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12 HR Predictions for 2019

By Amit Sidhpura on IBM

AI in HR was one of the hottest topics of 2018, and it’s likely to dominate again in 2019. I asked several HR analysts and thought leaders what they think this year will hold – AI came up several times, as did personalized experiences, skills development, and inclusion. Predicting the future isn’t easy, but when you watch an industry as closely as many of the following experts do, their insights on trends can help HR teams chart a course aligned with where things are most likely headed. Here are the predictions from more than a dozen HR industry watchers on what will be different (or the same) in 2019.

Gerry Crispin, Founder, CareerXroads: “Unconscious bias will expand its impact on TA and HR outcomes as more and more prospects, candidates and employees are influenced by new, measurable, objective and totally independent indexes of employer ‘rankings’ of their respective hiring practices and treatment of employees as it relates to gender, ethnicity, disability, etc. In the past, an employer’s brand might have been influenced by the company’s thoughtful investment in attending appropriate conferences and buying relevant advertising in diverse publications to make their ‘good guy’ lists. That may be a thing of the past for companies wanting to look good but failing to put serious investment in improving their culture vis-a-vis bias. One only needs to take a look at the Bloomberg Gender Equality Index to see the direction this may take.”

Kevin W. Grossman, President and Board Member, Talent Board: “Per our global Talent Board Candidate Experience Awards benchmark research – candidate experience, employer branding, and recruitment marketing will be the top three recruiting initiatives for 2019. And talent acquisition leaders and their teams will accomplish these by improving their internal processes and efficiencies, followed by implementing new technologies, and keep current staffing. Technology will also continue to be a powerful ally when it comes to communicating and engaging with candidates and texting is one form of communication that will continue to increase, as well as career site chat bots and candidate recommendation algorithms.”

 

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