New Trends in HR: The Chief Talent Officer

New Trends in HR: The Chief Talent Officer

The world of human resources is in the midst of a fundamental shift. Gone are the days when hiring consisted of simply receiving resumes and conducting interviews: now, talent management is the name of the game. To reflect that, some organizations are hiring a Chief Talent Officer, or a senior executive who is tasked with managing talent relationships.

What exactly is “talent relationship management”? Simply put, it is the practice of maintaining relationships throughout the course of a person’s career--even when they are not your employee. Implementing this approach ensures that the best talent will come to you first when they are ready to make a change. However, the traditional, transaction-based HR role is not typically equipped to handle this. That is why the Chief Talent Officer role makes sense.

Experts in talent relationship management are better prepared to handle the following three workforce trends:

1. Short-term employment

Employees are changing jobs, and even careers, at a faster rate than ever before, and short-term employment is now the norm. Young employees now believe that they will work for 15-20 companies during their careers, up from 5-7 just 15 years ago. This demonstrates a shift in employment practices that every company must recognize.

With this shift, employers have to stop thinking that changing companies equals disloyalty. Top talent will move around in order to gain a competitive advantage in their careers. Viewing multiple employers as a negative will sharply limit your available talent pool and close your business off to many potentially impactful employees.

2. Boomerang hires

Following the trend of a mobile workforce, employers must consider re-hiring employees. Boomerang hires—or employees that leave and come back to your company—are becoming necessary to ensure long-term access to the best talent. Allowing an ex-employee the option to come back after they have gained skills and experience from other companies can have a positive impact on your business. Plus, re-hiring can be profitable, as rehires are generally productive more quickly than new hires because they are already familiar with the way things are done.

3. Online presence

Social media and an employer’s online presence is more important than ever in the hiring and talent realm. Many employers fail to prioritize their online presence, but this can be a mistake. A number of websites now exist that rank employers on everything from compensation to benefits and perks. Plus, many people follow potential employers on social media. So, use this online opportunity to your advantage. Smart employers realize that social media is an outstanding tool for storytelling and showcasing your employment brand.


Attracting top talent and maintaining relationships is critical, and companies must keep up with the changing workforce in order to gain the talent advantage needed for success. Learn how Paycor’s Applicant Tracking solution can help make your talent acquisition practices more strategic.


Source: Universum Global

More to Discover

Banker

Paycor + Regions Bank: A Homerun Partnership for the Birmingham Barons

Paycor + Regions Bank: A Homerun Partnership for the Birmingham Barons

Providing fans with an unforgettable experience is paramount for the Birmingham Barons. From sales and ticket takers to concessions and ballpark operations the entire Barons staff plays a vital role in making home games at Regions Field a can’t miss event for the community. And as preparation starts for opening day, hiring takes off. With nearly 700 seasonal employees hired each year, the Barons rely on Paycor to help automate manual HR processes like payroll, reporting and timekeeping.Check out this video to learn how Paycor has increased efficiency and streamlined HR operations for the Barons.

Broker

How to Help Your Clients Prove Their Value to the C-Suite

How to Help Your Clients Prove Their Value to the C-Suite

HR professionals are sitting on a goldmine of data, but they’re constantly fighting an uphill battle when it comes to proving their value to the C-suite. For starters, they aren’t data scientists and often lack the support, resources and budget needed to make sense of the data, let alone measure its financial impact.In 2015, 20% of business leaders trusted HR to use data to anticipate and help fill talent needs. By 2018, that number dropped to only 11%. The problem is twofold: some HR teams (especially if you are a solo practitioner) still spend too much time on transactional HR functions that should be automated. That doesn’t leave a lot of time for much else. Secondly, HR often doesn’t have the tools they need to access or interpret...

Webinar: Meet Paycor Analytics - The Next Generation People Analytics Platform

Webinar: Meet Paycor Analytics - The Next Generation People Analytics Platform

It’s here! Paycor Analytics, the next generation people analytics platform that will transform the way you manage your workforce, is now available. Paycor Analytics provides user-friendly insights to help you answer the right questions about your workforce by transforming complex data into trends, predictions and powerful benchmarking so you can make business critical decisions every day.Give us 15 minutes of your time and we’ll show how Paycor Analytics will change the way you answer important questions about your workforce.

HR

HR Metrics Cheat Sheet

HR Metrics Cheat Sheet

The answers to HR’s most pressing business problems—everything from troubleshooting a recruiting pipeline to predicting labor costs, overtime and turnover—are in their company’s HR, payroll, ATS and time systems. But HR professionals are constantly fighting an uphill battle. They aren’t data scientists and they often lack the support, resources and budget needed to make sense of the data, let alone measure its financial impact. The ONE THING high-performing HR teams do differently. Paycor reviewed proprietary data from nearly 3,000 customers and found that many standard HR and recruiting metrics are tactical, in that they track project management, or, at most, basic dollar-in, dollar-out cost analysis. The most successful HR teams map...