5 advances that will be seen in 2020 for attracting and retaining talent

This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

The pace at which the digital transformation of the labor market advances, as well as the changes generated by the arrival of new generations and professional profiles to the work ecosystem, is making the attraction and retention of talent a key and increasingly strategic process in organizations - especially taking into account the shortage and the talent gap that many of them claim to find today when filling certain vacancies.

How will talent be attracted and retained in 2020? This is the question that has been asked from Sodexo, expert company in quality of life services, and to which they have responded through the publication of a guide that summarizes the five main changes that companies have already begun to make , in order to win the war of talent that is installed in the labor market.

Use of Artificial Intelligence (AI) in human resources

One of the first trends highlighted and that companies like Unilever have already implemented in their recruitment process, is the use of artificial intelligence to speed up task execution time and decision making, in addition to providing a better approach to professionals. In this way, together with the advantages provided by a system capable of managing, analyzing and deciding on the most suitable curriculum for the position offered, this technology - through the so-called chatbots - is facilitating permanent contact with the candidates, workers and even customers.

In this way, as the Sodexo experts say, the IA "will allow more time to add value to the selection process, contributing to create a better talent attraction experience in the company", as well as reducing the administrative burden on the company. the area. However, all this will not mean the loss of jobs, but an increase in the "functions and current roles of the RR departments. HH., By eliminating low productivity tasks, "they claim.

Boom in mobility versus stability

Sodexo also explains that human resources professionals "will have to rethink the way they manage the growing number of workers who switch to independent and contractual employment modalities." In this regard points out that the technology "will be essential" when allowing collaboration via telematics, especially taking into account the great diversity of prefiles that are included in companies: traditional workers, freelancers, knowmads etc. Therefore, they say, "being up to date with the latest technologies will be very important to be able to align and manage the talent of all employees", as well as establish a communication strategy.

Learning becomes viral and collaborative

The third of the tendencies that is already beginning to be seen in many organizations refers to the multitude of formulas they use to train their professionals. However, according to Sodexo, the "self-directed, personalized and social learning platforms" begin to predominate, as opposed to traditional structured programs.

In this process, the RR departments. H H. and the organizations will play, according to experts, "a relevant role in the dissemination of ongoing training and available at the request of employees." In addition, they assure that social networks will increasingly take center stage, facilitating connectivity and converting learning "into something more digestible and attractive".

In this way, "instead of having a formal and fixed content, learning in the workplace will be organically disseminated through a management of training with viral impact," said Sodexo, which also highlights the importance in the use of tools like Slack, to help transform learning methods within the company. "Applications like Everyday PageUp allow employees to share relevant content with their teams, while others, such as Slack and Microsoft Teams, can be used to drive collaborative learning in an informal and viral environment," they explain.

Personalization to increase work commitment

The Sodexo guide also talks about millennials and the difficulty that organizations have when it comes to loyalty, taking into account that the average of their stay in the same company is three to five years. However, for its retention, the company recommends providing young people with professional development opportunities and personalized career plans.

Design thinking to improve internal communication and performance

Finally, Sodexo points out that "the traditional structures of hierarchical organization will soon be a thing of the past", resulting in the emergence of new organizational models "that will facilitate teamwork and cross-collaboration between the different departments, eliminating the so-called 'silos' business."

In this sense, he cites the disappearance of linear hierarchies and the importance of the assessment of employees, based on their way of collaborating with internal and external networks. In fact, this evolution in organizational design will also justify a change in performance management. "The managers will give feedback and advice in real time instead of waiting for the traditional fixed review cycles," they conclude.

This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

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