Back in February we said that managing talent is on the verge of a serious makeover. Now we’re going to take a look at the trends in talent management and see how they fared.
Due to technology continually advancing, social media constantly interacting and millennials perpetually job-hopping, the face of HR and Procurement has to change to keep pace.
Some of the past methods of finding valuable talent, creating a conducive organization and retaining employees just aren’t as effective as they used to be. So what has changed?
The Millennials have made their voice quite clear: They expect a new work environment, a new flexibility and a new way of communication. They require convenience, along with a relaxed atmosphere. After all, they figured it out. If they’re going to spend eight to 10 hours a day at the office, it better be comfy. There are going to be even more new trends in talent management as the voice of the new generation is heard loud and clear!
Similarly, they’re opting for more remote work options, and as the gig economy swells past the 30% mark, those options are more prevalent than before. As we near 2020, they should represent nearly half of all “job” options in staffing recruitment.
As those numbers increase, HR and Procurement are taking a look at their competing needs and finding a way to encompass total talent management. We’re finding that many more companies are realizing that the complexities that arise from managing a contingent workforce, such as compliance to strict laws and regulations, involving Managed Service Providers (MSPs) combined with a feature-rich and powerful Vendor Management System (VMS) can help unify people and processes.
While they’re at it, they want to be able to come-and-go as needs arise. If there’s not a big demand at work, why not leave, then make up for it when there is a big demand by staying later when it’s critical? That is where true work/life balance comes in, not just having a few extra days off or extended parental leave. And if they’re spending more time with co-workers than family, there better be some great communication – and not just about work.
Additionally, Millennials are requiring more opportunity for growth. They don’t just want a “job” to do for the rest of their lives. As a corollary, they demand continuing education. And the work place is listening. So is the marketplace. There are numerous online learning courses one can take from Udemy to MIT – for free or nominal cost (unless they want the degree).
Employers and staffing suppliers alike have come to realize that promoting education will help employees and contingent workers keep up with the latest changes and innovations, which only helps organizations keep pace with, or race in front of, the competition.
This age group has brought a more personalized community to the work force. Millennials expect to have conversations that revolve around their – and your – personal life while at work. It helps them feel more connected. It’s easier to pull this off at less “corporate” workplaces, but it can still be done.
Of course, there’s no such thing as the perfect workplace. Even the expectations of the Millennials will be dashed. It won’t be Shangri-La everywhere they go. But that doesn’t mean they don’t keep setting the bar higher and higher!
How does your workplace stack up to the demands of the Millennials in the workforce?
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