9 HR Trends That Will Define Your Hiring Process [Whitepaper]

9 HR Trends 2018

The forces driving changes in Human Resources hiring and retention processes are more often mentioned than they are understood.

We speak so much about “globalization” that it seems we must understand it, but in fact the impacts of internationally integrated economic systems are still rapidly evolving (and currently in a retrograde direction in some jurisdictions). This important causal factor is changing the meaning of “workforce” and “hierarchy” and “organization,” with all that entails for hiring practices. It is challenging established regulatory regimes for relevance and effectiveness.

The other dominant factor is digitization, meaning the replacement of segments of a supply chain or even whole market segments with digitally-based innovations. These nimble new producers change the meaning of whole job categories or simply create new ones. The ties that bind the new workers to the new forms of organization are still in flux, demanding constant attention from HR — where HR itself takes on new meanings — and from regulators.

Responses to these key causal factors can be seen in more specific trends that affect hiring. Our latest whitepaper, 9 HR Trends That Will Define Your Hiring & Retention Processes, lays out a lucid description of both regulatory and non-regulatory adaptations to evolving job markets. Most of the 9 trends selected will be familiar to HR managers, but show how and why hiring processes have to modify in this new environment.

The whitepaper addresses market issues like the role of HR in the organization, the gig economy, and social challenges like active shooters and the opioid addiction epidemic. These all place new or growing demands on HR to focus on managing human risk under increasing uncertainties about the composition of the workforce.

At the same time, regulatory challenges related to the deepening emphasis on individualization in jobs and hiring turn the focus to how to operate when organizing tools like hierarchical businesses and unions are fading away. These regulations force HR to treat each applicant and each employee more and more on an individual basis, or face legal consequences. Criminal background checks, legal drug use, and the changing terrain for opportunities for occupational fraud increase pressure to know more about employees even as they become more distant from the organization.

This will not be the last time we write about these issues. But wise HR managers will want to keep systems, processes, and their own way of thinking current.

Download your copy of the whitepaper 9 HR Trends That Will Define Your Hiring & Retention Processes to get ahead and stay ahead.

About Michael Gaul

Michael is a results-oriented marketing executive with over two decades of experience in employment screening, physical security, and business process management. Michael has deep experience in human capital risk management and a passion for educating business leaders and HR professionals on strategies that tangibly protect their interests. Michael serves on the Board of the Secure Cash and Transport Association (SCTA) and is a member of the National Association of Professional Background Screeners (NAPBS), and the American Society of Industrial Security (ASIS).
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