As HR leaders strategize ways to achieve business goals in todayâs climate, new workforce approaches and ideas are beginning to emerge. Findings from The Conference Boardâs recent report Transforming Talent Acquisition, Onboarding, and Internal Mobility offer strategies to compete in the tight talent marketâand many of them are aligned to the themes of the stories in this issue.
The report advises broadening the talent pool with 81% of TA and HR leaders saying there is an increased focus on recruiting and hiring diverse candidates and 48% of respondents anticipating reduced reliance on four-year degrees, evaluating alternative credentials instead. In Fair Chance Hiring How-to, Linda Shaffer, chief people and operations officer for Checkr, recommends providing an equal shot at employment for all candidates. By integrating fair chance hiring practices that remove the workplace stigmas around incarceration, organizations can create an equitable path to employment for all and a culture of inclusivity. See page 60 for more.
Organizations understand the need to rethink prior approaches around remote work and flexibility with 82% of respondents implementing hybrid work schedules and 77% revising remote work policies. For HR leaders looking to move to a hybrid model, Pairing Productivity With Flexibility shares strategies on making the return to the office a smoother transition. Tessa Lawrence, director of HR for Aston Carter, says communication, empathy, and flexibility are key pillars to an effective approach. By leveraging consistent messaging across the organization around timelines, expectations, and other important details, HR can minimize confusion and promote transparency around the plan. See page 48 for more.
One of the many human capital practices undergoing transformation is the onboarding process. The survey found that 71% of surveyed workers who took on a new role since March 2020 say they were onboarded virtually. This hasnât been easy for TA and HR leaders, with 58% reporting the most difficult part of onboarding new employees is helping them to develop their network. In Building Employee Advocates, Maria Selvaggio, vice president of people for M1 Finance, says companies need to take concentrated steps to facilitate connections as new employees join. Employee resource groups, task forces, cultural appreciation months celebrations, and community projects are a few ways to bring together colleagues with common interests. See page 51 for more.
As the world of work continues to change, HR leaders that evolve with it will get ahead.