How can the HR department prepare for the year ahead?

 

2016 is going to be a significant and exciting period for recruiters. While the past year opened up a host of new opportunities and challenges, these next few months will accelerate and develop these further, demanding businesses leaders to give them attention.

Here are some of the more notable trends and predictions that will shape the sector in the next 12 months.

How will HR professionals join the fray in 2016?

A report from the Eventful Group explored the shifts in talent acquisition and HR strategy that will become a significant factor in 2016. According to their predictions, the HR department will need to view future candidates as customers from the initial interaction onwards.

In order to do this, firms must look internally at their own company brand and how they can leverage their characteristics to attract candidates. This involves having a smooth application process, which can be achieved with the right recruitment software. Candidates must feel engaged with a company and have a positive experience during the process even if they are unsuccessful in acquiring the role.

HR executives have the potential to become business partners

According to a recent release from Bersin by Deloitte, HR leaders need to develop “business fluency” as they will have more opportunities to contribute to the overall strategy of a company.

HR leaders need to develop “business fluency” to contribute to strategies.

Erica Volini, U.S. HR transformation leader, Deloitte Consulting explained how executives in the department can achieve this.

“While transformation efforts in the past have focused on creating capacity for the HR business partner to focus on strategic work, the emphasis on ensuring that those professionals have the requisite capabilities and competencies is what has been lacking,” she said.

“By identifying the core skills needed for business partners to operate in the new world of work, we can maximise their effectiveness and, more importantly, their contribution to business results.”

Increasing economic, technological and social forces will require HR managers to extend their capabilities. One way to cope with new responsibilities is to adapt new technologies, such as specialised productivity software, to handle the extra requirements.

Cutting the wheat from the chaff

A recent study from the Harvard Business School explored the subtle but critical differences between a star performer and a toxic worker. While individuals in these two groups may seem similar on the surface due to matching productivity level, there is a major difference. Toxic workers are those which cause harm to the company or any people or property within the business. They are likely to occur significant costs for the company due to cultural damage, high turnover and other similar issues.

Toxic workers can cause interpersonal issues in the workplace.

The best way to deal with these types of employees is to weed them out through the recruitment process. Having a thorough set of tests, interviews and background checks will lower the chances of hiring a damaging employee and ensure productivity does not come at the cost of turnover expenses or conflicts later down the line.

As we prepare to enter 2016, it is important to stay aware of the emerging trends to stay relevant and competitive in the changing labour market. Although there may be some challenges to overcome, there are also many ways to remain competitive and even find prosperity through new methods and technologies.

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