Top Six Talent Management Trends for 2018 Need-to-Know
The workforce is constantly evolving.
Wide job distribution and mobile technology in talent management are becoming the norm,
which are in turn changing the way the workforce operates. Generation Z is emerging onto
the scene and they are changing the way the modern workforce operates in 2018. Managing
employee engagement and retention are going to be crucial to your company’s 2018 success.
Keeping up with current talent trends will keep you ahead of the
competition and in front of your organization’s talent needs.
Wide job distribution and mobile technology in talent management are becoming the norm,
which are in turn changing the way the workforce operates. Generation Z is emerging onto
the scene and they are changing the way the modern workforce operates in 2018. Managing
employee engagement and retention are going to be crucial to your company’s 2018 success.
Keeping up with current talent trends will keep you ahead of the
competition and in front of your organization’s talent needs.
Trend 1: Distribute Effectively
HR professionals and hiring managers alike are aware that if they post their job ads on more sites, they will likely gain more visibility, but it’s important to note that the days of copying and pasting job ads are over. 2018 is all about working smart instead of only working hard. Utilize all available tools to maximize the effectiveness of your job distribution.
1. Candidates are looking for jobs in multiple places before applying for any open positions.
• 54% of adults look for jobs online, according to the Pew Research Center.
• According to SHRM, social recruiting is currently used by 84% of organizations and 9% of organizations plan to implement it.
• Glassdoor users report they use over 7 job sites during their job search. Putting your job in one place doesn’t get it in front of all the best candidates.
2. For maximum visibility, opt for a job board aggregator to distribute jobs to multiple sites with a single click, saving the hiring team time and money.
• According to Job Board Doctor, 77% of employers surveyed are already using job board aggregators.
• Aggregators are available either on their own or in tandem with talent management software or ATS.
3. Make the job ad work for you. Take a look at the quality of the job ad and make adjustments for best results.
• Job ads with gender-neutral language have a higher response rate because they don’t exclude women from male-dominated roles.
• Clear job descriptions also get a higher response rate because the applicants know what to expect in an advertised role.
• The application process should also be as simple as possible to ensure that applicants are able to complete it. According to Software Advice, 90% of job hunters say that a long application process worsens their chances of completing the application. 60% of jobseekers quit their application due to length or complexity (SHRM).
1. Candidates are looking for jobs in multiple places before applying for any open positions.
• 54% of adults look for jobs online, according to the Pew Research Center.
• According to SHRM, social recruiting is currently used by 84% of organizations and 9% of organizations plan to implement it.
• Glassdoor users report they use over 7 job sites during their job search. Putting your job in one place doesn’t get it in front of all the best candidates.
2. For maximum visibility, opt for a job board aggregator to distribute jobs to multiple sites with a single click, saving the hiring team time and money.
• According to Job Board Doctor, 77% of employers surveyed are already using job board aggregators.
• Aggregators are available either on their own or in tandem with talent management software or ATS.
3. Make the job ad work for you. Take a look at the quality of the job ad and make adjustments for best results.
• Job ads with gender-neutral language have a higher response rate because they don’t exclude women from male-dominated roles.
• Clear job descriptions also get a higher response rate because the applicants know what to expect in an advertised role.
• The application process should also be as simple as possible to ensure that applicants are able to complete it. According to Software Advice, 90% of job hunters say that a long application process worsens their chances of completing the application. 60% of jobseekers quit their application due to length or complexity (SHRM).
Trend 2: Go Mobile
While it’s obvious that mobile technology is here to stay, many companies have not yet adjusted their talent management strategy to account for the available technology. From mobile-compatible job applications to learning on the go, it’s time to bring HR into the 21st century by getting on board with current tech trends.
1. Make sure that job ads are mobile-optimized in order to get the maximum number of applicants.
• 53% of 18-to-29-year-olds have used smart phones as part of a job search, according to Glassdoor.
• According to Recruiting Brief, 27% of mobile career site traffic comes from mobile devices, but only 9% of applications are completed via mobile device.
