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Future Trends In Human Resource Management

HR trends to pay attention to based on our 2021 State of Hiring report

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Future Trends in Human Resource Management

As we get closer and closer to the end of the year, it’s important to look ahead and make predictions about what’s to come. The future trends in human resource management are constantly changing because what we expect from work has changed a great deal since the pandemic. So companies have to make bigger adjustments than they’ve ever had to before to keep up with applicant desires. 

Hireology surveyed nearly 5,000 recent applicants for our 2021 State of Hiring report to get a better understanding of what applicants expect from the hiring process and companies in general. We asked questions about perceptions of certain industries, how COVID-19 impacted their job search, what made them apply to their job, and how many interviews and job offers they had. This helped us gather important insights and make predictions about the year ahead and what your organization needs to do in order to remain competitive in a difficult hiring climate. 

The HR trends 2021 saw were just the tip of the iceberg with how hiring was affected by the pandemic, but the truth is work as we know it has to change in order to meet the needs of today’s talent. The future of work trends 2021 saw don’t compare to what’s ahead. In this blog, we’ll talk about the trends affecting human resource management, how your organization can remain competitive at attracting talent, and the adjustments you should make to your hiring and people management processes to keep your current employees happy. 

HR technology trends 2021

First off, technology had a huge couple of years because of the reliance we had to have on it during the pandemic. Companies needed to invest in technology in order to satisfy customer needs, and that applies to HR technology as well. Some of the HR technology trends 2021 saw include reliance on analytics to drive decision making, using technology to keep teams together and communicate more effectively, and according to our survey, a reliance on technology during the onboarding process to make sure employees are prepared for their first day. 

While human resources 2021 trends were substantially different than the future of work trends 2020, 2022 will likely see even more reliance on technology. For instance, many employers will require workers to have experience with technology — even in industries that previously didn’t require it. And vice versa, candidates will apply to organizations that have a robust technology stack that helps to make their jobs easier and more efficient. Deloitte HR trends 2021 report also revealed an interesting move on the part of many employers — a more cognizant joining of humans and technology, especially in hiring. Hireology is the only people-first all-in-one hiring platform that allows you to keep humans at the center of human resources. We specialize in ensuring technology makes your HR team’s jobs easier, but doesn’t remove them from the process entirely. This promotes more equitable hiring practices and less biases than relying on technology or AI recruiting alone, while also ensuring there’s humanity in one of the most important processes a job seeker can go through. After all, choosing a new job in any climate is a huge decision, but as we face so many unpredictable challenges in other aspects of our lives, choosing a good job is more important than ever.

What is the future of human resource management?

So the biggest question we should be asking is what is the future of human resource management? Well to answer that question, we’ve compiled data from our survey, as well as HR trends 2021 McKinsey released, HR trends 2021 Deloitte covered, and 2021 HR trends SHRM wrote about.

The future of HR 2021 still looks promising, even though we’ve dealt with a lot of hiccups recently. Some emerging HR trends 2021 saw were the integration of well-being into work, reimagining workforce potential, and new compliance regulations. Each of these new “trends” will continue long after this year because they are extremely important. Well-being tied into your work is essential to running a healthy workforce, and without it, you’ll lose talent at a rapid pace. It’s no longer a nice-to-have but a requirement for those searching for new opportunities. That includes a company that ensures its employees have appropriate benefits and allotted time off to take care of themselves. 84 percent of survey respondents said that a list of benefits is important when looking at a potential job opportunity, and 48% said the pandemic had a negative effect on their work-life balance. Because of this, they are looking for jobs that allow for better balance at companies that prioritize a good culture and a good work environment. 

Other things that were negatively impacted by the pandemic according to our survey include  sense of job security (59%), connection to coworkers (55%), motivation (52%), and sense of loyalty to an employer (45%). These results will undoubtedly shape the next few years at least when it comes to how job seekers look for new roles. In order to attract talent, you need to offer a workplace that values its employees, makes them understand how their role ladders up to the greater organization’s goals, feel validated and respected, and rewards them for good work. This will help you keep your current team around as well as help you to attract new employees down the line. 

Current issues in human resource management 2021

Among the current issues in human resource management 2021 is creating a more diverse and equitable workforce. While this doesn’t fall under the category of “trends”, it is an important initiative that has recently been brought to the forefront due to social and political happenings over the last several years. Having diverse hiring practices that lead to a more equitable workforce is a nonnegotiable now, and if you don’t modify your practices to ensure you’re hiring diverse talent, you’ll get left behind. 

Other recent trends in HRM 2021 include the importance of creating a career path for each role at your company. People are no longer looking for a means to an end. They want a career that they can grow with, that will challenge and teach them, and that they can afford to live off of. 

These are just two of the trends and issues in human resource management that have become more important in recent years. Other noteworthy ones include the reliance on remote work and that the talent of the future desires flexibility over most everything. According to our survey, 88% of respondents would like the opportunity to work remotely at least some of the time. For industries that can’t make remote work happen, providing flexibility in other forms can help keep your staff around. That means more paid time off, paid sick days, mental health days, or even general autonomy in their day-to-day. These can go a long way as well.

HR statistics 2021

Here are some important HR statistics 2021 to know:

  1. 1 in 2 jobseekers have had a negative experience during a hiring process and 50% of respondents had declined a job offer due to a poor experience. (CareerPlug)
  2. 72% of hiring managers claim they provide clear job descriptions, but just 36% of candidates agree. (HR Dive)
  3. Job seekers consider clear job descriptions (97%), career growth possibilities (80%), and compensation details (94%) among the most important things they look for when applying to a new role (Hireology)
  4. Candidates say clear and regular communication (58%), clear expectations (53%), and feedback regarding rejection (51%) are the most important factors for a positive application experience. (Glassdoor)
  5. 36% of HR professionals cite insufficient technology for their inability to automate and improve the organization of onboarding programs, further inhibiting their ability to train managers in proper onboarding techniques. (Kronos)

HR trends 2022

Hiring will take on new challenges next year as we near the end of the pandemic. Folks will be asked to come back into an office that potentially don’t want to return, families may have to adjust caretaking schedules to accommodate a workplace shift, and individuals may want higher pay and better benefits to encourage them to come into the office. These aren’t surprising responses to the times, as we’ve seen dozens of reports put out about putting people back at the center of your operations. You can’t continue to follow your HR operating model 2021 next year.

Other more surprising HR trends 2022 might see are shifts in the types of companies applicants apply to. Socially conscious consumers are on the rise, as are those that want to see action from the companies they aim to work for. Without established goals and progress toward them, your company may miss out on great candidates. 

As far as leadership trends 2022 go, there will be a similar sentiment around finding leaders that inspire, move companies forward, and are able to adjust with the times. Of course, you want leaders who are capable of managing teams well and prioritizing tasks, but they also have to instill confidence in their team members that they are helping to move objectives in a positive direction. 

There are other recruiting trends 2022 will bring about, but before we kick off a new year, you can think about how your organization is dealing with trends happening all around you, such as “the Great Resignation”. Are you attempting to keep your staff around by offering good benefits and compensation, career growth opportunities, and a healthy work-life balance? Are you flexible when your employees need time off or an unexpected sick day? If not, you’re likely going to lose talent and that’s a trend that will persist.

For more insight into what applicants expect from the hiring process and what 2022 will hold, read our State of Hiring report, and if you’re ready to transform your hiring process to make sure you’re keeping up with the times, reach out to us today.