one small number was perhaps the biggest news of 2019: the low unemployment rate. The tight talent market has inspired many recent employment trends, from the importance of learning to the evolution of recruiting. So long as the market continues to contract, these trends will likely deepen even as new challenges appear in 2020.
The evolution of technology, employment law and the way work gets done will also shape 2020, according to experts who spoke to HR Dive. As the work world changes, HR professionals from every industry will face similar challenges. Below, HR Dive lays out what experts and observers forecast for the year ahead.
Several top companies ended 2019 with a series of executive departures. These included exits at McDonald’s, including former CEO Steve Easterbrook, and at LinkedIn, where former chief people officer Christina Hall stepped down. The specifics behind each departure differed, yet both reportedly involved broken internal compliance rules.
It wasn’t just one or two companies, though: Challenger, Gray & Christmas identified 2019 as having the highest number of CEO exits between January and November since the firm first started tracking the statistic in 2002. Most of these were the result of planned resignations, retirements or CEOs moving into new chief executive roles, Andrew Challenger, vice president of the firm, told HR Dive via email.
“However, many departures were due to Boards and Shareholders holding their CEOs accountable for personal or professional lapses,” he added. “We saw this with major CEO changes at Alphabet, Boeing, and McDonald’s last year.”
Scandals aren’t something that HR teams can predict, but leadership change is inevitable, and last year demonstrated the need for succession planning. Following a year of high C-suite turnover, HR teams will be challenged to develop highly comprehensive plans that provide for day-to-day continuity as well as training for new leaders. Such plans also will call for coordination with other business segments to keep company cultures and brands intact.
“These situations require HR to have a seat at the table in order to fully guide the organization through the change, communicating plans to staff and keeping disruption at a minimum after a high-level departure,” Challenger said.
Recruiters rethink their ideal candidate
Strong November job numbers indicated U.S. businesses are still experiencing a period of historically low unemployment. Though employers didn’t add as many jobs as they did at the start of 2019, it’s clear they’re still dealing with a talent market that favors job candidates.
With fewer skilled candidates to go around — particularly in areas with a high concentration of particular talent needs — employers are rethinking what the ideal candidate looks like. Recruiters looking for experts in data science, for example, largely consider previous job experience or skills tests as the best indicators of a hire’s potential over a college degree, according to recent research.
“Employers are looking at a few different factors when considering candidates for their open roles, and job seekers’ experience and skills are being assessed in new ways,” Michelle Armer, chief people officer at CareerBuilder, told HR Dive via email. “Additionally, while a college degree used to be a requirement for the majority of full-time positions, companies have started understanding that people learn in different ways.”
Across all industries, the elements that make a job candidate employable have shifted. Employers are beginning to experiment with the idea that proficiency in areas like communication, problem-solving, productivity, agility and digital literacy — among other areas — may be better indicators of performance than more traditional qualifications.
Employers bring their pipelines within
A tight talent market and persistent skills gaps will also cause employers to bring their pipelines in-house, when at all possible, according to Jason Tyszko, vice president of the Center for Education and Workforce at the U.S. Chamber of Commerce. “Companies who had the luxury of looking without [their current workforces] for a long time are having to reimagine how to promote and draw candidates from the inside,” he said. “I think you’re going to see more and more companies focusing on internal pipelines.”
This will require employers to build the infrastructure to help these internal pipelines succeed, Tyszko said. Several companies already have begun work on this; Mailchimp, for example, has grown its internship program 400% since its 2013 launch. The program serves as a strong source for junior hires, Mailchimp’s senior talent scout for University Relations previously told HR Dive.
Preparing employees to deal with massive change
Last year saw a lot of talk about an economic downturn that didn’t come to pass, but this hasn’t quieted all speculation. Experts have advised employers to anticipate change rather than be caught without a plan in the event things go south.
For HR executives, such a plan includes surveying organizational skill needs on a position-by-position basis and determining which skills are becoming outdated. It also includes more frequent discussions with managers about talent needs and future challenges.
Source : https://www.hrdive.com/news/10-trends-that-will-shape-hr-in-2020/570325/