3 Trends that Will be Visible in the HR Industry in 2021

For the majority of 2020 has been an unprecedented year; one filled with excess uncertainty and coping with the trickle-down impact that the pandemic has had, specifically, among the employed. As the new year of 2021 has already been midway, one can confidently say that the light at the end of the tunnel is near, with the economy reopening, and organizations looking to fill the seats that previously fell vacant. Giving respite to those who were affected, several companies have tapped into their employee alumni network to bring these individuals back into the fold, following a trend that is popularly called boomerang employees.

While the idea of boomerang employees has gained prominence in recent times, its application can be traced back to 1997, when Apple co-founder Steve Jobs rejoined the organization post a break of 12 years. Similarly, Jack Dorsey, Twitter co-founder is also one of the most famous instances of a boomerang employee, having rejoined the company in 2011, after a gap of 3 years.

In the new normal, following the practice of getting boomerang employees is not only a means of ensuring employee morale but has also been known to be cost-effective. Owing to the candidate’s familiarity with the business processes and mission, this greatly reduces recruitment and training costs. In fact, the cost-per-hire of those employees is typically 1 to 2/3rd lesser than that of a fresh hire.

As organizations forge ahead with their recruitment strategies, it is believed that 2021 will be defined by targeted hiring keeping employee well-being and emotional help at the core of their strategies. Given that most businesses will either continue to work from home, or operate under a hybrid model, companies will be mindful of their recruit’s mental well-being while operating under such situations. Employees can expect to witness guidelines that define and adhere to work timings, and cut off times for emails and calls, assisting promote the balance that they need.

Taking this forward Mr. Atul Mahajan, Director of Trendsetters Facilities and Technical Services (TFTS) India’s leading HR Recruitment Firm shares 3 visible trends in 2021 for the HR Industry.

Internal Talent Mobility Solutions

Internal talent mobility talks about the fluid movement of workers within an organization such that their skills and passions stays attuned with the needs of the business. Embracing internal talent mobility allows organizations to seek alternatives to layoffs, like the redeployment from a slow area of the business to a high-demand area of the business, either on a temporary or permanent form. In the long run, internal talent mobility will assist companies retain institutional knowledge and let employees to upskill, and showoff previously unknown talents. By implementing this way of talent redeployment, organizations will be able to innovate, and boost their workforce, even under difficult economic conditions. Furthermore, internal talent mobility also forms a culture of loyalty within the organization, which will have a lasting effect on your image.

Weighing In Talent Directories for Talent Mobility

While one speaks about internal talent mobility, one can understand that in some cases it may not be entirely possible and some organizations have no option but to let go of employees. In such a scenario, company-branded talent directories have emerged as a solution that needs a public-facing, searchable website enabling employers to elevate the active job seeker profiles to the relevant hiring managers. These directories link potential employers with talent possessing certain skills, and usher in the ability for a business to source fresh talent from organizations within their ecosystem.

Usage of HR and Performance Analytics

In an era marked by the increased use of technology and data-driven processes, the same has got into the hiring process, and is an important part of recruitment today. Using data and analytics, can be used to gauge trends from resumes, applications, tests, and even candidate’s social media profiles. By understanding the data, and comparing it with other candidates, enterprises will be in a stronger position to hire the best fit for the given role.

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