human-resources-2018-trends

Over the years, we have watched the human resources industry develop and change radically during the technological boom. From humble beginnings, to a full overhaul of the way we conduct HR, we look to new innovations, such as artificial intelligence, to continue this advancement.  

With 2018 fast approaching, it seems that another shift in HR is about to occur. The new year will bring about changes in how we connect, engage and manage employees. The following are the top trends we are going to see during the new year. 

Passive recruitment 

Though headhunting is nothing new, the way we find potential candidates is already seeing a major shift due to technology. Gone are the days where one person must be tasked with sifting through countless resumes. Today, it is easier than ever to search for people through social media.  

Talent pools can also be created seamlessly by searching key hashtags, online forums and sub-forums and other communication methods.  

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Remote working is the new black 

As long as there is free Wi-Fi, there is a place to work. With the new digital age and overlap between personal and professional lifestyles, most employees will work virtually at some stage in their career. Working, at least partially by telecommuting, has nearly quadrupled in the past two decades. Managers have had to introduce remote working policies for their organisations. At Mediasphere, we even sell a course on how to promote effective remote working in your workplace. 

Offering the option of remote working can improve employee retention rates and boost job satisfaction through a better work-life balance. We will also see new and innovative collaboration tools on the market in the years to come. Conferencing and working together will only get easier. 

Be a kid again 

Gamification is turning industries on their heads. Turning employee engagement and learning into a competitive game format will be found everywhere in 2018, especially for HR.  

HR professionals can utilise gamification for performance reviews, hiring, teaching and a number of tasks to improve overall job satisfaction. Systems will improve 2018 by utilising games as candidate screeners and using engaging animations to measure cognitive abilities.  

Using games create a less stressful way to remain competitive and really show-off to future employers. Statistics show that 95% of Generation Z are consistently online, which will be even more true after offering the potential of remote working. Gen Z are a powerful digital force just entering the workforce. Managers should develop game-like programs to engage this generation and tap into that entrepreneurial side early.  

So, grab that Nintendo and game on. 

Close the gap 

A major social issue of 2017 was the gender pay gap at all levels in all industries. That issue is only gaining speed and organisations are finally taking note. Global estimates state women are likely to earn 35.7% less than men by 2030, so it is important to take action now and address this issue.  

In 2018, organisations should start conducting gender pay gap analysis and assessing levels of inequality throughout the workplace. Once organisations have identified such a problem internally, they can implement programs and work with governments to initiate change. 

Blind-dating the workforce 

Biases against gender, age, race, religion etc. are never okay and managers must take active steps to prevent that. One way to minimise controversy and any bias is through a blind hiring process. Gone are the days where managers can request photos on resumes. Now, systems can be implemented to strip away any information that may reveal demographic data.  

Think of it as the complete opposite of Tinder. In the first screening process, managers will only be able to judge a candidate on the skills and achievements. Creating an anonymity in the screening process helps build a more diverse workforce that is built purely on merit.

Future-proof 

There's no question that technology is amazing and that innovation is important (especially artificial intelligence); however, with technology developing so rapidly, many of the work tasks we used to do can become automated. This automation will translate into nearly 50% of current jobs disappearing in the future. 

In 2018, human resources will be play a pivotal role in determining new roles for those jobs that disappear and developing current roles so that doesn’t happen. HR will need to consistently identify skill gaps and future leaders of the workplace. Staff who are willing to embrace different tasks relating to their job will adapt to the technological boom disrupting our current workforce.  

HR professionals should look to systems capable of identifying and planning future organisational goals to cope with the impact of technology. 

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