3 things HR leaders should focus on in 2022

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Flexibility is one area that has grown in importance as 86% see policies, such as flex schedules and remote working, as an effective way to attract and engage talent. 

Randstad Sourceright’s 2022 Talent Trends Report, which surveyed more than 900 human capital and C-suite leaders across 18 markets, found that four in five (84%) business leaders say that they are more focused on talent experience than ever before, showing that power has shifted towards employees, amid the Great Resignation.

Flexibility is one area that has grown in importance as 86% see policies, such as flex schedules and remote working, as an effective way to attract and engage talent. 

We've pulled out the key talent trends for HR professionals to keep their eyes on in the year ahead.

1. Put your people and their needs at the center of your business strategy

3 questions you should ask:

• Do we have a clear understanding of what attracts talent to our orgnaisation, why they stay or what's causing them to leave?
• Are we surveying employees and candidates frequently enough to understand their expectations and preferences when seeking the ideal job, and properly communicating our findings and respective action plans to address their feedback?
• How can we keep track of rapid labour market changes and workforce sentiments, and best communicate with leadership so they buy into the investments we need to understand, attract, and win the best talent?

5 ways to achieve a people-focused workforce strategy:

• Revisit your scenario planning often to ensure both employees and contingent talent have clear directions for whatever situation may arise due to changing market conditions.
• Avoid creating division among deskless and professional workers. Consider how you can provide unique benefits to on-site talent, such as commuting stipends or subsidised dining in the workplace.
• Be clear, frequent, and genuine in your communication with employees. If there are compelling reasons for returning to the workplace, explain this honestly and authentically.
• Now is the time to be bold, so experiment with initiatives that will help people feel valued, engaged, and connected, even if they are physically separated.
• Closely monitor market developments and best practices, whether it's safety protocols or rising wages. Don't fall behind competitors during this highly competitive period. 

2. Passionately protect diversity, equity, inclusion, and belonging (DEIB)

3 questions you should ask:

• Do our leaders realistically make DEIB a priority, always finding ways to embed initiatives in our business strategy and our people strategy?
• How are we measuring the impact of our DEIB efforts through the talent lifecycle and as it relates to greater impact on both people and our business?
• How can we use technology ethically to ensure our processes are inclusive?

5 ways to prioritise DEIB at work:

• Use data to understand who your clients, communities, and candidates are. Set goals to have your workforce, leadership teams, and suppliers mirror your communities and markets.
• Connect the value of DEIB to the outcomes of every employee to help them understand why a more diverse workforce delivers better business results.
• Make sure DEIB goals are embedded in all your key strategic planning activities at the start so they are not treated as afterthoughts.
• Evaluate your language and biases in job requirements, performance reviews, and other talent-facing processes to ensure you are inclusive and provide equal opportunities for everyone.
• When using technology to eliminate bias, make sure results are explainable and transparent. Like anything else, poorly constructed tools or misinterpreted data can actually introduce bias into your recruiting process. 

3. Integrate market and workforce data for an intelligent advantage

3 questions you should ask:

• How can we leverage data to identify where process improvements can be made to accelerate access to talent?
• Which tools and partners will provide predictive and prescriptive recommendations based on our company's people data?
• What do we need to change or have in place to be able to covert vast volumes of workforce data into actionable insights that impact talent acquisition outcomes?

5 ways to build a robust people analytics strategy:

• Invest in the data scientists and engineers who will bring greater rigour and ensure data integrity through management best practices.
• Avoid information overload and burnout by limiting the data sets to those that offer the most valuable insights. It's OK to start small and build up.
• Prioritise building data dashboards that are simple, easy to train for, and accessible for all relevant stakeholders who need the insights they will provide.
• Partner with talent analytics and market intelligence specialists if you lack the expertise or resources to make sense of the data.
• Think ahead: Identify a roadmap for data capabilities today that can evolve and better support your future workforce needs.

Some of the other trends mentioned in the report include:

1. Obsess over your talent experience to create a game-changing employer brand
2. Inspire creativity and purpose in the age of hybrid working
3. Create a culture of empathy with authentic human connections
4. Refocus recruiting on human potential
5. Ramp up your own talent marketplace to boost internal mobility
6. Shift 'build, buy or borrow' strategies for the digital economy
7. Drive HR technology innovation to create people, culture, and productivity accelerators

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