{"id":210565,"date":"2018-03-09T09:22:36","date_gmt":"2018-03-09T09:22:36","guid":{"rendered":"https:\/\/letstalktalent.co.uk\/?p=210565"},"modified":"2023-03-13T16:55:22","modified_gmt":"2023-03-13T16:55:22","slug":"the-brave-new-world-of-hr","status":"publish","type":"post","link":"https:\/\/letstalktalent.co.uk\/blog\/the-brave-new-world-of-hr\/","title":{"rendered":"The Brave New World of HR"},"content":{"rendered":"
The Power of Pre-Life and Why Traditional HR is Dead<\/strong><\/p>\n The HR ecosystem has changed massively over the last 10 years. The days of long-term, single-employer careers are now over and the project-based gig economy has arrived. In this brave new world, Millenials can expect to work in around 16 roles across multiple organisations and the present expectation is for longer working hours over more years, with little sign of retirement! Gen Z is set to be the first digital-since-birth generation to hit the workplace and are expecting to find ways to realise their entrepreneurial potential whilst bringing meaning and purpose to their working life. Get ready for change.<\/span><\/p>\n As a result of these changes, traditional HR models and processes are dead. People aren\u2019t interested in procedures and hierarchical management structures that limit potential. They don\u2019t want <\/span>annual performance reviews<\/span><\/a>. They\u2019re interested in what the experience will be like and don\u2019t want to be viewed as \u2018productive units\u2019. They want autonomy, they think agilely and seek ownership as much as reward. They\u2019re your (very canny) consumers and their experience at work is the product.<\/span><\/p>\n Recruitment is much more nuanced than it was. Pre-life is really about recognising that the process starts before interviews, applications and advertising vacancies. It\u2019s about getting your house in order in a deliberate effort to attract the right talent to your organisation. See <\/span>this diagram<\/span><\/a> which shows you how we work with organisations.<\/span><\/p>\n In this article, we pull out some of the most important Pre-life considerations for your organisation and show you the way to attract the brightest and most innovative people to welcome onboard.<\/span><\/p>\n \u201c87% of organizations cite culture and engagement as one of their top challenges, and 50% call the problem \u2018very important\u2019.”<\/span><\/i><\/a><\/p>\n It\u2019s <\/span>been reported<\/span><\/a> that many board members struggle to really keep up with the culture within their own companies. My own experience has often reflected this and although in part this is a sign that they struggle to keep up with all the data from employee engagement surveys, it\u2019s also indicative of an old-school approach that\u2019s based on outdated thinking. It\u2019s not all about the numbers on a spreadsheet or creating a plan for the next year. That\u2019s very short-term thinking. Companies that thrive are agile, alert and foster talent that allows them to innovate and bring fresh insights on-board. <\/span><\/p>\n A culture that is in touch with the needs of prospective talent is imperative and one where it\u2019s not just an HR departments job to attract talent is also likely to be successful. We need input from more than one team – IT, comms, marketing and operations all have a role to play. The future of work is owned by everyone, <\/span>not just HR<\/span><\/a>. The 20th century model of HR processes, set up using the <\/span>Ulrich model<\/span><\/a> is completely redundant now – we need to adopt a more agile, lab-mentality. <\/span><\/p>\n Consider also using talent scouts within your business to amplify your reach. Recruitment is now about business development and marketing skillfully. Working with internal scouts can be a great way to reach high-quality candidates other channels are not reaching.<\/span><\/p>\n We\u2019re now in the age of AI, <\/span>recruitment chatbots<\/span><\/a>, special technology for video interviews (<\/span>see this list<\/span><\/a>), instant ability to collaborate, global connectivity and workplaces that are always more fluid than static. In the UK we\u2019re facing a tendency to become insular and risk-averse (in the face of Brexit), so we need to overcome our fears and embrace change more proactively if we are to attract talent both from within and outside the UK.<\/span><\/p>\n Understanding what the perception is of your company from the outside really matters. Your published reputation, social media accounts, news stories and website all matter. Each signal sent out into the world creates a picture that prospective talent will be using to judge you against other employees. You\u2019re just one in a list. <\/span><\/p>\n It\u2019s worth having some kind of review of common perceptions of your brand. <\/span>Glassdoor<\/span><\/a> and other review platforms can be a great learning curve for HR departments as well as confirming what you are doing well. Brand strength analysis or even sentiment analysis is something you marketing department should also be doing – and that data is likely to contain insights useful to HR people.<\/span><\/p>\n
Pre-life is Paramount, But What Exactly Is It?<\/b><\/p>\n
Culture should really mean something<\/b><\/p>\n
Seeing Things From Their Perspective<\/b><\/p>\n