Attracting top talent
Attracting and retaining the best talent takes discernment, time, and a whole lot of work. That’s why this human resource challenge features so high up on the list.
Attracting and retaining the best talent takes discernment, time, and a whole lot of work.
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To attract the right individuals, you need to know the requirements of the job and the organization. But as job roles and expectations keep changing, and organizational culture keeps adapting, this task becomes increasingly difficult.
So, we suggest that you start with how and where you market vacancies. Use the platforms that are most likely to be frequented by your target talent, depending on their skills, industry, and job level. Attracting the right candidates means you’ve got less work to do in the screening phase.
Then, when you do start screening your candidates, focus more on their fit with the organization, than with the job. Look for evidence that they enjoy learning, that they’re up for a challenge, and that they’re comfortable with change. Find out how technologically savvy they are, and how they deal with feedback.
By looking out for these qualities, you’ll be creating a team of employees who are likely to achieve the business’ training and development objectives, even as these transform over time (which is more important than knowing that they can perform the job well today).
2. Embracing change with grace and ease
Change is a shapeshifter, influencing our environment, competitors, customers, and workplace. But whether managerial, structural, procedural or technological, it’s well-known that humans are afraid of change. The unknown brings about feelings of uncertainty and anxiety.
This makes the large responsibility of adapting employees for change, one of the most recurring challenges faced by HR professionals. Human resources are tasked not only with managing employee morale, happiness, and cooperation through change but also with constantly upskilling employees to meet the changing needs of the business.
3. Developing the leaders of tomorrow
Not all teams perform at the same level, and this is usually because of the team leader. Many employees consider leaving their jobs because of a poor relationship with their direct manager. That’s why it’s critical to source and develop talented and inspiring leaders.
But this is easier said than done. Because grooming current employees for leadership positions doesn’t work when the leaders-in-the-making keep leaving – which is a regular occurrence in a Millennial-heavy workforce. That’s why this is one of the most common human resource challenges today.
4. Fostering a culture of continuous learning
Today, crowds of employees leave their jobs with the key reason being a lack of development opportunities. Yes, training is the golden drawcard for keeping employees stimulated, engaged and loyal.
But this is only true when training is relevant to their jobs, includes engaging content and is available in formats that enable flexible learning. Training must happen continuously in order for the business to remain competitive, so employees can often become bored or overloaded.
5. Managing diversity with local in mind
Globalization. It’s affecting every business, in every part of the world. Our customer reach is expanding beyond the traditional Head Offices, and talent can be sources across seas and borders. This means more sales, and a diversity of employee experiences, ideas, and perspectives.
However, with this diversity comes with a few human resource challenges, like managing diverse cultures in a local team. While adhering to local policies and procedures, HR must also create a workplace that is comfortable, welcoming, and free of conflict –
6. Looking After Health and Safety
Health and safety standards are probably one of the more obvious human resource challenges. Not only does labor law govern these concerns, but they’re also of great importance to general employee wellbeing. Because health in the workplace isn’t just about hygiene and safety.
Today, the psychological well-being of employees can deteriorate due to high demands, limited time, and general employee burnout. Sure, periods of stress are normal, and under times of pressure, employees can often produce their best work. But high levels of stress cannot be sustained.
7. Creating a Quality Employee Experience
It’s not uncommon to find high staff turnover in fast-paced companies. Because even though they might manage to hire the best employees, keeping them around becomes the next obstacle and one of the greatest human resource challenges.
But if your employees are satisfied with their job, their workplace and the people they work with, then they’re far less likely to consider other employers. We’re talking about the modern concept of employee