Human resource professionals have been busy anticipating the next generation of talent management trends, including a fluid approach to talent management and promoting brands through social media. Experts predict that data-driven methods and virtual HR departments will continue to gain popularity. The future of talent management is here!

Data-driven methods

The introduction of data-driven methods in talent management is a valuable way to ensure that companies get competent people for the best price. Using data-driven methods in talent management is a practical way to ensure that companies get qualified people for the best price.

Talent management has been a subjective activity, relying on gut instincts and opinions to determine the future potential of an individual. To combat these problems, organizations are turning to data-driven methods in talent management. By using data to identify hidden talent and untapped resources, organizations can make more informed decisions and improve workforce performance.

Agility

There are ways to ensure your talent management program is in line with the future. Agility is becoming a trend in talent management because it helps companies adjust to change and stay competitive. To be agile, your organization must first embrace change. You can start by focusing on agility in your leadership development program.

An agile workforce is necessary for organizations to survive economic ups and downs. For example, in today's world, the working environment changes rapidly. As a result, businesses require new skills regularly, and their ability to adapt to these changes is critical to their success. However, if you are a company that does not embrace agility, your talent will likely become obsolete quickly. For example, talent management skills will help you attract new talent and keep it in place.

Empathy

"Empathy" has become one of the hottest trends in talent management. But what exactly is empathy? Why is it so important? According to Businessolver's CEO, "We all want to connect better with other people and create a more inclusive corporate culture, but too often, leaders cannot do that." Creating a culture of empathy can start at the top, with leaders who understand the importance of kindness and take it a step further.

Using empathy and vulnerability in talent management can result in a great employee experience and improved retention rates. These benefits are more tangible than simply improving your recruitment process. Some companies have even incorporated it into their product design to improve employee retention. Empathy and vulnerability can also lead to better financial results and better face-to-face communication. By leveraging the voices of talent communities, companies can build better candidate experiences and support systems. Empathy is baked into many of the latest trends in talent management, and it's an essential ingredient in thoughtful talent management.

Virtual HR departments

As organizations become more aware of their skills gaps and plan skill development, HR departments turn to talent marketplaces to find new talent. For example, Unilever and Vodacom have partnered to develop a digital marketing exchange program that fosters cross-pollination between talent. In addition, a Harvard Business School report shows that two-thirds of businesses prefer to rent talent instead of hiring it themselves.

The emergence of the virtual HR department model means teams of HR professionals, typically working from home. It has many benefits, including reduced overhead, increased productivity, and flexibility for employees. It started several years ago and will grow even more when the Covid-19 pandemic strikes. While HR departments are becoming increasingly virtual, some key challenges to consider.

RPA

The use of RPA for talent management can help a company streamline its application process and track employee availability and skill levels. This process requires much paperwork, which RPA can automate. RPA can also identify the best candidates and determine their eligibility for an interview. Employee engagement is a primary concern for HR departments, and various organizations are developing an integrated approach to improve the employee experience. For example, an RPA system can handle employee performance reviews and mailing of offer letters.

The implementation of RPA can automate the low-level tasks associated with hiring. These tasks include creating a new employee record for the company, completing paperwork for an employee, and collecting employee documentation. In doing so, recruiters can focus on higher-value tasks. As a result, AI is already helping HR teams improve their hiring practices and candidate experience. And because RPA bots work at high speed, repetitive tasks can be shortened by 50%.