Tactical HR: Trends for 2018

Jan 16, 2018Download as PPTX, PDF1 like520 views

The HR Trend Institute follows, detects and encourages trends in the people and organization domain, and in related areas. "Megatrends" are influencing work and the workplace. What will the future of work look like, and how can organizations use these trends for their benefit?

HR Trends for 2018
Tom Haak Gaurav Valani
With: Moderated by:
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About the Series
6 Education-packed sessions

4
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interact with the presenters
www.recruitingbrief.com/webinar-series/tactical-hr
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About Tom Haak
Tom Haak is the director of the HR Trend Institute (https://hrtrendinstitute.com) which follows, detects and encourages
trends in the people and organization domain, and in related areas. Where possible, the institute is also a trend setter.
Tom has an extensive experience in HR Management in multinational companies. He worked in senior HR positions at
Fugro, Arcadis, Aon, KPMG and Philips Electronics. Tom has a keen interest in innovative HR, HR tech and how
organizations can benefit from trend shifts.
In the last years Tom Haak conducted workshops on HR Trends for organizations as Achmea, AstraZeneca (HR North
America’s), Ampelmann, Booking, Boskalis, Dutch Ministry of Foreign Affairs, Fugro, JonesDay, Oracle (South Africa),
Perfetti van Melle, Procter & Gamble (HR Mid & Eastern Europe), Robeco, Unilever, JDE, Deutsche Telekom,
Heineken, Siemens, Nutreco, Eneco, Airbus and various others. He is also a regular key note speaker at prominent
HR conferences.
About Gaurav Valani
Gaurav Valani is an Entrepreneur, Career Coach and Professional Speaker. Gaurav is also the Founder and President of
CareerSprout. CareerSprout is dedicated to empowering millennials, young professionals and executives to build a
purpose-driven career, through finding work that they care about.
Gaurav is also the Head of Talent at Overstock.com. He is responsible for leading a robust talent acquisition team tasked
to help Overstock.com build and implement strategic global recruiting initiatives which will help them attract, retain and
empower the best talent in the marketplace.
He has been in the Staffing/Recruiting industry for over a decade and is seasoned in developing, implementing, and
executing proven recruiting strategies and processes. Gaurav was the co-founder of TrueBridge LA and helped grow
TrueBridge Resources to $72M in annual sales prior to acquisition.

- hrtrendinstitute.com
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- Flipboard: The Future of HR
- Pinterest: The Future of HR
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Create An Employee Onboarding Framework:
Impress Your New Hires!
Stan Triepels Gaurav Valani
With: Moderated by:
January 30th 2018
11AM PST/ 2PM EST/ 7PM GMT

37
Q&A
Gaurav Valani
With: Moderated by:
Director of the HR Trend Institute
Linkedin page: linkedin.com/in/tomhaak/
Twitter ID: @TomWHaak
Website: www.hrtrendinstitute.com
Head of Talent, Overstock.com
Linkedin page: linkedin.com/in/gauravvalani
Twitter ID: @GauravValani
Website: www.overstock.com
www.recruitingbrief.com/webinar-series/tactical-hr
www.humanresourcestoday.com/webinar-series/tactical-hr
Tom Haak

38
Don't Miss the Next Session!
www.recruitingbrief.com/webinar-series/tactical-hr
www.humanresourcestoday.com/webinar-series/tactical-hr
Create An Employee Onboarding Framework:
Impress Your New Hires!
Stan Triepels Gaurav Valani
With: Moderated by:
January 30th 2018
11AM PST/ 2PM EST/ 7PM GMT

The document discusses several likely trends that will impact HR in 2018, including an increase in sexual harassment complaints due to recent high-profile cases, continuing tight labor market putting upward pressure on wages and making recruiting more difficult, and demand for increased workplace flexibility. Health care costs are also expected to continue rising significantly. HR departments should review policies like anti-harassment and assess their benefits, recruiting practices, and flexibility options in light of these trends.

2018 hr trendsSherrie Suski

Unemployment is at its lowest rate in 16 years, tightening the labor market and impacting pay increases. Millennials now make up a large portion of the workforce and expect work experiences and individualized career development. Companies are moving away from email communication to more immediate responses through social media and instant messaging. HR should explore non-traditional sources of talent like interns, consultants, and crowdsourcing to attract candidates in this competitive environment. Analytics and predictive data can help companies measure and react to trends to optimize employee productivity, engagement, and retention.

Workforce of the Future - 2018Sherrie Suski

The document discusses trends in the 2018 workforce, including a tightening labor market with unemployment at its lowest in 16 years. It notes that millennials prefer work experiences over long careers at one company. There is a growing temporary workforce and consideration of contingent workforces to meet on-demand needs in a flexible way. Social media is increasingly incorporated into hiring, and non-traditional talent sources like interns, consultants, and crowdsourcing should be explored. The future workforce will be less traditional and focus more on flexibility, experiences, and different types of employment relationships.

