Hiring Trends for 2016 – Are You Ready? | DCR Workforce Blog

Hiring Trends for 2016 – Are You Ready?

As we’ve been saying repeatedly in our different posts, workplace arrangements are changing at warp speed. Thanks to the power of the internet and the various apps which work across multiple mobile devices and computers on the various platforms, or digital marketplaces, the change in employment strategies and hiring trends has been truly exponential. Expert opinions and official estimates are yet to get a reliable measure of this changing economy and its components.

Let’s look at the various new developments, which are contributing to the brave new employment scenario:

Trends –

  • Workers are not attached to a single employer anymore.
  • More of them are without worker protections and safety net benefits offered by full-time employment
  • For some of them, it’s a personal choice while for others it’s an economic necessity.
  • Some take it up as a source of new income or as a supplement to primary income.
  • Legal wrangles between employers and workers are also trending up, due to a lack of clarity on the aspects of the labor laws governing this class of workers.

Wage and hour laws –

  • Workers enjoy flexible hours.
  • Employers have workers who start work quickly with little or no training requirements and costs.

Recruitment –

  • The talent gap is widening – leading to intense talent wars and more focus on training.
  • Employees are allowed to leave an employer and return to the fold, like boomerangs. More companies than ever are relaxing their workplace policies to accept this practice.
  • Boomerang employees today take precedence over other prospective candidates – more than referrals, internal candidates or passive job seekers.
  • Companies are turning to social media to reach out to prospective employees and stay connected with ex-employees, even after they quit work and leave in search of greener pastures.
  • As more baby boomers retire, succession planning is in full swing at many companies which are looking to develop a next generation of leaders.
  • Some of them could come back as consultants or advisors, boosting the numbers of the gig economy further.
  • Employers find themselves unable to fill some roles and being forced to do more with fewer workers. Talent crunches will further boost the increases expected in salaries.

Employee engagement –

  • Gallup’s annual Work and Education Survey for 2013 and 2014 puts the average workweek today at 47 hours.
  • More than half the workers feel burned out because their managers expect them to be reachable, thanks to telecommuting and other technology tools.
  • Salaries are set to rise and merit is expected to be rewarded far better.
  • Performance review processes may see drastic revisions, if not complete makeovers.
  • Employers may willingly spend big on employee wellness initiatives.
  • Workers may expect better workplace flexibility.
  • Employers will expend more energy on building their employer brand.
  • Employers themselves will step forward to set the matters right by offering attractive incentives to contingent workers, who are coming to be seen more and more as a key component of business success. Read more on engaging contingent workers, on our blog.

Business intelligence –

  • Workplaces are facing security issues which threaten their intellectual property rights and the security of their data.
  • Workplace security measures may become really tough and hard to sidestep.
  • Tech-savvy millennials may flatten hierarchies, empower others and show social responsibility in their dealings, within and outside the company.
  • Employers will invest a lot into retaining their current employees, and ensure that they stay connected to their contingent workers after an assignment ends, even as they work hard to recruit new ones.
  • Many human capital management processes will be entirely handled using mobile devices.

Job market –

  • Opportunities abound, not just in healthcare and technology but also in marketing, sales, utilities, construction, finance and transportation. Data analysts are also coming into their own as businesses turn to big data for strategic insights while food delivery, home services and retail are not far behind.

This new business model will be ably and amply supported by technologies which support every aspect of managing it, with innovative features being added to meet the changing needs of the job market and the all new hiring trends. Have you considered or adopted a suitable technology for your specific needs and strategic initiatives?

The content on this blog is for informational purposes only and cannot be construed as specific legal advice or as a substitute for competent legal advice. They reflect the opinions of DCR Workforce and may not reflect the opinions of any individual attorney. Do contact an attorney for advice specific to your issue or problem.
Lalita is a people/project manager with extensive experience in operations, HCM and training and development across industries like banking, education, business consulting, BPO and information technology. She believes in a dynamic approach to life and learning as change is the only constant.