Is Retention the New Recruitment? Embracing Retention, Experience, and AI for a Fully Engaged Workforce

2024 is seeing a shift in organisational priorities and strategies. From a renewed focus on employee retention and engagement to the integration of AI into HR processes, we are seeing a shift towards creativity and the creation of great experiences during hiring, onboarding and development. Our people expect these exceptional experiences, along with a culture of inclusion, adaptability, innovation and continuous learning which engages and supports them. We are hiring for retention, and retaining to solve hiring, skill and talent shortages, all of which can have a detrimental impact on a business profitability, and on how well they can remunerate their people.

1. Prioritise Retention over Recruitment

Attracting people with the skills and capabilities we need is just the first phase - the real challenge, and indicators of success, comes? from retaining and engaging them once they're onboard. Businesses need to invest in building trust, providing support, and fostering a positive and supportive work environments that enhance employee satisfaction and drive loyalty. By prioritising retention efforts, organisations can reduce turnover rates and cultivate a dedicated workforce. I have spoken at events this year on the topic ‘Is Retention the New Recruitment?’.

2. Fostering a Holistic Employee Experience

Recognising that employees now seek more than just a job, businesses need to deliver a more holistic employee experience. This entails offering opportunities for learning and development, prioritising employee well-being, and promoting work-life balance. By nurturing a culture that values employee growth and fulfilment, organisations can create environments that are conducive to long-term success and employee satisfaction. I particularly like the holistic employee experience model created by HR consultancy LACE Partners ‘5 steps to successful EX’ research report - the ‘attract & recruit me / welcome me / enable me / help me perform and grow’ cycle is particularly relevant to the concept of Talent Acquisition offering a ‘concierge’ approach for new hires.

3. Embracing Total Talent Thinking

Talent acquisition is no longer only about hiring full-time employees. More organisations adopt a ‘total talent thinking’ approach, encompassing a diverse pool of talent, which includes freelancers, contractors, and project-based workers. By leveraging a more flexible, task-based workforce model, businesses can tap into specialised skills and resources as needed, enhancing agility and innovation.

4. Harnessing the Potential of AI with a Human Touch

AI may offer opportunities to streamline HR processes and improve efficiency, but it's crucial to maintain a human-centric approach. Businesses can and should leverage AI technologies to automate repetitive tasks, analyse data insights, and help optimise decision-making. However, we must be careful to make sure that AI doesn’t replace the ‘human’ activities - automating the tasks that our people enjoy and that give them satisfaction. Connectivity and the human touch are indispensable in providing empathy and personalised support, and helping to foster meaningful connections.?

5. Creating Human Experiences

We also need to improve the way our people think and feel in the key moments that matter during their working life. This means recognising individuality, and designing and shaping work to boost experience, engagement, and connectivity. With the growth in remote, hybrid and flexible working patterns we need physical workspaces that can be magnets, and not mandates. Spaces where people can connect, engage, co-create, share experiences and concerns, and also celebrate milestone moments, work achievements, personal anniversaries and achievements.?

As HR professionals we need to be able to answer the question ‘how will you support me if I need help, or feel that I’m struggling?’ at interview stage. Years ago this may have been seen as a ‘red flag’ but in the modern workplace it’s top of mind for all our people. We need to be able to show that the support for mental, physical, financial, and intellectual wellbeing is there, and available, without judgement or questioning.

I recently had a good chat on some of these themes with my friend Bill Banham on the The HR Gazette HRChat podcast - you can listen to it here and let me know what you think.

European HR Technology Trends

Last week I was at the inaugural HR Technology Europe event and I shared some initial findings from Madeleine Laurano from Aptitude Research’s research into the European HR Technology market. Unsurprisingly most investment was going into AI and automation, core HR systems and Learning & Development tech.?

The key drivers for investment were to improve efficiency, quality and experience - something which will help greatly to support some of the areas of the employee lifecycle that I wrote about earlier. Help in reducing bias was the least important driver which could either mean it is slipping down the corporate agenda, or we have made great strides already. During the conversations I had there I did get the impression that other priorities may have become more pressing.?

I’d love to know what you think, and I’ll post some thoughts on this in a future newsletter.

2024 HR Technology Influencers

I was honoured to have made the Top 100 HR Technology Influencer list again this year. Amongst the other 99 (!) there are some truly very knowledgeable and insightful people on this year's list and you should check them out!