Talent Management has been a widely discussed topic all around the world, for mainly the reasons of which technology has a huge part to play. Of course the changing work compositions and the generation gaps add to it as well, taking the process from buffet to a la carte. Both selections, but in very different forms, one giving you more choice than the other. The latest trends that have stood the test of time are Freelance recruitment and outsourcing that over the years took over the traditional ways of expanding an organisation’s talent pool. The real question is what comes next? And how will the change effect the people involved and the industries that revolve around it. Often many wonder if the robot armies would take over the work that once needed human interactions. Although that is just a myth that built with the rise of AI, the reality is that the future landscapes of talent management look different to what we are used to, taking a new look like this.
Bid farewell to interviews
Really look into the interview process you have in place, and review the benefits that you get out of the interactions made. There are great ways to get to know people, but does it really help you understand the work ethics and skills that a person hold in her/him. Humans are great persuaders by nature, and they will tell you what you really want to hear, just the way you like it, keeping themselves up on a pedestal. They sell their professional reputation, and if they are great talkers or salesmen they will get your attention in seconds. The future may not have this at all, instead to really to get to know their skills and compatibility, a real life simulation like environment will be set, where the candidate will for a few hours belong in the department and position they applied for, work on a project assigned alongside the potential colleagues. Other verification will remain same, although the initial introduction may happen over a video call and the work environment introduction through a VR experience.
Titles, job roles and limitation lifted
Everyone in the business world competes for a job role or position that they want to fit into. If the recruitment industry was a big closet, the vacancies would be boxes in the shelves that are set in place to keep one person in it for a while. Although, this has been the way for a very long time, things are in the change and it will take a completely open and independent role in the recruitment world. No one gets label, or box that puts them into a specific position for a while. Each person gets to work in many different fields, where they get to experience different roles in different environments, without the limitation of being stuck to one job. Each individual gets the competency to work in different fields and move from one job to another when a need or an opportunity arises. Everyone’s held accountable in some way, with a lesser chance to say ‘I didn’t know about that’.
Gig economy on the rise
There are some that believe that the gig economy is for those who just can’t get a permanent job or settle for a commitment. Although, the reality of it is that this too can be considered one of the motivators that help employees in ways to keep the right work life balance, and yes that term is still valid in the work context. Learning from different roles, and having that flexibility has given them the best of both worlds. The same people who were working full time or permanent jobs have chosen these routes to accommodate a healthy work life while attending to other life commitment that require just as much attention. A modern day workforce is made up of giggers and traditional permanent workers that work together to achieve the same target that once was divided among all permanent workers. The change affects positively as a motivator and allows some worker to earn that extra buck or two to help pay their way through life.
The talent game use to be one that had a familiar playing field, with the interviews and the job roles all set to follow a generic flow. Now as the changes roll in, organisations are giving it a new spin of their own to make their atmosphere seem welcomingly convincing to the candidates awaiting to join. So maybe it’s time you re-evaluate the way you plan your talent management for the future.
