There’s no question that the COVID-19 pandemic brought tremendous change to workforces globally. In less than two years, where and how work takes place has been reimagined, whether it’s in-person, remote or a combination. Now, managers and HR professionals talk about “visibility,” instead of marking how much time an employee spends in the office. Businesses are also dealing with immense operational challenges like supply chain problems and staffing to meet customer demand. 

Add to these issues, the major shifts in the labor market as employees reassess their priorities and look for new opportunities. According to ADP Research Institute's (ADPRI’s) "People at Work: A Global Workforce View" report, one in seven workers (15 percent) are actively trying to move into a new industry that they consider more “future proof.” Finding and retaining top talent is even more difficult in this job market.

But despite all this disruption, the key to innovation and growth in this challenging environment still comes back to how employers manage their people. It demands flexibility from employers in how they hire and develop employees. It also means integrating HR systems that can smoothly support these changes.

Hire for the skills. To be sure, a solid job description and a well-crafted job posting are essential to finding the right candidates. But how many job openings go into minute detail about tasks and responsibilities but glide over the skills needed for the job? You may already have internal candidates who have those skills but the listed requirements of the job – like years of experience, specific job titles or industry – automatically knock them out of the running. Be willing to think out of the box. Empower your hiring with HR tech solutions that help you find and retain the right people.

Grow internal talent. More than half (52 percent) of workers expect the pandemic will have a positive impact on flexibility and skill development. In addition, more than a quarter (28 percent) of staff report taking on new or changing roles. The bottom line? If you have good people, find ways to develop and expand their skill set. It will make your business more flexible and create higher job satisfaction overall.

Automate HR tasks to improve service. The past two years were also demanding for HR professionals. On the fly, they’ve had to create flexible workplace policies and adhere to new government regulations. They’ve had to adjust how employees access essential HR tools like timekeeping and access to benefits. And they’ve had to make everything available no matter the device (desktop, tablet, mobile). Now more than ever, there’s no time for manual processes. Employees and managers expect fast responses to queries. Consider upgrading your HR tools to meet these new expectations.

While it may feel like the ground is shifting below you, the end game is still finding the right talent, developing the talent and keeping them. In that respect, things haven’t really changed. Employees may have new expectations, but innovations in HR technology can support you in meeting them whether it’s automating processes, keeping track of both internal and external talent or offering your employees new opportunities to grow.
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