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Outsource magazine: thought-leadership and outsourcing strategy | September 21, 2017

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2014: the year that HR leaders future-proof their businesses

2014: the year that HR leaders future-proof their businesses
Outsource Magazine

2013 was a year that saw businesses around the world continuing to linger in an uncertain economy, causing many to reassess their expenditure across all departments – with the recruitment and talent management sector being no exception. 2014, however, is set to be the year recruitment divisions gain momentum to become more innovative and dynamic than ever, with technology, big data and mobile recruitment in particular setting the agenda for the HR sector.

HR directors and CHROs are working with RPO providers to create a bespoke strategy for their business, future-proofing their organisation by ensuring they have the right talent and practices in place to succeed. Here we look at some of the trends that will drive progress this year.

Preparing for Tomorrow, Today

Dynamic markets make for an unpredictable environment, forcing the hand of businesses and ensuring they implement processes for tomorrow, not just today. When it comes to planning ahead, today is already redundant. CHROs need to enhance and expand their recruitment strategies to create highly effective and targeted approaches to talent acquisition. The savviest companies are no longer focussing on solutions to meet their short-term goals, but instead are working with RPO providers to secure top-performing new talent who will be of benefit now and in the future too.

Employees with a particular competency set will be in high demand: those who remain resolute in the face of adversary and change, those who inspire the confidence of their colleagues and those who are not afraid to make their strategies adapt to the market condition.

It is not just about hiring new talent, however. Businesses should also be taking stock of the talent they already have to reap the benefits of internal mobility. Only by properly engaging your workforce can its full potential be valued. The right management strategy can reveal to many companies that the capability to drive change already lies within their ranks. In order to keep pace with 2014, businesses need an engaged and agile team that can take them forward. The companies that are quickest to recognise and embrace this transitional period will be in a fortunate position to source the talent they need to see them through it, both internally and externally.

Technology to Drive Innovation

This year will see mobile recruitment finally come into its own. For many years the buzzwords of “social”, “mobile” and “local” have been at the forefront of discussions, but have never really taken off. The tipping point is approaching however and 2014 looks set to be the year that we finally see the arrival of products that genuinely transform the recruitment space.

The possibilities with mobile are endless and we are finally seeing the larger ERP players develop their own innovative solutions. This goes hand in the hand with the evolution that we have seen in mobile computing and means that new talent management technology – whether it’s an application or improved functionality – is more readily available than ever and looks set to continue to grow.

It is time for recruiters to use mobile to drive a more innovative engagement approach and enable candidates to learn more about their organisation through the platform. Through a mobile site, candidates should be able to sample a company’s mobile environment as well as apply for a role with them.

Simultaneously, the mobile boom feeds into multisourcing recruitment strategies, extending recruiters’ reach to talent to increase their chances of sourcing the right candidates. The best recruiters use all channels available to them to ensure that they are at the forefront of talent’s mind – this also includes targeting passive candidates who are not actively seeking new employment. In a constantly switched-on world, recruiters need to make sure they are in tune with the emerging trends and channels arriving on the market, just like candidates have.

The influence of technology on HR practices in 2014, however, extends past the mobile space. Big data has been another hotly-tipped topic over recent years, but many recruiters have simply lacked the knowledge and access to the tools required to fully understand and utilise it. As external experts begin to provide this insight and software, businesses are becoming much more data-savvy – using the information to inform strategic business decisions and demonstrate the ROI of recruitment activity.

Moreover, in the same way that marketers use loyalty data for targeted marketing, recruiters will begin to use it to find talent. We can expect the recruitment sector to become more pro-active than ever, as it uses big data to source the exact type of candidates that organisations want in their ranks. We are already seeing talent acquisition starting to hire data analysts to enable trend identification and to see where top performers have been sourced.

These expected trends for the coming year are ones which will set the agenda for the recruitment sector in the next five years. As the industry becomes more reliant on technology, HR departments have many new skills and processes to learn. The most proficient amongst them will be able to adapt quickly and target their strategies towards the future – behaving just as they would expect from their executive teams.

Companies that have been taking tentative steps of late will be ready to take the necessary leaps to drive their workforce, and their business, forward. The technology is there, and the talent is there: with ambition and support, RPO providers in 2014 have all they need at their disposal to take recruitment to the next level for their clients.

This article originally appeared in Outsource magazine Issue #35 Spring 2014.


About the Author

Neil Griffiths 150Neil Griffiths is Global Practice Leader, Talent Communications and Employer Branding Practice at Futurestep.

 

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