2. Mobile talent management allows HR professionals to perform their day to day work more efficiently.
• Using a mobile-friendly talent management solution allows HR managers to shift from managing employees to driving profits to their organization.
• Mobile tech gives managers and employees alike the ability to give real-time recognition for important team contributions.
• Mobile apps have been adopted by 91% of corporate employees, according to a CIO report for 2016. These can be used to streamline employee
communication and manage personal and job information.
3. Going mobile isn’t just for recruiting. Existing employees can also benefit from the real-time information and access to necessary resources.
• Utilize mobile technology for payroll and benefits information. This way, it can be available almost immediately.
• Frequent surveys are also easier to conduct, giving managers the ability to identify company culture trends and concerns before they become big
problems.
• A recent CIO report finds that workers are more productive when they can bring their own device to work.
1. Make sure that job ads are mobile-optimized in order to get the maximum number of applicants.
• 53% of 18-to-29-year-olds have used smart phones as part of a job search, according to Glassdoor.
• According to Recruiting Brief, 27% of mobile career site traffic comes from mobile devices, but only 9% of applications are completed via mobile device.
2. Mobile talent management allows HR professionals to perform their day to day work more efficiently.
• Using a mobile-friendly talent management solution allows HR managers to shift from managing employees to driving profits to their organization.
• Mobile tech gives managers and employees alike the ability to give real-time recognition for important team contributions.
• Mobile apps have been adopted by 91% of corporate employees, according to a CIO report for 2016. These can be used to streamline employee
communication and manage personal and job information.
3. Going mobile isn’t just for recruiting. Existing employees can also benefit from the real-time information and access to necessary resources.
• Utilize mobile technology for payroll and benefits information. This way, it can be available almost immediately.
• Frequent surveys are also easier to conduct, giving managers the ability to identify company culture trends and concerns before they become big
problems.
• A recent CIO report finds that workers are more productive when they can bring their own device to work.
Trend 3: Create Awesome Onboarding
In order to retain new employees, it’s crucial to start engaging them before they even set foot in a business. Think of ways to make the first day less overwhelming for new hires by streamlining the process.
1. Give the new hire the opportunity to complete paperwork before the first day. Automate this process through a talent management system for easy document retrieval.
• 69% of employees are more likely to stay with a company long-term if they experience high-quality onboarding (O.C. Tanner).
• Best in class companies are 35% more likely to start onboarding employees before their first day (Aberdeen).
• 22% of companies have no formal onboarding policies or programs, according to Harvard Business review so there is a lot of opportunity for
improvement.
2. Create company-wide policies that support a streamlined onboarding process and make all HR professionals aware of them.
• Organizations with a standardized onboarding experience see a 50% increase in new hire retention.
• Talent management software makes it simple to standardize the onboarding process, making required forms easily completed and filed for later recall.
3. Set goals with the new hires to boost productivity and engagement from the first day.
• Digital onboarding during the first few days makes employees much more productive in their first weeks (Talent Board).
• Onboarding should be a continual process with opportunities for professional development.
• Companies who implement a formal onboarding program see a 54% increase in new hire productivity, satisfaction, and engagement (Brandon Hall Group).
1. Give the new hire the opportunity to complete paperwork before the first day. Automate this process through a talent management system for easy document retrieval.
• 69% of employees are more likely to stay with a company long-term if they experience high-quality onboarding (O.C. Tanner).
• Best in class companies are 35% more likely to start onboarding employees before their first day (Aberdeen).
• 22% of companies have no formal onboarding policies or programs, according to Harvard Business review so there is a lot of opportunity for
improvement.
2. Create company-wide policies that support a streamlined onboarding process and make all HR professionals aware of them.
• Organizations with a standardized onboarding experience see a 50% increase in new hire retention.
• Talent management software makes it simple to standardize the onboarding process, making required forms easily completed and filed for later recall.
3. Set goals with the new hires to boost productivity and engagement from the first day.
• Digital onboarding during the first few days makes employees much more productive in their first weeks (Talent Board).
