A new year lays ahead - and with it plenty of new chances, more swing and innovation to be brought into HR. After all reviews on 2013 were written I looked around for trends of 2014. (Latest in twelve months I will see if I was right with my subjects.)
Identity is not only of central meaning for brands but also for users. The page says: "Who you are is increasingly dependent on how you appear online, which pictures you upload, hich groups you belong to and which mindset you present. (...) Brands also know, stiffness and dim appearances of a Corporate Identity are passé. A living identity is only able to be developed by integrating the addressees."
Brand officers are being pushed more strongly to involve their target group when building or adapting an identity. And the target group wants to participate. The great chance in it is to design custom-fit concepts and campaigns. I would wish for it much, especially for the Employer Branding. Hopefully we will see more authentic employer-brands, eventually.
Candidate Experience after Active Sourcing is the new trend – this labelling appears in plenty of blogs and magazines curently. In leaning on Marketing's Customer Experience Candidate Experience just means and applicants' perception and experience of a company as employer. This implies the complete process, starting from the first contact by a potential applicant to the company over to Onboarding and Retention Management - the Candidate Journey. Naturally, this demands a clear and integrative Employer Brand for a consistent employer brand eyperience.
"Classic accession criteria are potential prodigality", according to a thesis by Thomas Sattelberger about labor's future, which was published in last years Handelsblatt (a German economy magazine). In near future things as emotional intelligence and intercultural competence will play a role of increasing importancy in recruiting new employees. The needed occupational expertise can be learned or adapted thanks to the great teaching offers online. Actually I find the idea appealing - recruiters clinging onto résumés but instead checking on how capable a candidate is in order to fulfill the open position. Due to the great diversity of positions and titles capability certainly isn't something to be read from CV's. But do recruiters really want to work without work samples and résumés? What would job-interviews and assessment centers look like then? I wonder, if this way of accession of new employees does prevail.
One subject I find very interesting is Jobsharing. It means, two persons share one job. The goal is to even out work-life-balance, enabling more time to live. The concept is a great answer to the demand of so many young professionals and offers more freedom. Jobsharing fosters a flexible and more productive working world and definitely is one of my favorite HR-subjects for 2014. In the coming week I will go into the matter more extensively and show you how Jobsharing can work.
2014 certainly holds exciting subjects for us and I am looking forward to plenty, new ideas and innovations.
Ralf
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