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HR Technology Trends for 2017 and Beyond

From social media, to mobile to SaaS, human resources technology landscape has been changing rapidly for the last few years. For instance, according to a recent recruiting software study by Capterra, more than 75% of hiring managers today, use either recruiting or applicant tracking software to improve their hiring process. And things have changed so much that, in fact, it’s no longer a question whether your company has an HR software system, but how it is deployed.

As you can see, the fusion of organizations, HR and technology is gathering serious momentum. Unquestionably, globalization and dramatic demographic shifts are modeling a world where the emphasis is toward workers who are more tech-savvy and the ones that stay connected all the time.

Employee Engagement and Feedback

Employee engagement still remains surprisingly low, as Gallup tells us, only around 33% of employees are actively engaged. If HR professionals do not know how to keep their personnel engaged and happy, they will pack up and leave, right? Well, a surprising number of unhappy employees never leave their job, and as new research on unsatisfied workers and team effectiveness shows that these employees can bring down team performance by 30% to 40%.

The solution for this problem is anonymous employee feedback and just as customer feedback has transformed the UX, this will transform the employee experience. That is why feedback apps like PD@GE, that allow the HR department to get feedback in real-time will redefine the way we think of employee engagement in 2017.

Advanced Performance Management

For the last five years, we have seen companies throwing away check-ins, developing agile goal systems and making performance management much more analytics-driven. Unfortunately, for years, there were no tools in the market that allowed you to automate this, however, things are going to change drastically.

Today, we see at least a dozen of well-funded and organized companies that are developing and selling team-centric management systems that enable your HR department to oversee your staff, make sure that they clock in and out on time and monitor their work on the go. Companies such as these will surely grow to even turn into the “next wave” of performance management providers.

Mobile Employee Communications

In addition to employee engagement mobile applications, a good number of employment branding technologies are finally offering apps, including mobile and messaging. Flexible schedules are becoming increasingly common as more and more employees are working from home. In fact, according to a recent survey of business leaders, 34% said that they expect that more than half of their workforce will be working remotely by the end of the decade.

We will definitely see an increased demand for communication platforms such as Facebook at Work in the next twelve months. What is more, when you take into consideration that employers are looking for new ways to increase candidate touch points, leading to more candidate conversions, it is easy to see why going mobile is unavoidable.

Embracing Big Data Analytics

A recent report from Oxford Economics discovered that while just a few HR departments are without analytics altogether (just around 7%), many departments still struggle to interpret big data and use it in a way that matters. But as our ability to analyze all of that data matures, new tools are emerging and the existing ones are only getting “smarter”.

While predictive analytics already can provide insights into promotions, employee benefits and talent management, they are starting to be used for deeper forecasting. Predictive analytics can help you measure the efficacy of your training courses and identify which workers are more likely to reach their targets.

Conclusion

The availability of modern HR technologies is expanding organizations’ abilities to hire, manage and retain their employees better than ever before. While social recruiting is helping businesses reach new potential candidates, HR tech can provide better visibility into the employment process and help them make smarter decisions throughout the employee-lifecycle process. Therefore, investment in HR technology should not only be the biggest trend in 2017, but it should also remain in the years ahead.

 

 

the declining loyalty of today's workforce

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An informative article by Oscar Waterworth:

How to Attract Top Candidates With Recruitment Marketing

As a reader of the Theonera blog, you already understand the value of attracting top candidates to your company. However, you may not be aware of how difficult it has become to do this. Over the last few years, people have studied and written extensively on the declining loyalty of today’s workforce and the fickle nature of the job seekers today.

When you combine this with a growing sense of entitlement that has been identified as one of the main traits of the millennial workforce, it becomes obvious why attracting truly great talent has become such a herculean task.

Because of this, you will definitely want to look into recruitment marketing.

Recruitment Marketing 101

Recruitment marketing has been with us for a while, but it wasn’t until the internet became such an omnipresent part of our lives that it has truly exploded. In essence, recruitment marketing is a type of marketing that is aimed at potential future employees instead of the customer. The goal of recruitment marketing is to attract new candidates (hopefully top ones) who will one day become a part of your organization.

Where to Start?

The place to start is with your goals. Some companies are not that interested with the quality of the talent they hire and they just need to fill some holes. Others do not wish to waste time with anything but top talent in the niche. The next thing to do is to determine what your selling points are when it comes to working for you. For some companies this can be a fantastic office and for others this can be more flexible workhours. Knowing your employee value propositions is the key.

Who Should Do It?

Deciding who does your recruitment marketing sounds like an easy task at first, but in reality it is all but. The first idea that most people have is to leave it to the HR people. Unfortunately, most of the time the HR department does not possess enough skills or experience to do recruitment marketing, especially on their own.

This is why you will want to have other people from within your organization get in on your recruitment marketing efforts. For one, your marketing people need to be involved, for very obvious reasons. Moreover, if you are looking for someone to work in your sales department, bring on someone from sales and have them tell you what they find important and why they enjoy working for you. Assembling a recruiter marketing team is definitely not something you should rush.

Getting To It

Once you have decided what kind of a message you want to convey about your business to your potential employees and who can help you with it, the time has come to actually implement your new strategy.

For one, you might need to redo your website and your blog in order to appeal to a certain tier of candidate. For instance, a company with a website from 1997 will make everyone turn elsewhere. If you are not sure how to approach this online presence revamping, talk to a digital agency and see what they would recommend.

Once everything looks the right way, it is time to send across the message. Pay special attention to the About Us section and allow your employees to present themselves like they are. You will also want to fill your site with photos of the workplace, making sure it looks amazing. On your blog, you can allow your employees to write about their experiences working for you. Maybe even let everyone do a short video.

You will also want to use different social media outlets to share news about your company and anything else that might have an impact on your employees. You can post photos and short vids from within the office on Instagram and Facebook. You can announce newly onboarded employees on LinkedIn. You can start a YouTube channel filled with great vids from teambuilding experiences.

There is no shortage of ideas to try out.

Closing Word

In short, it is all about determining your employee value propositions, finding the best people to do it and then spending some time actually doing it. in no time, you will be raising your employer profile and top candidates will come knocking at your door.

 

 

Goodbye Johnny

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Beware: Your employees want to leave  http://bit.ly/2dK4W8E