Five areas HR need to focus on in 2016
Our recent Workforce Horizons research investigated how shifting global workforce trends will impact HR and resourcing over the next ten years. In particular, it found that a range of factors are making it more difficult than ever for HR and resourcing professionals to manage workforce needs.
Our strategy paper highlights some of the main issues impacting HR and resourcing professionals:
- Just 12% of HR and resourcing specialists are confident that the necessary skills exist in their organisation.
- Nearly half (49%) of HR and resourcing professionals see strategic alignment with the business as the greatest challenge they face.
- 94% of HR and resourcing professionals believe it is important for employers to identify and nurture talent before a position is even available.
In this blog, I will discuss five areas of focus for HR teams in 2016, which will help them to navigate the modern, complex landscape, and deliver against the needs of the business over the year ahead.
- Recognising importance of a strong EVP
Our study found that just 18% of organisations have developed an employer branding strategy, which is worrying to hear, given its importance in attracting and retaining top talent in an increasingly competitive market. Creating a powerful and compelling EVP is about defining the essence of your company; how it is unique and what it stands for. You first need to understand your ideal employee – what motivates them and what they want out of a career. By articulating your compelling offering through your employer brand, you will appeal to the talent that you need to build your business.
HR teams must ensure their recruitment partner is engaged with this process, upholding the brand in every interaction with the marketplace. Working with an RPO provider who can integrate this service from inception to ongoing delivery is integral to getting this right.
- Embracing flexible working
As I mentioned in my previous blog, flexibility is a key factor for employees in determining the suitability of a future employer. However, only 8% of organisations offer some kind of flexible working contract. Business need to make the necessary changes to ensure this is possible, whether that is investing in technological infrastructure or instigating a cultural shift.
- Targeting future talent pipelines
More than seven in ten (73%) HR decision makers believe that employees are becoming more demanding and discerning as they are realising their value. Unless an organisation delivers, talent will take their skills elsewhere. Therefore, your business needs to consider its succession and long-term workforce planning. A sustainable resourcing strategy should identify talent to fill gaps before a crisis arises.
In the age of networking and social media, employees and talent will inevitably be communicating with your competitors. In order to increase your chances of attraction and retention, proactively communicating with talent communities and valuing the talent already in your organisation is key. After all, your employees are your strongest brand ambassadors.
- Aligning your strategy with business objectives
To earn a seat in the boardroom, HR must demonstrate a resourcing strategy that has a real impact on the commercial goals of the business. Embracing the wealth of big data available can help enhance this strategy. Yet our research paper highlights that over a third (36%) of HR and resourcing professionals believe a lack of analytics skills prevents them from getting the best use out of their data.
To compensate, the right RPO partnership can really help to bring the right tools and insight to improve quality of hire and inform crucial HR decisions, leading to a more productive, happier workforce.
It is crucial that you benchmark and map your business against competitors and the wider market in order to truly align your strategy with your corporate goals. Using research and analytics can improve the precision of your approach, i.e. how to take advantage of shift in your competitors’ workforce and engage with and tailor your brand for different disciplines. It can also provide invaluable insight around the background of the talent you’re searching for.
- Combating the skills shortage
The well-documented skills shortage makes it clear that something needs to change when it comes to tackling the issue. As a starting point, employers must embrace a broader range of engagement strategies, such as apprenticeships and traineeships.
There should also be a focus on the learning and development of existing skills in businesses. Skills assessments can help identify and then close gaps whilst data can provide insight into the possible career paths of candidates.
The sheer breadth of emerging challenges facing HR professionals can seem daunting, but working with a service provider can help you source talent from an earlier stage. Building a sustainable resourcing strategy will help deliver against the future needs of your business and strengthen your influence at boardroom level.
You can find read the full Workforce Horizons strategy paper here. You can also follow me on Twitter @nicolamcqueen79