If there is one constant in human resources, it’s change. Best practices for hiring, onboarding, and retaining employees are transforming in front of our eyes, thanks to technology and new generations in the workforce. Are you sweating already? No way, you’re playing it cool because you know that we’ll share the most significant HR trends coming down the pipeline and explain what you can do to prepare.
The shrinking gap
Mind the (pay) gap! We don’t have to tell you that compensation differences for men and women have been status quo for far too long. Recently, more organizations and leaders have turned an eye toward changing that norm and frankly, we couldn't be happier.
Leading the way is General Motors, which Fortune named the world’s best company for gender equality. GM has a female CEO and an equal number of men and women on its board, both rarities in the business world. On top of that, the company also ensures pay equality for men and women at all levels, from entry-level employees to C-suite executives. If we were Fortune, we'd be throwing awards at GM left and right.
You may not have control of your company’s board, but you can affect recruiting, diversity, and maybe even some compensation decisions. That’s a lot of power to be used for good. Start by:
Eliminating bias in the hiring process with gender neutral job descriptions and blind resume reviews.
Encouraging greater diversity within the senior levels of your organization and providing a path to promotion for both men and women in your organization.
Minimizing the pay gap with standardized, transparent pay structures.
Gigs may be the new norm
Is your company using more temporary employees and contractors? If not, you probably will be in the near future. According to MBO Partners, 16 million Americans work independently today, and experts expect that figure to reach 20 million over the next two years. Countries around the world are seeing similar increases.
This presents an interesting challenge for your team. How do you onboard these temporary employees, contractors, and freelancers quickly and effectively, so they rock their job duties as well as a permanent team member and resonate with your company mission?
The chatbot delivers valuable new hire data, so your team can focus on a million and one other tasks.
Pre-scheduled quizzes can test contractors’ knowledge of the company and their gig responsibilities.
Cultureboarding and productivity training is offered simultaneously throughout the onboarding process. Temporary workers know what to do and how to do it.
Have there been more Skype meetings recently or is it just us? In addition to temporary employees and contractors, remote teams of full-time employees are becoming more common. Unfortunately, most employers focus on effective onboarding only for on-site employees, not remote hires.
Don’t let your remote hires flounder! Adapt your orientation process to fit offsite workers as well.
Connect remote workers with their co-workers. If you can do it in person at some point, great! If not, Talmundo has you covered. With our virtual applications, you can use video conferencing and virtual walk-throughs to keep remote hires in the mix.
Break down the training into smaller, measurable steps. It can be hard to gauge the progress of a remote worker. Smaller, bite-sized pieces make the process easier for the new hire to digest and easier for your team to identify areas for improvement.
Remember that your company culture doesn’t stop at the office doors. Be sure to center your onboarding program around cultureboarding so remote hires feel like a part of the team and company.
AI and people analytics
You’ve probably heard of artificial intelligence, but did you know that those crafty little machines are becoming more emotionally intelligent? That’s right, AI is getting a heart… kind of. As more workplaces utilize these systems, developers have recognized the need for them to “read” people when communicating. The result: AI that picks up on clues like motivation, intent, and tone of voice.
It sounds creepy, but pair this with people analytics (data-driven analytics that guide hiring and retention) and you’ve got a powerful arsenal of techy HR tools. You can:
Use language analysis to ensure that job descriptions contain gender-neutral and unbiased language to further diversity goals.
Crunch all that complex data you have sitting in your HRM systems. You can even program your AI platforms to focus on high-performer indicators, so you can better manage employee performance.
Growth hacking. If you’re looking for the quick and dirty version, it's rapid experimentation to assess the most efficient ways to grow your business. Although it’s been applied mostly to customer acquisition and marketing, growth hacking has recently crept into HR, hiring, and onboarding. Let's get to hackin':
In the hiring phase, for example, you could experiment with various versions of the same job posting to see which performs better.
Survey candidates after they complete an interview to see how you can improve.
Assess where your best applicants are coming from and find different ways to reach them. Analyze performance to see which strategy is best.
Source feedback about your onboarding process from employees and try implementing their recommendations.
Leverage strengths assessments to help new hires understand their forte and identify potential weaknesses.
Flexible benefits that make employees swoon
More than 75% of Millennials believe that a flexible work schedule would make the workplace more productive for their generation. Employees expect more autonomy at work today, and that’s a good thing for both them and employers. Research shows that a flexible working schedule can lead to more and better sleep, higher energy levels, decreased psychological distress and angst over work-life balance, and cost savings associated with happier and healthier employees and greater retention.