Recruitment 2.0

Less than a quarter of senior HR professionals believe the UK is preparing its working environment for AI according to a new survey from Alexander Mann, despite most (69%) believing we will see ‘humanoids’ in the workplace by 2030. Faced with stagnating wages, falling productivity and predictions of a depleted post Brexit talent pool it is a situation that cannot be sustained.

The jobs market remains buoyant, emphasising the need to increase efficiency in hiring processes and improve retention levels but without taking responsibility for its data, achieving these goals will remain elusive and threaten HR's survival.

The recruitment processes of UK employers are coming under increasing strain, perpetuated by what appears to be a constant cycle of poor hiring decisions.  

There was good news on the tech front for the UK this week. It is now officially the ‘digital tech capital of Europe’ according to Tech Nation’s third annual report[1].

As employers compete to attract qualified candidates to their businesses, they are neglecting their biggest asset, their existing talent.

The impact of Brexit and the ageing population on the UK’s employment market is the focus of Mercer’s newly published Workforce Monitor[1] which it describes as a ‘wake-up call’ for UK employers amid predictions of an ‘unprecedented labour shortage’.

Be prepared for a talent exodus from your business in the coming months. That’s the underlying message from Investors in People's (IIP) Job Exodus Trends Report[1] for 2017. Nearly 6 out of 10 people are thinking about moving jobs this year, representing a rise of 10% on last year. A quarter of employees have already begun their job search according to IIP.

A year ago, we published an article posing the question ‘are UK leaders out of touch?’ following Fat Cat Tuesday, which highlighted the chasm between the pay of the UK’s top bosses compared to the average worker.  At the time, the CIPD called for a ‘dramatic rethink’. Fast forward one year and we seem to have a clear case of déjà vu.

HR analytics is a topic which employers often choose to avoid or defer yet it is a valuable asset in talent management. According to Bersin by Deloitte, organisations with mature analytics capabilities are twice as likely to improve their recruiting success compared to those without. When it comes to HR analytics, HR isn’t engaging in the conversations it needs to have.  

Like Brexit, the US presidential election result was another upset for the polls at the end of an increasingly negative campaign on both sides. As the world waits to see what’s next, we draw out the lessons HR can learn from this eventful time:-