Company CultureSherrie Suski

This document discusses what determines a great company culture. It states that behaviors, processes, and practices all contribute to company culture. Behaviors must align with purpose statements and guiding principles. Processes like hiring, goal setting, assessing, developing, and rewarding must have clear expectations. Practices that happen daily, like meetings and decisions, must support the culture. For culture to help a company, all behaviors, processes, and practices must align with purpose statements and guiding principles, with clear accountability and expectations.

HR Trends February 2018Tom Haak

The document outlines 9 key HR trends: 1) Changing organizational structures from hierarchies to networks, 2) The increasing role of smart technologies in work, 3) Balancing globalization and localization, 4) Adapting to a multi-generational workforce, 5) Using gamification and fun approaches in HR, 6) Prioritizing purpose over profits, 7) Increasing speed of change and innovation, 8) Shifting from big programs to small experiments, and 9) Moving from intuition-based to evidence-based HR practices. It provides short descriptions and examples for each trend.

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This document discusses top talent trends for 2017 according to a fictitious futurist. It claims convergence of recruiting and HR technology will continue, retention is as important as recruiting, and AI will increasingly be used for real tasks like analyzing networks and identifying internal influence. However, much of the information is made up or not supported by credible sources. The document is intended as a comedic take on talent trends rather than a serious forecast.

Building In-House Sourcing and Pipelining Capabilities with LinkedIn | Talent...LinkedIn Talent Solutions

This document discusses building in-house sourcing and pipelining capabilities using LinkedIn. It describes defining an addressable talent market by identifying relevant skills, locations, and industries. This involves segmenting the market into priority candidates for a 1:1 approach, those to engage through a 1:many approach, and those to take no action on. The document recommends leveraging LinkedIn features like Talent Pipeline to engage candidates at scale and focus recruiter effort on high-value 1:1 prospects. It emphasizes developing long-term relationships and sharing relevant content to nurture interests over time.

5 Tips For Speeding Up Your Recruiting In 2017Ideal | AI for Recruiting

This document provides 5 tips for speeding up recruiting in 2017. It recommends automating repetitive recruiting tasks like job postings, resume screening, candidate outreach, interviewing, and reference checks using tools like applicant tracking systems, AI, chatbots, and digital interviewing. Automating these tasks can reduce time to hire and cost per hire while freeing up recruiters to focus on strategic work. The document also emphasizes measuring which tasks take the most time and can benefit from automation, and ensuring any new software integrates well and provides a clear return on investment.

The Era of Talent Intelligence: Bullhorn Engage SlidesLinkedIn Europe

Event: Bullhorn Engage London 2018 Speakers: Phil Edwards & Darren Connolly Over the last few years, the recruitment industry has been adapting to increasingly complex challenges when it comes to attracting and placing talent. As the market becomes more and more competitive, LinkedIn believes the next wave of recruiting innovation lies in the use of data-driven insights to power talent and strategic business decisions. This is the era of talent intelligence. Hear about the changes in the recruitment industry, trends in the new era of work, and how recruiters can make data and insights actionable.

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HR is undergoing a transformation and becoming more strategic by making data-driven people decisions. Becoming a strategic partner in your organization means asking questions about your data that help you anticipate the needs of your workforce and achieve your business objectives. In this webinar, we will explore how analytics are giving HR a seat at the revenue table as they manage the most valuable investments a company makes…their people.

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Technical Recruiting: Using Artificial Intelligence + Machine Learning to Ins...Shelley Reece

This document outlines a webinar on using artificial intelligence and machine learning to inspire authentic human conversation in recruitment. The webinar will discuss how AI can be used to strategically target talent through predictive signals and position matching. It will also explore how AI can help recruiters better understand talent profiles through social intelligence and increase response rates using hyper-personalization and optimized outreach. The webinar aims to go beyond buzzwords and demonstrate practical applications of AI for recruitment and candidate engagement.

Performance Management Masterclass: Stop Torturing Your Managers and Employee...Shelley Reece

Webinar recording available: https://www.humanresourcestoday.com/frs/8410206/stop-torturing-your-managers-and-employees-with-traditional-performance-management---give-them-something-of-value/email Research and feedback on traditional performance management systems indicates that the parties involved do not find the process valuable. Managers dislike it because it is time consuming, lacks timeliness, seems to always be done under pressure, and are often disputed. Employees who receive “positive” performance reviews complain they are not good enough and employees that receive “negative” performance reviews complain they are inaccurate and not good enough. What a waste of time and energy!! “Stop Torturing them and give them something of Value”. Younger generation employees are clear that they need and insist on more feedback regarding all aspects of their jobs and job performance. How does management respond to this need? Initiate a system of ongoing performance management feedback. This feedback is in the form of regular conversations with the employee. How do you do this?

Employee Performance Management - What Your CFO Needs to Know About Culture B...Shelley Reece