The positions and departments represented in your organization’s C-suite are a snapshot of your company’s priorities. The addition of HR in recent decades demonstrates the value your organization places on employees and human capital. And that value is reflected in HR’s increasing change management role. HR leaders are faced with an onslaught of change from technological advances to disruptions to their industries.
Hiring and recruiting are at the forefront of this transformation. Innovation and diversity of thought are going to be critical in the coming decade, both in our recruits and in our hiring processes. Talent acquisition and management are already undergoing seismic shifts, and more are on the horizon. By 2030, up to 30% of the hours worked globally could be automated.
We spend a lot of energy preparing for the tidal wave, but the ripples are already here. Here are our predictions for hiring changes we can expect in the 2020s.
Increasing Gig Work Will Prevent Disruption
Contractors and gig workers are finally being recognized and awarded the wage and benefits they deserve. With this continued legitimization of gig work comes big advantages for maintaining velocity and decreasing the need for diversity initiatives. If you only need a temporary administrative assistant as your organization moves toward automating those duties, for example, you can contract an employee just for the time you need. This reduces a lot of the administrative burden of onboarding and exiting employees.
A rotating door for gig workers will also bring about diversity at the grassroots level. Traditional diversity initiatives were more critical in the past when job mobility was less common. But in the fast-paced world of gig work and increasing mobility within organizations, diversity of gender, race and ethnicity will become a natural byproduct.
Talent Assessments Will Measure Thought Processes Over Outdated Skills
Identifying diversity of thought will become easier as traditional applications are replaced by talent and psychometric assessments. As the half-life of skills continues to shorten, assessments like these will evaluate thought processes and natural aptitudes to match candidates to the jobs where their inherent soft skills are most needed and valued. Hiring for thought processes over hard skills ensures that the candidate is evaluated based on criteria that will remain relevant and critical throughout their tenure with your organization.
Talent assessments will also increase the ease with which candidates can apply to open positions. Traditional applications are tedious, repetitive and dreaded by most job applicants. Modern talent assessments, however, are often developed in the style of games or quizzes which makes them engaging and fun to complete, increasing candidate satisfaction with your recruitment process.
Applicant Databases Will Revolutionize Recruitment
Data sharing has become the backbone of the new economy, and it will play a similar role in the future of hiring. We already see applicant databases used in a fragmentary way across specific organizations. In the future, we expect a universal, socially driven database that will eliminate the need for candidates to fill out tedious job applications.
With the increased use of artificial intelligence, the recruiting and hiring process will become less transactional and more conversational. Voice-control technology is common in the home and being developed for industries such as health care and retail. It’s only a matter of time before recruiters will be able to converse with AI to find the right applicants for their organization.