• Onboarding should be a continual process with opportunities for professional development.
• Companies who implement a formal onboarding program see a 54% increase in new hire productivity, satisfaction, and engagement (Brandon Hall Group).
Trend 4: Prioritize Retention Over Recruitment
Recruiting is an effective way to keep up with workforce demands, but it is costly and time-consuming to continually hire to augment employee turnover. By shifting the focus to employee retention, employers have the opportunity to improve their bottom line, engage their workforce, and improve employee productivity.
1. Prioritizing retention improves the company’s bottom line by reducing time and money spent on recruiting and onboarding new employees due to high turnover rates.
• The average cost of replacing an employee is between 16 and 20% of that employee’s salary (ContractRecruiter).
• According to SHRM, 30% of the HR budget is used by recruiting.
• A 10% increase in employee engagement investment can increase profits by $2400 per employee per year (Workplace Research Foundation).
2. Employee engagement strategies can improve company culture and lower turnover rates.
• 51% of the modern workforce isn’t engaged, which means their employers are at risk of high turnover rates, according to Gallup.
• Begin acclimating and engaging employees early in their lifecycle by helping them to understand the goals, expectations, values and culture of the
company.
• By engaging employees, companies report 25-65% lower turnover, depending on whether or not they are in a high or low turnover industry, according
to Harvard Business Review.
3. Higher levels of engagement associated with high employee retention increases overall company productivity.
• Companies with strong employee engagement report 48% fewer safety incidents and 41% fewer quality incidents, reducing time spent managing
accidents (Harvard Business Review).
• Teams who are highly engaged report 21% more productivity than their less-engaged colleagues.
1. Prioritizing retention improves the company’s bottom line by reducing time and money spent on recruiting and onboarding new employees due to high turnover rates.
• The average cost of replacing an employee is between 16 and 20% of that employee’s salary (ContractRecruiter).
• According to SHRM, 30% of the HR budget is used by recruiting.
• A 10% increase in employee engagement investment can increase profits by $2400 per employee per year (Workplace Research Foundation).
2. Employee engagement strategies can improve company culture and lower turnover rates.
• 51% of the modern workforce isn’t engaged, which means their employers are at risk of high turnover rates, according to Gallup.
• Begin acclimating and engaging employees early in their lifecycle by helping them to understand the goals, expectations, values and culture of the
company.
• By engaging employees, companies report 25-65% lower turnover, depending on whether or not they are in a high or low turnover industry, according
to Harvard Business Review.
3. Higher levels of engagement associated with high employee retention increases overall company productivity.
• Companies with strong employee engagement report 48% fewer safety incidents and 41% fewer quality incidents, reducing time spent managing
accidents (Harvard Business Review).
• Teams who are highly engaged report 21% more productivity than their less-engaged colleagues.
Trend 5: Manage the Modern Workforce
With all the changes in technology, recruiting and talent management, it’s important to realize that the human element of HR has evolved as
well. The modern workforce is distinct from any other time in history, with different needs for engagement, recognition, and communication.
1. Take an individual approach when managing employees so they know that they are valued members of the workforce.
• Employees want their employers to see their individual strengths and weaknesses and give them tailored opportunities for development.
• By recognizing individual strengths and ideas, managers have the opportunity to increase employee engagement.
2. Focus on immediate HR interventions. What can be fixed right now?
• In lieu of overanalyzing, many HR professionals are looking at immediate fixes that can benefit their workplace. These may include putting a
highperforming employee in a leadership position or removing blockers on teams.
• Short term fixes can have a longterm payoff and result in higher levels of employee engagement, loyalty and productivity.
3. Invest in employee development to keep employees engaged.
• 71% of employees say that the benefits offered are extremely important to their job satisfaction (Refresh Leadership).
• 65% of employees claim that quality training and learning opportunities positively affect their workplace engagement (SHRM).
• According to a 2017 SHRM article, companies with employee development initiatives see a rate of engagement 67% higher and a 30% lower turnover
rate than companies without them.
well. The modern workforce is distinct from any other time in history, with different needs for engagement, recognition, and communication.
