New changes bring new opportunities
Editor’s note: This article comes from WeChat public account “红 杉 汇” (ID : Sequoiacap), author Hong Shan.
Changes in the field of human resources have always been one of the important indicators of the development of enterprises and even the industry. In 2020, new trends have been revealed. How to continuously attract and retain talents is crucial in a special period of time. Proactive companies have accelerated the pace of adjustment.
In 2020, there will be four major development trends in the field of human resources:
▨ AI helps recruitment
▨ Pay more attention to the skills improvement of internal employees
▨ The diversity of HR team talents
▨ Use data to build stronger combat teams
How to optimize talent recruitment process? How to innovate talent management model? How to transform human resources? This article introduces you to some possible strategies.
Having excellent employees can maximize the business value of an enterprise, but finding and retaining high-quality talent is still a challenge for many enterprises. Some companies have enabled innovative solutions in talent recruitment, employee retention, and other human resource areas. Companies are increasingly using new technologies to cut costs and rely more on data to determine employee recruitment, salary increases, and promotions.
Here are several trends in human resource development in 2020:
AI helps recruitment
Recruiters are already using artificial intelligence and machine learning to identify potential candidates with the right skills and experience needed for a particular job. But if a new manufacturing plant opens, you need to find 100 employees who are familiar with special machinery operations; or if a new restaurant opens, you need to find 30 employees in different positions. How about it? How to avoid spending a lot of time in the recruitment process?
Jeanne MacDonald, President of Global RPO (Recruitment Process Outsourcing) Solutions, a well-known consulting company Korn Ferry, believes that the solution is: Robotic Process Automation (RPA), also known as chatbot . wheat”Robot process automation is creating new hiring processes for an industry or even more potential industries, and these models have never been seen before,” said Kdonne.
First, chatbots will ask job candidates if they are interested in the job. If the candidate answers yes, the robot will send the job candidate a job simulation—a job-related video or a written job description. Immediately after, the robot will ask some qualification questions, and if the job candidate is suitable for the job, the robot will arrange a manual interview. Some game companies have applied chatbots in their recruitment, which can reach potential candidates through SMS, email or social platforms.
McDonald said: “At this stage, the cost of talent acquisition is quite low. So the company is looking forward to a pre-configured robotic process automation chain in which robots, not recruiters, participate in the entire recruitment process . “
More attention to skills improvement of internal employees
With a low unemployment rate, a “buy but not build” recruitment strategy is unlikely to work. It is important for companies to retain employees because the company cannot guarantee that the same position can recruit other people within a short period of time. At this time, companies must begin to think about how to retain and transform their employees, so that they can better meet their job needs.
Human resources departments are more willing to spend time and money for employees to learn and upgrade their skills within the company than to cut staff and re-recruit. In the long run, this approach is also more cost-effective. Amazon has created a great model, and the company announced a path to advance employees from warehouses to data centers. The 16-week certification program has nearly doubled employees’ income from $ 16 per hour to $ 30. This promotion path can also help the company’s employees grow rapidly in the business.
Diversity of HR team talent
During the period of low unemployment, the composition of the personnel department is becoming more and more important for the company’s growth. Employees from different backgrounds in the human resources department are more likely to bring a brand new, which may not be considered as the core working ability.
Jon Stross, co-founder and president of smart recruitment platform Greenhouse, said: “There is currently a trend in the field of human resources to not only hire talents with a typical human resources background, but also consider other backgrounds. Talent. “
For example, a fast-growing company might hire a human resource department who knows how to successfully operate a sales channel. These talents have interpersonal skills and are familiar with all the processes of reaching customers, inspiring customers until the final transaction is reached. Larger companies may hire people with analytical backgrounds who can analyze employee performance based on internal data.
Stros said, “More and more leadersRealize that the human resources department is one of the departments that contributes the most to the company. “
Use data to build stronger teams
Company-wide employee survey data can be used for a range of human resources purposes, such as measuring company morale, determining benefit plans, or soliciting opinions for the next holiday party. A leading global CRM provider says employee surveys are an effective way to understand and follow up on employee performance.
In addition to using performance indicators such as sales indicators, the company also uses its own version of human resources data, “Personnel Analysis,” to understand the work of more than 45,000 employees. The company uses confidential semi-annual employee surveys to measure employee engagement and the overall health of the company’s culture.
According to Business Insider, the company will ask employees questions such as “Do you think you will work here in two years?” “Are you willing to put in extra effort to get the job done?” ? “And” Will you tell your boss when your workload becomes unmanageable? “
The company used the responses to these questions to create an “internal glass door” that collects reviews to help the company identify which employees are adequately invested, which employees have good ideas for improving the company, and which employees have been helping their colleagues. This information is then used to improve internal recruitment and increase mobility. This helps those employees find a team that is more suitable for them, and also allows the company to pick the leaders that lead the team to stand out.
The company’s executives said, “We were able to screen a new leadership team that was not only those who could easily get the job done or crush sales quota targets, but also those who embraced the company’s culture and helped others to advance Leadership. “