We couldn’t let another day of this New Year go by without sharing some predictions for HR in 2015. After scouring a variety of industry publications, blogs, newsletters and the like lately, we’ve culled what we think are some of the top trends for 2015. Some of them may look familiar, as many are either a continuation of or a slight shift in the burgeoning trends that we witnessed in 2014.
So, without further ado, here’s Hireology’s HR Predictions for 2015:
Analytics will abound
Most HR pundits – and we count ourselves among that bunch – agree that data and analytics will continue to be a hot topic for some time to come. The primary reason for this is that HR has only begun to scratch the surface when it comes to using analytics for data-driven decision making. Yet, according to Bersin, companies that use predictive analytics are twice as likely to improve their recruiting outcomes and leadership pipelines.
One of HR’s biggest challenges is the lack of analytic skills within the department. After all, HR has historically been seen as the ‘people’ department, not the numbers department. Data scientist capabilities need to be built, and built quickly, or HR practitioners could find themselves losing control over their people data. Which leads us toÉ
HR will continue to gain a place at the table
For years, Human Resources has been trying to transition from managing largely administrative processes to acting as a true consultative and strategic business partner within a company. Now, with more access than ever before to data that can help predict candidate behavior and measure employee performance, HR can use sophisticated analyses to build more meaningful workforce projections. This enhanced insight will allow HR to drive strategies that align with overall business performance, thus helping to assure a seat at the table for the long term.
Flex workers will invade your workplace
Work is not necessarily a physical place that you go to anymore. Now that the world is flat, connected global workers are not tethered to one location and can be productive from pretty much anywhere. This means employers can worry less about finding the right talent in the right location and instead focus on finding the right talent wherever and whenever they happen to be. This has led to a recent rise in the freelance worker, which is expected to continue through 2015 and beyond – Forbes estimates that by 2020, more than 50% of American workers will be freelance employees.
The benefit of the flex/contract/freelance/whatever-you-want-to-call-them worker is that a company isn’t saddled with the high overhead costs associated with full-time employees. Businesses looking to capitalize on this trend, however, should be prepared for the compliance and systems adjustments that may be required to ensure you are meeting the legal and HR requirements associated with this category of worker.
HR will keep expanding into the cloud
As we’ve mentioned a time or two (see above trend), we are all more connected than ever before, thanks to the proliferation of devices that allow us to carry on with the business at hand no matter where we are. Recruiters, hiring managers and candidates alike all expect to be able to access the critical information they need – like resumes, cover letters and job applications – from any type of device. The increasing availability of cloud-based platforms to manage HR processes promises to continue since the cloud allows for employee and candidate information to be stored in one centralized location, enabling a more organized, easy-to-access system.
It won’t be game over quite yet
Repeat after us: ‘Games are fun. People like to play games. Incorporating games into dull workplace processes can make work fun. Employees who have fun at work are more likely to stay.’
Get the picture? While gamification isn’t necessarily going to revolutionize the workplace, it can play a role in increasing employee retention. We expect more companies to join the gamification movement and look for ways to incorporate games into all sorts of business processes, from learning and development to recruiting and onboarding.
There are lots of exciting changes still to come for HR in 2015. We’ll be sure to revisit these predictions later in the year to see how accurate our crystal ball truly isÉ
It’s 2015! Revamp your hiring process and be prepared for these predictions and the new year!