1. Take an individual approach when managing employees so they know that they are valued members of the workforce.
• Employees want their employers to see their individual strengths and weaknesses and give them tailored opportunities for development.
• By recognizing individual strengths and ideas, managers have the opportunity to increase employee engagement.
2. Focus on immediate HR interventions. What can be fixed right now?
• In lieu of overanalyzing, many HR professionals are looking at immediate fixes that can benefit their workplace. These may include putting a
highperforming employee in a leadership position or removing blockers on teams.
• Short term fixes can have a longterm payoff and result in higher levels of employee engagement, loyalty and productivity.
3. Invest in employee development to keep employees engaged.
• 71% of employees say that the benefits offered are extremely important to their job satisfaction (Refresh Leadership).
• 65% of employees claim that quality training and learning opportunities positively affect their workplace engagement (SHRM).
• According to a 2017 SHRM article, companies with employee development initiatives see a rate of engagement 67% higher and a 30% lower turnover
rate than companies without them.
Trend 6: Get Ready for Generation Z
The newest, most enigmatic generation to enter the workforce presents a unique set of benefits and challenges to employers who are trying to connect with them. By understanding Generation Z’s distinct features, companies can set themselves up to succeed in recruiting and retaining high-quality employees.
1. Companies should consider refining their communication strategy to play to generational differences in order to retain the best employees.
• Don’t get too excited about texting. 74% of Gen Z would rather communicate face-to-face with colleagues, according to SHRM.
• 82% of Gen Z would be open to contact by a company regarding work opportunities, but only 32% report having ever received this type of
communication (Forbes).
• 58% of Generation Z are concerned about the future. Offering job security and professional development opportunities will help address those
concerns and ensure company loyalty.
2. Gen Z isn’t as excited about college as its Millennial siblings and Gen X parents.
• 47% of Gen Z would consider joining the workforce right out of high school.
• Gen Z makes up 25% of the population, out numbering Millennials and Baby Boomers, which could make them part of the solution to the current
talent shortage (U.S. Census Bureau).
• Though the majority is still in high school, 10% of Gen Z is currently in some stage of vocational education and 3% have already joined the workforce.
3. Generation Z has never lived without technology. The iPhone was released when the oldest members were 11 years old. Their affinity for tech
will help boost productivity and innovation.
• Gen Z thrives on digital research. 33% watch lessons online, 20% use tablets for textbooks, and 32% collaborate online (CMO). Researchers expect these
trends to transfer to the workplace.
• Gen Z has an 8-second attention span (CMO). Recognize that they are looking for more frequent communication and are used to assessing enormous
amounts of information in a short amount of time.
1. Companies should consider refining their communication strategy to play to generational differences in order to retain the best employees.
• Don’t get too excited about texting. 74% of Gen Z would rather communicate face-to-face with colleagues, according to SHRM.
• 82% of Gen Z would be open to contact by a company regarding work opportunities, but only 32% report having ever received this type of
communication (Forbes).
• 58% of Generation Z are concerned about the future. Offering job security and professional development opportunities will help address those
concerns and ensure company loyalty.
2. Gen Z isn’t as excited about college as its Millennial siblings and Gen X parents.
• 47% of Gen Z would consider joining the workforce right out of high school.
• Gen Z makes up 25% of the population, out numbering Millennials and Baby Boomers, which could make them part of the solution to the current
talent shortage (U.S. Census Bureau).
• Though the majority is still in high school, 10% of Gen Z is currently in some stage of vocational education and 3% have already joined the workforce.
3. Generation Z has never lived without technology. The iPhone was released when the oldest members were 11 years old. Their affinity for tech
will help boost productivity and innovation.
• Gen Z thrives on digital research. 33% watch lessons online, 20% use tablets for textbooks, and 32% collaborate online (CMO). Researchers expect these
trends to transfer to the workplace.
• Gen Z has an 8-second attention span (CMO). Recognize that they are looking for more frequent communication and are used to assessing enormous
amounts of information in a short amount of time.
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