Surf the wave of the 4 most important trends in HR!

Human resources, like other sectors, are hugely affected by digitalization. New trends are flooding the HR landscape and leaving a powerful impression. We therefore like to make a clear overview of the most important changes. You may already know the trends below, but do you know how to fully respond to them?

1) To measure is to know

After Lifelogging Whether the Quantified Self movement analytics have also made their way into human resources. While HR is often driven by a healthy dose of gut feeling, numbers can also add a powerful extra layer to decision-making. More importantly, data can demonstrate the importance of your HR efforts. In this way, the field is gaining quantitative currency. Human resources are growing into a sector where people remain central but where numbers make everything more measurable. As an HR manager, you can start collecting data yourself by drawing from a small army of new software packages, online tools, websites and applications.

2) Online, online & online

The days of classic newspaper ads are dying a quiet death. And yes, you could guess: "online" is the new magic word. The possibilities for recruiting online have expanded enormously: Facebook, Linkedin, the many "job ad sites," and even Google is throwing everything at attracting talent. The company website has become the place to showcase your job openings. But furthermore, the employer's personal network is also more often used to search for strong profiles. The use of video and gamification is certainly no exception. Developing a digital strategy has therefore become indispensable.

3) Technologic

HR is especially characterized by a huge influx of new technologies. Have you heard of deploying a chatbot? Or happened to recruit candidates by using virtual reality? It's all possible! While scoring a job through a mobile application on your phone used to be exceptional, today it happens by default. An estimated $14 billion was pumped into new HR technology worldwide last year. Reason enough to take a look at the range of new possibilities.

4) War on talent

As if the digtal evolution has not already shaken the landscape hard enough, the shadow of the war on talent falls over the shoulder of every HR manager. The search for talent already changed from writing out specific job descriptions to a search for personalities with competencies that have growth potential. This switch in approach means that profiles with strong competencies are in charge and choose where they want to work. HR managers must ensure that their company is the place where these profiles want to work. Not an easy task.

The solution

You fully realize that each of these HR trends deserves a place in your HR policy. But how do you adequately respond to them?

Well, actually, it's simple. We recommend working with an expert in that field for each niche in these HR trends. Only professionals who specialize in these trends have the ability to steer a team in the right direction. So there is a need for specialization and expertise to connect the dots. But you can't hire a new employee for every trend, can you?

Nay! And you don't have to. The advantages of this GIG economy are that there is a lot of expertise and specialization that can be obtained on a temporary basis. So you don't need to hire a permanent workforce to oversee your HR change process or bring your technology up to date. A temporary freelancer can completely revamp your company in a short period of time and without a long-term commitment. So you invest in solutions and call on the years of expertise of a freelancer without having to change your team completely. This strategy is not only cost-saving, it also gives you a fresh look into your flow of business. Nothing but benefits!

What are you waiting for?