The Human Resources quote of the year by Forbes is, “The war for talent is over. Talent won.”

Truth is, most HR departments should be worried more about employee retention than recruitment – to make the current workforce better, productive-er, and more efficient-er.

(The ‘er’ wore off fast, but that’s the point of being consistent…-er!)

As many Boomers retire, Generation X, Millennials (Gen Y) are joining the workforce and taking their places, work environments need to evolve to accommodate the changing workforce and stay relevant.

Speaking of Millennials: what’s the deal with them? Wanting things like a positive work culture, freedom to work from home, and flexible work hours? What happened to the good, ol’ days when you could stick someone in a dark, cubicle-infested room, and hope they keep up with the ever-expanding universe of client-based software applications?

Thanks to the evolving workforce, that approach now leads to HR leaders watching the employees they just spent a fortune on recruiting, escape the company to experience freedoms of other, more forward-thinking employers.

Liz Ryan, a Forbes Contributor says, “Nowadays, employers know that talent walks out the door every night and that talent, just like your customer base, is fickle. When you treat people like children, they tend to do one of three things: behave like children, take off for greener pastures, or keep the job and stop caring.”

Novel concept: when employees feel valued, they are more likely to stay.

3 ways HR can improve relevance to evolve with
the workforce

1. Active social involvement

An active internal social aspect as well as external social interaction is vital to a healthy work culture. It can even help to improve a corporate website’s SEO standing.

Another Forbes Contributor Jeanne Meister writes, “For one thing, this year we’ll see more forward-thinking HR leaders making the connection between having a solid social media strategy and finding top talent. After all, 47 percent of Millennials now say a prospective employer’s online reputation matters as much as the job it offers, according to a survey by Spherion Staffing.”

Both recruiting (using LinkedIn, for instance) and retaining (using Google+, for example) are great ways for HR to connect with potential candidates, and stay connected to new employees, their own team, and the entire company. Simple, social updates and shared news and shout-outs can reward and bolster morale.

2. Embracing the mobile employee

Most companies identify the push to work from home, and some accommodate it. Fewer, however, host intuitive collaboration technologies that make it easy to work from home, enabling their employees to work efficiently and contribute from anywhere, at any time. An array of enterprise ready applications like Google Apps allow for video conference, sharing of documents, editing in real-time, and chat.

3. Embracing Video

According to TalentWise, “Software solutions need to be video-friendly. Everything from interviews to employee onboarding needs to be video compatible.”

Think of it this way:

  1. If you use video conferencing for an initial screening of a candidate in another country, another state, or even across town, you’ll experience how quickly you can pick up on things like attitude, communication skills, ability to think critically and creatively, and more.
  2. If you go on to hire that candidate and provide them with video conferencing as part of their day-to-day toolset, you’ve now got a smart employee who recognizes that the use of video is a staple, and that the company embraces technology.
  3. If you empower that employee to use video conferencing to work (even occasionally) remotely, the employee is more likely to be a loyal proponent of the company’s systems and its flexible work arrangements, and they will work even hard to be productive and worthy of the benefits of such freedom

Human Resources is evolving, just like the technology it uses and the people it is hiring. HR professionals’ roles are evolving to include more coaching, motivating and influencing, to better facilitate innovation, efficiency, and loyalty across the company. This is helping all departments to, as always, recruit new talent (including those pesky Millennials), and also to retain those who are loyal, productive and working hard in the new workplace.

Contact us if you’d like to talk through how Agosto and Google can help you bring social, mobile, and video into your recruiting and retention efforts.