The devastating impact of the coronavirus epidemic was both a major challenge and a transformational event. The nature of the disruption propelled some industries while weakening others, leaving them struggling for growth. Nonetheless, each sector had its own set of obstacles and lessons that formed the industry’s patterns.
Organisational leaders saw a pressing need to immediately refocus their strategies on the future trends that are reshaping their industries and develop future-ready workforce capabilities that would allow them to navigate the new normal with ease.
Here are a few trends that will shape the future of work, the workforce, and human behaviour:
The Rise of HR automation
Within the next decade, 72% of businesses expect parts of their talent acquisition to be automated. By integrating HR automation, companies may save up to 17% on hiring expenditures and 26% on HR personnel hours.
Innovative recruitment automation solutions are at the heart of this trend. Automation and other digital recruitment trends have been around for quite some time. However, the latest generation of HR automation solutions outperforms previous generations. Integrated HR recruitment platforms, including HRIS, recruitment marketing tools, and the best applicant tracking software, are now available.
Recruiters are increasingly using HR automation solutions in their work. Integrated technology solutions aid in identifying, attracting, engaging, nurturing, and converting candidates into applications. These solutions streamline the hiring process by automating it, making it more efficient and speedier. AI is also used by a growing number of companies in their recruitment processes. According to a recent poll, 50% of companies utilise AI to find and screen candidates and schedule them for interviews.
The Importance of Employee Wellbeing
In an increasingly remote work environment, the pandemic also underlined the importance of employee welfare and experience. Organisations invest time and money to find the best ways to help their employees deal with changing work realities, such as offering more workplace flexibility to help employees balance their home and professional life. Employers can better identify employee issues in remote work by utilising HR technology such as chatbots and pulse surveys for employee experience.
Business leaders are ensuring that employee wellbeing is meaningful. They offer to reimburse internet expenses, provide ergonomic office infrastructure at home, apps for health services, vaccinations, on-call counsellors, and insurance covering Coronavirus. These programmes alleviate employee anxiety and health-related stress, allowing them to focus on the things that matter most to them.
Organisations are Hiring for Soft Skills
The UK is experiencing a general skills shortage, which is anticipated to grow to 29 million skills shortages by 2030. The majority of the talents that are lacking will be soft skills. As a result, there is an ongoing tendency across all businesses to hire soft talents. Soft skills will account for around 66% of all new employment created today and in the near future. Collaboration, problem-solving, and communication are examples of top soft skills.
As a result, recruiters are increasingly emphasising soft skill hiring. Many repetitious tasks will be mechanised shortly. Those with the necessary soft skills, on the other hand, can be assured that their jobs will not be taken away.
n ten years, the need for social skills in the workplace will rise across all industries. In the United States, such demand will increase by 26%, while in Europe, it will increase by 22%. This demand for critical soft skills did not appear out of nowhere.
It is, in fact, a part of the growing skills shortage. In the early 2010s, the average employee lacked 1.2 of the primary talents that companies look for in a candidate. This equates to a deficit of 23 million skilled workers. Recruiters had been looking for soft skills for a long time. What has changed is that there are now several converging aspects regarding hiring for particular skills. These connecting recruiting patterns are projected to accelerate much further.
AI for Head Hunting
Artificial intelligence has made its way into the world of HR hiring, and the results thus far have been positive. AI technology will never be able to replace recruiters, according to recruitment providers and HR managers. It’s intended to make a significant difference in their roles.
When it comes to hiring new employees, AI, unlike humans, has no biases. However, achieving such a completely objective recruitment procedure takes time. To avoid biases and allow improved candidate-job matching, it relies heavily on robust machine learning programming.
AI is also being used more frequently by HR software suppliers for candidate evaluation. This means acquiring important insights on applicants through the use of candidate data, natural language processing, and pattern recognition.
Conversational chatbots are becoming a popular AI deployment in the recruitment industry as well. These chatbots may now effectively engage prospects multiple times throughout the employment process. Currently, HR chatbots can easily do the time-consuming work of pre-screening candidates. They can utilise real-time analytics to track employee issues and use sentiment analysis to resolve them. They’re also becoming more common in onboarding activities and online learning programmes for employees.
The Future is Digitised
The future of HR is certain to incorporate more advanced automation yet a more holistic hiring approach. With the continuous efforts to eliminate biases, encourage and promote diversity, and a need for greater skilled candidates, coupled with innovations in hiring, the prospects of HR recruitment looks bright.