The talent management landscape is changing dramatically. Not only are the millennial generation’s values significantly different from those of generations past, but our 24/7, “always on” work environments are challenging our conception of “work” itself.
When are we “at work?” When aren’t we? The difference is often a blur.
As 2015 winds down, it’s time to examine the state (and the future) of talent management. We can do so by analyzing three specific trends:
1. The preeminence of work-life balance
Millennials crave flexibility and freedom in their working lives, but few organizations are willing to provide those things the way millennials feel they ought to be provided.
Take technology. Millennials grew up with the internet. As digital natives, many simply do not understand why they should be required to work from a single location during a specific time block on specific days of the week. It feels anachronistic, if not oppressive.
Basically, they feel work should fit into their lives rather than the other way around. If they must be “always on,” they reason, they should at least be able to choose when and where they do their most important work.
To recruit and retain top talent, HR professionals must acknowledge both the changing world of work and the values of this generation’s workforce. At Talexes, helping organizations engage the millennial generation is something we do every day. To say it’s important is an understatement – it’s absolutely critical that you get this one right.
2. Engagement as critical; skills as currency
Lest we forget, the future of talent management isn’t all about millennials. Regardless of your employees’ generational identity, keeping them engaged is crucial to maintaining your edge.
But what is “engagement,” really? From hiring people who are committed to your values to challenging employees to deliver their best work, the engagement spectrum is wide-ranging and highly dependent on industry norms.
Just remember that the more you challenge your workforce with exciting projects, the more likely employees are to develop skills they can transfer to other industries and employers. How can you keep them engaged and ensure loyalty and retention?
3. Innovation and reinvention
Data is big. Software helps us identify talent. We, like you, believe in using the best tools to find the best talent . But what if our fixation with tools is missing the point? What if it’s preventing us from innovating?
Case in point: Creative professionals. The best ones don’t always have great resumes, but what if scraping resumes is the primary way you identify talent?
You’ll be competing for the same applicants as everyone else. And you’ll probably ignore lots of great hires.
All of these shifts represent a significant sea change in the talent management sphere. If HR wants to evolve in 2016, it’s got to recognize the limitations of existing processes, engage employees in new ways, and appeal to the values of millennials. The alternative? Stagnation and sameness.
And nobody wants those, do they?
Contact us to learn more about how you can identify and retain top. At Talexes, we know you’re trying to close the talent gap at your organization. Let us help you get there.