Trends in Talent Management For 2017

Talent Management Becomes More Data-Centric, More Personalized

Big Data is impacting every area of business. Marketers now have access to a wealth of information that allows themtalent management to highly personalize the consumer experience. The same trend is impacting talent management, and promises to create a more personalized employee experience.

Here are the newest developments that are sure to make a significant impact on talent management in 2017:

The work schedule continues to evolve. Access to a network from home revolutionized the way people think about their work/home balance. Over the last two decades, people have increasingly realized the value of mixing both on- and off-site work environments, enjoying a mix of collaboration with colleagues with the uninterrupted productivity of a home office.

This trend will continue, with more people enjoying the flexible work hours that they value for a better life balance. There will also be increases in job sharing and part-time jobs won’t be limited to fast food or retail, but can be a career with shorter hours.

The work experience is more personalized. Employers will have more conversations with employees about the specific benefits they value, rather than offering a one-size-fits-all benefits package. They will also have detailed employee development strategies, where an employee’s personal goals are considered alongside their career development goals as an integrated achievement matrix.

Employees will enjoy a talent management approach that is tailored to their own needs as employers increasingly embrace the cost efficiency of investing in engaged employees, rather than spending to acquire a new employee.

Feedback will be more continuous. Employees increasingly value feedback for their work, and appreciate knowing where they stand with employers. You’ll see more implementation of technology that supports 360 degree feedback, with employees and employers having ample opportunity to express what’s working well, and what’s not.

Employers will invest in employees’ wellness. Productivity improves and absenteeism is reduced when employees are healthy and happy. Employers are improving access to on-site fitness options and introducing wellness initiatives into their company cultures. Benefits packages may increasingly cover the services of naturalistic doctors and other non-traditional medical practices.

Technology fuels smarter hiring practices. While employees will have the choice of flexible work hours and personalized benefit packages, employers won’t mind investing heavily in great employees. With objective data predicting the success of a new hire, employers will have greater confidence that their new employees are fully worth this high level of personalization.

Behavioral analysis reshapes the hiring process. By adding an objective component to augment interview skills and employment experience, hiring managers will have a way to sidestep the mistakes that come with traditional hiring practices.

Your talent management strategy may not embrace every one of these trends in 2017, but if you’d like to implement a more intuitive hiring process using objective data, PI Consulting Group can help. Our PI System helps you identify your ideal candidate, and has many applications across your entire organization. Make an appointment with us to discuss taking your company to the next level.