Brian Heger on LinkedIn: #hr #humanresources #futureofwork (2024)

Here is issue 237 of Talent Edge Weekly. Covers talent review process, Chief HR Officer trends, ROI of talent, remote work and women in the workplace, and digital jobs. #hr #humanresources #talentmanagement

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🚀 Emerging Talent Recruitment Trends! 🚀In the dynamic landscape of talent acquisition, staying informed is key. Here are the trends reshaping our strategies:Remote Work Dominance: The shift to remote and hybrid models is expanding our talent pools globally.Skills Focus: Companies prioritize practical skills over formal degrees, influencing our candidate evaluation.Importance of DEI: Embedding Diversity, Equity, and Inclusion in recruitment is crucial for building inclusive workplaces.Tech-Driven Recruitment: Leveraging AI and data analytics is becoming essential for efficient and personalized recruitment.Valuing Employee Wellbeing: Candidates seek employers who offer flexibility and support for mental health and work-life balance.Gig Economy Growth: The rise in freelance and project-based work is prompting companies to adapt their hiring strategies.As talent recruitment specialists, adapting to these trends is vital for attracting and retaining top talent. What changes are you embracing in your recruitment practices? Share your insights below or connect with me to discuss!#TalentRecruitment #FutureOfWork #HRInnovation #RemoteWork #DEI

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“The workforce of 2024 will be more interconnected than ever, transcending geographical boundaries. Companies will tap into a global talent pool, leveraging the advantages of remote work to assemble diverse and skilled teams. This shift necessitates a reevaluation of traditional recruitment strategies and a focus on fostering cross-cultural collaboration and communication.”#culturalintelligence

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Recently, the job market has shifted significantly from favoring candidates to empowering both employers and employees. This change impacts recruitment strategies, employee expectations, and workplace dynamics. The shift is influenced by economic factors, technological advancements, and changing work-life priorities.Key Influencing Factors:✅ Economic Landscape: Economic fluctuations can sway the balance of power in the job market, providing more options for employers during downturns.✅Technological Advances: Automation and remote work technologies have reshaped job requirements, altering the demand for specific skills.✅Remote Work Trends: The widespread adoption of remote work has expanded the talent pool geographically, offering employers more diverse options.Implications for Employers:✅Strategic Recruitment: Employers must strategically attract candidates whose skills align with organizational goals.✅Enhanced Employee Value Proposition (EVP): Organizations must refine their offerings to include competitive benefits, flexible work arrangements, and professional growth opportunities.✅Talent Development Investment: Prioritizing continuous workforce development attracts and retains top talent.Adapting to Employee Expectations:✅Work-Life Balance: To attract and retain talent, organizations need to prioritize initiatives promoting work-life balance.✅Professional Growth: Employees seek organizations that provide opportunities for skill development and career advancement.✅Flexible Work: The ability to work remotely or with flexible schedules is increasingly important to employees.Navigating the Transition:✅Data-Driven Recruitment: Employers can leverage data analytics to tailor recruitment strategies to market trends and skill demands.✅Agile Work Policies: Implement policies that adapt to changing market conditions and employee preferences.✅Employee-Centric Culture: Cultivate a workplace culture prioritizing employee well-being, growth, and engagement.The shift to an employer-employee driven market presents challenges and opportunities. Organizations that adapt by embracing strategic recruitment, investing in employee development, and fostering positive workplace cultures will thrive in this evolving landscape. Staying attuned to market changes is crucial for long-term success in attracting, retaining, and developing top talent.#jobmarket #recruitmentstrategies #employeeexpectations #workplaceculture #worklifebalance #professionalgrowth #remotework #flexibility #dataanalytics #employeedevelopment #talentdevelopment #employervalueproposition #markettrends #skilldemands

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❕Recruitment Market: It’s 2023, what’s changed?❕As we navigate through 2023, I wanted to share some key statistics that shed light on the evolving landscape of talent acquisition and hiring trends. Here's a snapshot of what's happening:🧍♂️🧍♀️Candidate-driven market: The competition for top talent remains fierce, with candidates holding the upper hand. Companies are increasingly focusing on employer branding, benefits, and culture to attract and retain the best-fit candidates.🌎 Remote work revolution: The pandemic accelerated the adoption of remote work, and it's here to stay. Many companies have embraced hybrid or fully remote models, widening the talent pool and allowing for flexible work arrangements.📈 Skills in demand: Digital transformation continues to shape the job market, driving demand for skills in areas such as data analytics, artificial intelligence, cybersecurity, and software development. Companies are also placing greater emphasis on soft skills like adaptability, collaboration, and problem-solving.🏳️🌈 Diversity and inclusion: Organizations are prioritizing diversity and inclusion initiatives, recognizing the positive impact on innovation, productivity, and employee engagement. There's a growing focus on equitable hiring practices and creating inclusive work environments.💻 Technology-driven recruitment: Recruitment processes are undergoing significant automation and digitization. AI-powered tools, such as applicant tracking systems and chatbots, streamline sourcing, screening, and candidate engagement, enhancing efficiency and reducing bias.🔮 Looking ahead, the recruitment market is expected to continue evolving as emerging technologies, shifting demographics, and evolving work models shape the landscape. As professionals, it's crucial to stay agile, upskill in relevant areas, and leverage networking platforms like LinkedIn to connect with opportunities and industry thought leaders.💼 If you'd like to discuss further or explore how these trends impact your organization's recruitment strategy, feel free to reach out. Let's work together and stabilise your recruitment processes. 📲 0161 243 1253📧 Bradley.Skolozdra@morson.com#recruitmenttrends #talentacquisition #remotework #diversityandinclusion #futureofwork #invisiblerevolution #WeAreMorsonMorson Talent

