Understand and get ahead of talent expectations in six steps.
With how rapidly the world of work is evolving, particularly surrounding the advent of artificial intelligence (AI) and automation, talent leaders need to manage expectations for incoming and current employees.
Randstad Sourceright's 2019 Talent Trends Quarterly study reveals wide gaps in how employers and workers view the adoption of new technology in the workplace. While 81 percent of employers are excited about the opportunities AI will present, 44 percent of workers are concerned about losing their jobs because of AI or automation.
Employers have an opportunity to bridge the gap of assumptions and assure employees that adoption of new technology can be an opportunity. According to the study, talent leaders must "ensure their employee value proposition (EVP) closely aligns with the views and desires of the talent they hope to attract and retain."
An overwhelming majority (83 percent) of human capital and C-suite leaders say employers' expectations of talent are continually increasing, up from just 68 percent in 2016.
The study offers six steps to understand and get ahead of talent expectations: Create your employer brand with the real motivators of talent in mind, avoid the pitfalls of a poor talent experience, engage job seekers with the right combination of tech and human touch, reskill your workforce to get fit for the future, harness diverse perspectives to provide an inclusive workplace, and manage the risks of AI and automation to create opportunities.
In practice, those steps mean:
- investing in strong management, a priority for one-fifth of those surveyed
- establishing an ongoing dialogue to solicit employee feedback
- using mobile apps and LinkedIn to engage job seekers and conduct constructive in-person interviews
- focusing on people bydeveloping a diversity and inclusion strategy
- redeploying resources through continuous training and development of your workforce with automation and AI, including providing reskilling opportunities.
Employees who trust that their employers will support them with upskilling and reskilling opportunities may be more engaged and deliver better results. Managing expectations is the first step.
