1. Automation of recruitment processes
The recruitment process is a time-consuming and labor-intensive process. Thanks to artificial intelligence (AI), it becomes possible to optimize processes. Research shows that recruitment tools are becoming increasingly important for HR professionals: 45 percent of them consider recruitment tools an influential tool for his or her work.
This begins with finding candidates, where systems automatically sift through social media accounts, job boards and databases to discover potential talent, followed by reviewing CVs. Technology also simplifies the other steps in the application process: from scheduling interviews with candidates to automatic updates about the application process.
Moreover, the
use of AI
to more efficiency within the organization and a shorter hiring process, resulting in cost savings. The biggest advantage for HR professionals is that they can now deploy tools such as ChatGPT and AI-based chatbots for labor-intensive and repetitive tasks, such as writing job postings or standard e-mails. This enables them to spend more time on the human aspects of their work, such as building relationships with candidates.
2. Diversity and inclusion
That
diversity and inclusion
That they bring benefits is now widely known. A more diverse and inclusive workforce
promotes
diverse perspectives and insights and at the same time provides economic benefits for the organization.
Diversity and inclusion relate to more than just gender and ethnicity; for example, short and flexible employment contracts also play a role. Generation Z – in other words, starters on the labor market – namely has no need to the traditional 40-hour workweek. They more often opt for part-time work, secondment or start working as self-employed.
Investing in diversity not only strengthens the employer brand, but it also reduces employee turnover, because employees feel comfortable and safe. An inclusive work environment is not only morally right, but it also offers strategic advantages.
3. Soft skills
A competent employee not only possesses the right knowledge, but also has good social skills. Skills can be divided into hard and soft skills.
Hard skills are relevant to the specific industry or role, for example data analysis or copywriting. Soft skills relate to social abilities and have only become more important in recent years . This is because digitization, automation and robotization have a drastic impact on the nature of work. Routine tasks are being automated, making it important to analyze and communicate in the right way.
To respond adequately to changes, it is important that employees learn new skills in a timely manner and improve existing ones. The more knowledge and skills they possess, the more versatile they are. In addition, an organization can also invest in talent development to compensate for the shift of functions and tasks caused by employee absence or overload. Stakeholders in the market are now advocating for a skills passport for workers, job seekers and students
to help with their career development. It is a digital overview of an employee's existing and desired skills, and can help HR professionals with the recruitment, selection and training of personnel.
4. Work–life balance
Due to the coronavirus pandemic, since 2020 there has been a worldwide shift in work culture that is often referred to as the ‘ invisible revolution’ . Employers are being forced to approach flexibility in work in a different way. HR professionals would do well to adopt progressive HR strategies, in which a good work-life balance is central.
A good balance between work and private life is no longer a perk for employees, but a fundamental norm for all generations of workers. Employers should acknowledge this and integrate it into their company culture to ensure well-being and satisfaction.
