Research conducted in early 2020 revealed a large portion of employees, nearly 69% responded that the coronavirus pandemic has already and will forever change the way we operate and complete work. The pandemic has filtered into every industry, and in some instances, industry and thought leaders have realized that adaption and change are needed to progress and advance both employers and employees.
Today, work-from-home offices and more relaxed working schedules are becoming more frequent. In a survey conducted in June 2020, 37% of employees enjoyed working remotely full-time, while 32% would prefer a split between home/remote and office working would be a more suitable work-balance.
With the rapid change many industries and businesses are going through, we can expect the same from the world of HR. With the advancement in Artificial Intelligence (AI), better recruitment software, and increased employee wellness efforts – these are the new trends shaping the HR and recruitment industry.
The power of AI-based recruitment
As companies limit the access to office work, and those entering their offices, artificial intelligence will once again assist in the recruitment process. Amazon had some strides during a 2014 to 2017 rollout of its recruiting tool but soon realized machine learning can become extremely biased based on current hiring and recruiting trends occurring within the company.
Better machine learning will assist with the recruiting of more remote employees, and those outside of companies’ city and state jurisdiction. Technology and improved software capabilities will become more apparent in the recruiting process, with platforms such as Zoom and Skype taking center stage when conducting video conferences.
Employee wellness and mental health
It might’ve taken a pandemic to highlight the ever so the importance of employee wellbeing and mental health, as research revealed that 78% of participants from an American Psychological Association survey responded that the pandemic intensified stress and anxiety levels in employees.
HR managers have since the outbreak of the coronavirus managed to reshape basic understanding and employee satisfaction, creating programs that can assist with employee development, forge better lasting relationships and ensure employers and companies can have a lasting positive impact on their employees.
One out of three employees shared how their wellbeing has decreased since the start of the pandemic. Several factors have made an impact, such as job security, working from home with kids, having limited access to bigger working spaces, and harboring a feeling of aloneness when it came to their working situation. Employee experience and wellbeing have now pushed companies and HR teams to become more complacent by using people analytics to solve business problems.
Increasing employee talent and retaining staff
As companies look to permanently lay-off staff, while others are focusing on restructuring managerial positions to ensure job security to retain staff, HR trends and analysis focus on the improvement and visibility of current employees.
Open Talent Market is an internal mobility platform created by the team at Schneider Electric, an initiative led by Mylon. This mobility platform helped retain hard-working contributing employees, who will now receive access to job opportunities and positions within the company that can assist with advancing their career and field of interest.
To some extent, HR teams will restructure their inner workings, creating new opportunities for outdated positions, focusing more on employee wellness, and becoming a mentor in a time where employees are left scattered. The notion of hybrid offices will only expand in 2021, HR will not be an office looking to resolve employee issues, but rather expand its understanding of its employee and the entire family unit – being a link to assist in retaining a balanced work and personal lifestyle.
Refocusing on Equality and inclusive workforce
Predictions by McKinsey Research has shown that companies who are more diverse and inclusive will see increased performance on many levels compared to those who aren’t. Companies such as Visa have already initiated these efforts, establishing the Visa Black Scholarship and Jobs Program, an effort to give more equal opportunities to African American students looking to pursue their studies at a university level. Visa has ramped other companies to follow suit, becoming a mentor during a time where social and political instability is driving a wedge between Americans.