The future of the workplace part 2 – ‘Recruitment’

We are in a fast moving world in which major changes to the workplace over the next few years are envisaged.  In a series of blogs, we will be looking at these key changes and what they might mean to us in HR.  We started with ‘resourcing’ and now we look at recruitment.

What are the predicted changes in recruitment?

  • As we identified in the previous blog, there will be less recruitment of permanent employees as companies use a wider range of resourcing approaches (using partnership talent, borrowed talent and freelance talent);
  • This means of course that recruiting these fewer and valuable permanent employees will become more specialised and customised;
  • Recruitment will involve ensuring the corporate and employer brands also appeal to and attract business partners (e.g., outsourcers, contractors, and freelancers) and those with ideas and insights needed for specific projects;
  • Adverts will highlight the flexibility of hours & work location (9-5 in the office is no longer the ‘norm’);
  • There will also be a further increase in automation and unconscious bias can be minimised / eliminated in the selection process
  • Recruitment will be seen even more as a vital aspect of creating the employee experience, these early touch points are crucial;
  • There will be more focus on developing your own (in house) talent

What does this mean for HR?

  • HR won’t just be recruiting permanent employees but will need to access these wider talent networks;
  • Recruitment of the fewer permanent employees will need to be customised, specialised and focused on behaviour to secure the flexibility required of this new ‘in house’ workforce;
  • We will see much more automation in the recruitment process particularly in early stages including more on-line assessments and testing before the candidates ever have any direct contact with the company, many of these focusing on behaviour. The assessment process should reflect the behaviours and values of the business. The other benefit of this is the reduction in opportunity for unconscious bias;
  • HR & Marketing will be working together to attract the candidates who are already focusing on the degree of diversity, reputation, commitment to CSR and values before deciding who to apply to;
  • HR will need to manage the cultural change and support management in adopting a flexible approach to hours and work, eradicating a culture of presenteeism
  • As there will be more focus in developing your own talent, performance evaluation methods, training and development will need to be honed;
  • Keep monitoring the candidate/employee experience and consistently improve the process with input from the candidates;
  • Onboarding starts immediately and lasts longer. Adopting innovative and creative approaching to onboarding, starting the moment an employee verbally accepts.  You have spent so much time and effort to secure the right person, you don’t want to lose them now and you want the best possible employee experience.  As there will be fewer permanent employees to recruit, you can spend time doing it properly! #timewellspent

Interesting times! In the next blog we will look at the death of the job description and how this frees up our people to use all of their skills.


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