Game changers in recruiting and the workforce in 2012 and beyond — Part 1

Posted by: Matt Rivera

As we dive into the new year, it’s time to think about what workforce and recruiting challenges await us in 2012. Will you be ready?

The following is the first in a three-part series taken from our latest e-book, “Three Game-Changing Trends in Recruiting and Workforce Management.” It provides our predictions for the trends that will affect workforce management and recruiting in the not-so-distant future.

Game Changer #1: Social Media, HR Technology, and Beyond

Social media tools and HR applications are quickly changing the way we work and live every day. In 2012 and beyond, these tools will likely be more pervasive and more integrated into how we manage our workforce.

In addition, with changes to legislation, increased screening requirements, and privacy concerns, the way technology is set up, used, and managed will change greatly in the future. What was once a database of information is now an extension of your HR practice with great implications on your company’s risk, return on investment for recruiting, and even your employment brand.

The issues surrounding social media and technology are many and varied. Here are two in particular (download the e-book for more):

• Risk. What your staff and employees are saying and doing on social media is a concern for all businesses. How and when information is gathered and stored will also become more of an issue with current and future legislation. A good example is the documentation and classification of independent contractors. Many states have already undertaken measures to recoup lost revenue through better enforcement of employee classification laws.
• Immediacy. The speed of information today is truly startling. Information travels quickly, and once the cat is out of the bag, it’s hard to stop. In the future, this will include increased mobile access to information that will bring additional challenges.

This trend toward a more open, social, and technology-based infrastructure should be taken into consideration with your recruiting and workforce strategies. Some actions to consider include:

Start by engaging your current employees. Good people refer other good people, who refer other good people, and so on. Would you refer a friend or family member to work at your company? One of the best ways to ensure people hear good things about your company on social media is to treat your employees well.

Join the conversation (or at least listen in). Social media channels can provide valuable feedback on your employees, your employment brand, and your products or services. What you choose to do with that information is up to you. However, a proactive position is probably better.

Want more suggestions, further information, or to just find out about the other trends? Download the latest e-book, or stay tuned here for part two.