting efforts and build a stronger workforce, evaluate whether your current recruiting technology is really helping recruiters excel at their jobs – and consider making a switch.
Tweak Your Review Process to Better Serve Your Employees
We’re deep into the dreaded performance review season, and we seem to hear the same complaints from managers every year about the process: “It takes too long to complete these evaluations.” “I can’t remember everything this employee did all year – I don’t think a lot of my feedback is even relevant to their current work.” “There has to be a better way.” Head’s up, managers: your employees feel the exact same way about regimented, annual feedback sessions. The issues with performance reviews are not in the actual need for feedback, which is something every individual craves, but rather in the way that feedback is constructed.
Feedback should be frequent and delivered with specific goals and wins in mind, not just annually in a way that can’t be tangibly measured – this type of performance management isn’t actually helping drive better performance at all. It is important to remember that performance feedback should also not be limited to your executives and managers. The always-on performance model should include personalized feedback from peers as well as managers to ensure that development opportunities are well rounded and actionable. Building and executing an always-on performance strategy requires the right technology that allows you to deliver this continuous feedback; make sure you have the right tools to empower both your managers and employees with the right feedback at the right time.
Drive Innovation with Your Inclusion Practices
Diversity and innovation are current hot-button topics throughout the business world right now, but as every individual within HR must remember, there is one important mantra you should follow: don’t focus on just the diversity count – make inclusion count for your organization. Simply ensuring diversity compliance isn’t enough to help drive organizational success; the most proactive and successful talent management professionals are focusing instead on how to use inclusion programming to drive innovation. Multiple voices lead to new ideas, new services, new products, and encourage out-of-the-box thinking; you should be thinking about how to empower your workforces to support growth and inclusion initiatives. Sharing success statistics, aligning business goals and individual goals, and building in training initiatives around natural biases and impediments to diversity and inclusion success will always reinforce and accelerate initiatives. Inclusion and diversity efforts have to become a piece of the of your organization’s DNA – your company’s leadership should be a partner to HR, not only in supporting and communicating about the importance of inclusion, but in fostering a new set of leaders that value diversity as well.
What should your HR department look like in order to be future-proof? Check out our new whitepaper to learn more about successfully executing on these initiatives, continue to stay ahead of trends with the full list of trends affecting HR in 2016 and beyond!