When I first started this blog back in June of 2012, my experience with HR had been quite different than what it is today. At the time, my knowledge came from textbooks and from working at small organizations with one-stop-shop HR departments. My job experience typically had me in roles that did everything from initially recruiting candidates, on-boarding, new hire orientation, training, employee relations, payroll, off-boarding, and general HR management. I had a hand in everything and at the time I thought this was everything I needed to know about HR. It wasn’t until shortly after I started the blog that I realized how wrong I was. Either my experience had been sheltered, the HR function had changed rapidly, or a bit of both. Regardless, the HR function has evolved right before my eyes.
Some of my most noteworthy discoveries:
- HR and Talent Acquisition are two different things: Due to the fact that my experience had dealt with everything from start to finish, I thought that this was the norm across the board. It wasn’t until I got a new job as a sourcer (which I had no idea what that was at the time) that I learned how talent acquisition is a beast in its own right. Effective talent acquisition involves an in-depth strategy, involving anything from candidate mining, to employment branding, to better interviewing options. Once I saw how this was done, I almost wondered how anyone could even fathom handling all the other HR duties on top of this function. As time went on, I saw more and more companies splitting talent acquisition off from the HR department.
- Recruiting has gone social: When I first started this blog, I was using it as a supplement to my resume. I wanted people to see my knowledge and passion. To promote it, I started using social media sites only to eventually get hired via Twitter. Once I got settled in my job as a sourcer, I was deemed the social media recruitment queen and had to create training on how to do this effectively. Needless to say, I like to practice what I preach so I often incorporated social media into my sourcing efforts. Candidates are also recognizing how much social plays in the job hunting game and now take the time to use social as a means for personal branding. Honestly, looking at some of these creative resumes was a lot more fun than staring at the typical resume format over and over.
- HR tech is going beyond HRIS and ATS systems: Prior to my most current employer, my experience with HR tech was the typical HRIS and ATS systems. With the acceptance of social media in the workplace and the increase of technological advances, new HR vendors are emerging rapidly. HR technology now can include anything from video interviewing and social media recruitment platforms. Also, there are platforms for onboarding, recognition, training, career succession, and more. It’s wild how much has been developed over the last few years and I hope to make it out to the HR Tech Conference one of these days to see some of the interesting options.
- The 2020 workplace is right around the corner: Not to alarm anyone but time is flashing by. Although it’s no secret that 2020 is known as the “Gen Y Takeover” of the workplace, companies need to start revamping their offerings to attract these candidates. Competitive companies are taking the time to understand Gen Y values and apply it to their culture or perks. For example, some companies are offering flexible work schedules, telecommunication options, social media friendly environments, creative workplaces, assistance with student loan payments and more. It’s no longer about offering a hefty paycheck but about creating a situation where work-life can be blended better.
- Typical employment is changing: Say farewell to the idea that your employees are bound to stay with you for their full career. That’s not really a thing anymore. In fact, it seems as if more companies are contracting employees or more people are becoming free agents and/or consultants. When I first started recruiting, I was told to stay away from the job hoppers but as the years went on, I’ve realized that “job hopping” is becoming more of a regular occurrence. Some employers are actually even embracing those types of people because the amount of knowledge and skill they picked up from employer to employer.
- Talent acquisition is becoming more proactive: Companies need to be prepared because any one of their employees can be a potential risk thanks to proactive recruitment. Recruiters are now taking time to build relationships with passive candidates and talent pools are now being upgraded to talent communities. Passive and active candidates are easily in contact with recruiters and are up to date about opportunities as they arise. Posting and praying is becoming a thing of the past and recruitment is now about two way communication.
- HR law is becoming a bit trickier: HR law seemed to be so much easier to handle before social media and alternative workplace options came creeping in. Sometimes it boggles my mind to even try to consider what could be a liability in these situations so I’ll leave that to the professionals. There are way too many gray areas for me to process.
- The usual training programs don’t cut it anymore: If you’re relying on classroom trainings during new hire orientation only, you’re doing it wrong. More companies are expanding their training through various means, such as job shadowing, social learning, mentorship, support for continued education and online learning. Additionally, training is no longer focused only on new hires. Instead companies are now offering trainings or refreshers for people who want to keep up with the fast paced changes in their industry. If an employee wants to take control of their career progression, these new options for training and development can allow them to do so.
If someone asked me two years ago what I thought my career progression would have been, I would have said HR assistant, to supervisor, to manager, to assistant director, and so on. If someone were to ask me now, I would have absolutely no idea. For example, my current job role is in marketing for HR and the talent acquisition industries. Never in my life would I have thought I would fall into marketing but apparently this is one of the many areas that someone in HR can go, especially with the emphasis on employment branding. I definitely am not complaining because it allows me to keep up with the industry and continue to learn. The sky’s really the limit and based on what I’ve seen over the course of the last year, I think that’s going to continue to be the case.