As we approach 2017, we are compelled to look at what we can expect in the new year! Here are our predictions for the world of HR in 2017.
Focus on Candidate & Employee Experience
It is the norm for marketing to create a memorable journey for potential customers, and customer service to keep customers happy and provide support at all times. In 2017, HR will collaborate with both the Marketing and Customer Service departments in order to develop a great experience for candidates & employees. In a candidate experience study by Workplace Trends revealed that 60% of job seekers have had a poor candidate experience, and 72% shared their experience online on an employer review site, such as Glassdoor, on a social networking site, or directly with a colleague or friend. Such reports can damage the company’s brand.
It’s important that companies respond back to candidates after they apply for a position – provide feedback to candidates that do not meet the qualification and include a constructive criticism to help them on their job search.
The HR department isn’t just focused on payroll & recruiting – In another study by Workplace Trends, it says that 56% of HR professionals seek to enhance their employee experience. In other to do that, HR departments need to invest more in improving the employees’ workspace, training, and recognizing top achievers/contributors.
HR departments have to become digital, not just buy digital products. Over the past few years, companies have invested dollars into integrated, cloud-based software to make HR processes automated. This has shifted the role of HR professionals from traditional recruitment activities to designing and implementing digital HR tools.
Assisted by technology, HR can now focus on the employee and candidate journey ― in other words, automating the processes for employee career and job transitions.
Automation technology in HR is more than just plugging in software. To become truly digital, HR managers must take a position of leadership and encourage other employees to think about how they might benefit from these tools too.
Referrals are Key
A Workplace Trends research revealed that HR professionals ranked employee referrals as the best resource for finding candidates, and a LinkedIn survey shows that the number one source of new employees will be represented in 2017 by referral programs. Companies have understood in recent years that these type of candidates offer competitive advantages: They are recruited faster, they perform better than other colleagues and tend to remain in the company for a longer period of time. Given that most research studies in the field have shown that the Millennial generation are leaving a job after two years, employee retention has become a key strategy.
Company Culture (The secret competitive advantage)
Company culture is now transparent, with websites like Glassdoor, LinkedIn, and other social media sites like Twitter, and Facebook, employees are regularly sharing about their company’s culture. When customers or employees are feel wronged – they talk about it. Culture has become an integral part of the company’s brand which, in turn, impacts the ability to hire top talent.
Deloitte’s research on Millennials shows that two-thirds of Millennials state that the organization’s “purpose” is the reason they choose an employer.
Part of culture is defining a purpose for the organization. Studies have shown that companies with a strong sense of purpose and a clearly defined set of cultural values outperform their competition.
In 2017, we believe it will be urgent for HR professionals to work with their leadership team to define the culture, and identify tools to measure the culture in every possible way.