While technology is constantly disrupting hiring and employment operations, forces in the labor market and economy are poised to have an even greater effect in 2020.
Consider the following ways hiring and employment will change throughout the year and beyond.
Hiring personnel already use artificial intelligence (AI) to locate prospective applicants who have the proper skill sets and experiences. However, there’s still more room for AI in the hiring process.
Employers are always trying to find approaches to keeping down hiring costs, particularly for lower-level positions. After a candidate has been identified, an automated communication system, or chatbot, can engage them throughout the method, as opposed to hiring personnel.
A chatbot can start the process by asking candidates if they’re interested in the position. If so, the program sends a full description of the job and asks qualifier questions. If the contact is a fit, the chatbot can schedule a phone screen or face-to-face interview.
With the unemployment rate low as low as it is, it’s crucial for companies to retain staff members, even those whose jobs are transitioning or being eliminated due to outsourcing or automation.
Rather than downsizing and trying to hire new employees to meet the challenges of the current economy, HR departments are now investing time and money into reskilling staff members. In the long term, reskilling is far more cost-effective than firing and hiring.
Amazon recently rolled out a reskilling/ upskilling program that creates a path for employees to move from the warehouse to the company’s data centers. Employees who complete the 16-week program can almost double their pay rate, from $16 to $30 per hour.
New Skills to the HR Department
With HR becoming increasingly essential to business growth in this economy, companies are starting to look at the department a bit differently, HR personnel increasingly likely to come from different professional backgrounds. For instance, marketing professionals are well-equipped to reach out to potential candidates, pique their interest and “close the deal” by getting them to apply to an open position. Or, someone with a background in data and analytics has essential skills to evaluate workers based on performance metrics.
Many companies and departments are turning to analytics and Big Data for insights and the HR department is no exception.
In addition to using performance metrics like sales quotas, Salesforce uses “people analytics” to gain insights on the performances of more than 45,000 staff members. The company uses anonymous, semi-annual worker surveys to assess worker engagement, manager performance, and the overall company culture. Salesforce uses survey responses to generate an internal employee review system that reflects engagement and teamwork, while also serving to highlights employee ideas. All of this information is used to support hiring and retention efforts.
SRG Can Help You Meet Workforce Challenges in 2020
At Superior Resource Group, we specialize in helping business leaders address their various workforce challenges by providing them with superior talent acquisition solutions and services. Please contact us today!