HR leaders are rapidly adopting measurement strategies to enable efficiency, effectiveness, and business alignment — providing the insight and support to shape a high performance business and people strategy. Key to teamwork is finding the right diversity of people and ideas that complement each other. To do that, HR needs to get into the minds of candidates. And today’s candidates are thinking and acting like consumers. To guide the strategic development of the employer value proposition, HR has to embrace the same sort of tools used for decades by marketing. They can no longer be passive in their attraction strategy. Successful companies have recruiters and HR leaders actively marketing their employer brands to the talent pool. Employing sophisticated recruitment tools and channels such as social networking, talent communities, and peer outreach, talent acquisition leaders continue to find innovative ways to attract and engage the talent they need, in addition to connecting their corporate brand to their employer brand.
Trend 12: The Increasing Role of Employer Brand
LinkedIn studies have shown that a company’s employer brand is twice as likely to drive job consideration as its company brand. Organizations that invest in their employer brand are likely to see a more direct impact on their talent acquisition efforts. Much like consumer marketing, social media is also gaining speed as a strategic channel for employer brand development. Organizations will continue to align their social media approach with their career and corporate sites to drive talent attraction and engagement.
Trend 13: Value-added RPO
In some companies, rebuilding an internal recruitment function after a long period of resource rationalization is difficult. Recruiters are now some of the hottest professionals in demand and, as a result, many organizations see outsourced solutions such as recruitment process outsourcing (RPO) as the answer to sustainable talent supply with strategic business partners who have the capability to continuously invest in recruitment talent and innovation. RPO buyers look to their service providers to deliver benefits beyond cost savings, process efficiency, flexibility, and scalability. Today’s HR leaders want RPO providers to help empower their analytics, employer branding, talent communities, and assessment processes.
Trend 14: The Integrated Talent Solution
Companies are increasingly looking for a single partner for all their talent acquisition activities: workforce planning, supply chain management, employer branding, sourcing, talent assessment and identification, hiring processes, reporting, analytics, and on boarding. The result is a consistent, high-touch program customized to business vision and goals, company culture, industry, and geographical footprint. The benefits of an integrated talent solution include holistic management, consistent processes, access to best talent, cost efficiencies, governance enhancement, and access to best practices and innovation.
Trend 15: The Total Talent Architecture Approach
The most agile, talent-centric strategy must factor in market trends, changing workforce demographics, and economic growth targets. Understanding such dynamic changes and how to adjust to them is crucial to an organization’s business and therefore, talent strategy. For employers to drive better business outcomes, they must build talent in a cohesive way that addresses strategic goals through the optimal balance of permanent, contingent and freelance workforce. Traditional talent acquisition is typically executed in silos, involving many stakeholders concerned only with fulfilling their particular talent needs at a certain moment. The Total Talent Architecture approach encompasses much more than a set of services. It starts by examining market and industry trends and their impact on the company. This is reviewed against the organization’s current and future business goals, and its workforce plan and targets, to build a talent strategy aligned to growth and profitability ambitions.
Dreamer. Believer. Lifelong Student.
Over 12 years of experience in offshoring thought leadership, project management, business research and consulting, industry analysis, process transition, and strategy development roles. In an offshoring subject matter expert role, experience in driving decision making industry research for the Indian IT-BPM industry.
Currently leads all research activities at NASSCOM