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Though some of the challenges of hiring in the last couple of years are beginning to diminish, the industry sector is still a skills-short market. Trends like the “Great Resignation” and an increasing demand for global, remote work are leading to massive turnover for all kinds of companies.Since your business can’t thrive without the right employees, it makes sense for every business leader to think about how they can improve their hiring strategy in this new landscape.Ensuring you have the right plan in place can help you to attract the most sought-after talent, improve your chances of employee retention, and strengthen your employer brand.This month we will share some of the hiring strategies generating powerful results for companies.For the full blog click the link https://lnkd.in/eueSQ_mA#Recruitment4U #HiringStrategy #Recruitment #partnerships #trust

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🚀 The Future of Work is now! 🚀As we dive deeper into the digital age, the landscape of recruitment is evolving at lightning speed. With remote work becoming the norm and technology continually reshaping how we connect, engage, and hire talent, it's crucial for organisations to stay ahead of the curve.One hot topic dominating recruitment discussions today is the rise of AI and automation in the hiring process. From streamlining candidate sourcing to enhancing diversity and inclusion efforts, AI-powered tools are revolutionising how we identify and engage top talent.Moreover, the global talent pool is more accessible than ever before, thanks to remote work opportunities. As borders blur and geographical constraints diminish, organisations have the chance to tap into a diverse array of skills and perspectives, driving innovation and growth.But with these opportunities come challenges. Navigating the complexities of virtual hiring, ensuring equitable access to opportunities, and maintaining a strong company culture in a dispersed workforce are just a few considerations for today's recruiters.At dmu consulting we are working with businesses by helping them harness the power of technology, prioritise human connection and inclusivity, shape a future where every candidate has the opportunity to thrive, and provide them access to the talent they need to succeed.Join the conversation! What do you think is the most impactful trend shaping recruitment today? Share your thoughts below! 👇 #futureofwork #recruitmenttrends #aiinhiring #remoteworkrevolution #recruitment #hr #sme #hrconsulting

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Though some of the challenges of hiring in the last couple of years are beginning to diminish, the industry sector is still a skills-short market. Trends like the “Great Resignation” and an increasing demand for global, remote work are leading to massive turnover for all kinds of companies.Since your business can’t thrive without the right employees, it makes sense for every business leader to think about how they can improve their hiring strategy in this new landscape.Ensuring you have the right plan in place can help you to attract the most sought-after talent, improve your chances of employee retention, and strengthen your employer brand.This month we will share some of the hiring strategies generating powerful results for companies.For the full blog click the link https://lnkd.in/eZq_muRe#Recruitment4U #HiringStrategy #Recruitment #partnerships #trust

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Talent Edge Weekly—This issue includes 5 resources on HR tech, internal mobility, people analytics, women in the workplace, and the impact of remote work on DEI.The 5 sources highlighted in this issue are:(1) 𝐇𝐑 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲—Gartner shares HR tech considerations and priorities of 138 organizations for 2023 and offers tactics for HR tech implementation.(2) 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐌𝐨𝐛𝐢𝐥𝐢𝐭𝐲—I share a playlist of 5 resources on enabling internal mobility in an organization (image of this post is from this resource).(3) 𝐖𝐨𝐦𝐞𝐧 𝐚𝐭 𝐖𝐨𝐫𝐤—Deloitte shares a 39-page report that presents findings from its third annual survey on women in the workplace.(4) 𝐏𝐞𝐨𝐩𝐥𝐞 𝐀𝐧𝐚𝐥𝐲𝐭𝐢𝐜𝐬— I share a PDF that includes 17 people analytics questions across 6 talent categories (e.g., recruiting, wellbeing).(5) 𝐑𝐞𝐦𝐨𝐭𝐞 𝐖𝐨𝐫𝐤 𝐚𝐧𝐝 𝐃𝐄𝐈—Deloitte Insights discusses the impact of remote work on underrepresented worker groups, such as People w/Disabilities (PwD).The link to this issue 180 (6/4) is in the comments below, along with a few extra points about this issue. If you found value in this post, please reshare it, comment, or tag a colleague who can benefit from these resources.#hr#humanresources#talentmanagement

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What is Dell thinking, forcing a Return To Office? It’s the HR leaders, I feel for…..[CEO, resolute and authoritative, sits behind a polished desk. HR Director, poised and armed with data, stands opposite.]CEO: (firmly) We need everyone back in the office.HR Director: (calmly) Let's explore the data. Our productivity metrics show that remote work hasn't impacted performance negatively. In fact, it's remained consistent if not improved in certain areas.CEO: (skeptical) That's debatable.HR Director: (assertively) Not according to our quarterly reports. Additionally, our diversity commitment is to have 50% women in our workforce and 40% in leadership roles. Returning to the office abruptly jeopardises this progress.CEO: (dismissively) Our commitment to diversity won't falter.HR Director: (emphatically) With all due respect, forcing a return to the office will disrupt the work-life balance that many women rely on, potentially leading to attrition.CEO: (stubbornly) Our culture thrives on face-to-face interaction.HR Director: (persistently) And our culture also thrives on inclusivity and adaptability. Remote work has proven to be an effective tool in fostering diversity and inclusion.CEO: (unyielding) I've made my decision. We're returning to the office.HR Director: (resigned) Understood. I'll ensure a smooth transition, but I implore you to reconsider the long-term impact on our workforce and diversity goals.What do you think about the impact of a forced return to office on women? ⬇️#flexibleworking #remoteworking #EDI #genderpaygap #leadership #hr

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