If 2021 was the year of rethinking the approach to talent, 2022 is the year for rebuilding it. Companies are facing intense pressure to both recruit and retain talent today. The pandemic has changed the relationship between employer and employee, and many companies are looking for ways to engage their workforce better.
Over the past two years, the focus on care has helped to improve this relationship by providing more empathy and understanding to the employee and candidate experiences. But, unfortunately, care and humanity are not priorities for every company. According to Aptitude Research, only 22% of companies stated that humanity is part of their company culture, and only 10% of companies have a clear idea of what they need to do to bring more humanity and care into their work environment.
Companies in the process of evaluating their talent processes and technology must lead with care.
Below are a few themes that we will discuss:
- Skills, AI and Automation: Many companies embrace AI to improve efficiency and save recruiters’ and managers’ time. But, AI and a skills-based approach to talent can also provide greater humanity. It allows companies to understand candidates and employees better, connect them with the right opportunities, and provide a fair and inclusive process. AI can lift the administrative burden placed on recruiters and managers and allow them to focus on relationship building.
- Diversity, Equity, and Inclusion: Over the past year, companies increased their investment in services and technology to support DEI initiatives. While technology can help to reduce bias in the talent acquisition and talent development processes, it is not a fix-all. Companies need to consider what changes they need to make to their culture and talent practices to provide a safe and inclusive work environment. Companies committed to care will start by looking internally before investing in technology.
- Communication: Care is only possible through strong communication. Companies must consider the tone of their communication with candidates and employees and the communication methods. Communication must be frequent and meaningful, but companies must reach talent where they live and spend their time, including text, messaging, chat, and video.
- Agility: Every company proved to be flexible and agile during the pandemic. Companies had to adapt in a short period of time. Agility helps companies respond to immediate needs but also prepare for the future.
- Hybrid Work Model: Not every company is clear on their future workforce model, and 2022 will likely bring more change and uncertainty. Companies that listen to their employees, adjust to the unknown, and provide transparency will build better relationships with talent.
2022 is a year where these ideas and concepts of care will be tested. For companies committed to recruiting and retaining talent, a focus on care and humanity is the only way. I am excited to share some of our research on these topics. I hope you can join us!