June 26, 2020
Recovery is coming. However, with so many drivers
of change converging at the same time, it’s going to be difficult for
organizations to manage their talent systems. So, it’s
important to determine if your organization is positioned
to get back to business better.
Many of the trends driving change in organizations are not
new. From technology advances that impact job design like increased
automation to gig economies that challenge the traditional concept of a
job to the already present shift to remote
workforces, our world’s organizations were already facing rapid
change. The pandemic merely pressed the fast-forward button on
these.
As we move into recovery, successful
organizations must also fast forward their talent systems and
adapt to get ahead of the trends. The organizations who adapt will come out of recovery stronger.
Below are key strategies that will
assist organizations as they emerge from the effects of the
crisis.
Attract the Best
Attracting the right candidates to your
job openings is often overlooked. Most employers will find
themselves with many more candidates than they had a few months
ago. Leveraging technology to help the right candidates apply, while
discouraging those candidates with a lower likelihood of fit, is
important. In times of high unemployment, it is important to manage
efficiency by helping job seekers evaluate their fit before applying to jobs so
that the candidate pool is comprised of people who have been
introduced to the culture and understand their fit. In the recovery
world, using an attraction tool that communicates concepts like safety culture
and remote job designs will help target the right people.
Measure the “Right Stuff”
Make sure you are measuring "the right
stuff" with assessment content specifically designed for your
organization. Another critically important consideration
as you evaluate talent systems and assessment programs is
how well the assessment targets the specific competencies that are
critical for your specific and unique recovery context. It’s important to
ensure that assessment solutions measure what is important for your
organization’s culture and performance and not just what
the assessment vendor tells you is important.
Your assessment partner also needs
to have a technology platform that allows you to configure solutions that use
only the content that is relevant to your jobs. In addition, custom scoring
will help you make decisions for your organization to specifically
meet the challenges and goals for your talent selection program.
Design an Agile Process
Additionally, because you need to make
these critical hiring decisions with less face-to-face time with
candidates, organizations have to ensure that their hiring systems
are remote capable, but still robust. Technology-enabled tools will
help you structure such a selection process.
For example, video interviews eliminate the
safety hazards of face-to-face interviewing, remove scheduling bottlenecks,
and allow you to leverage artificial intelligence to reduce the time
spent processing a large number of candidates during post-pandemic
rehiring.
For clients who simply are not able to proctor
assessments in testing centers due to health hazards, remote proctoring
technology allows organizations to monitor test takers and identify suspicious
and inappropriate behavior among remote participants.
Enhance Well-Being
With post-COVID-19 budgetary pressures,
it will be difficult to find time and resources to efficiently
support the well-being of your employees. Nonetheless, the
need has never been greater as employees face a myriad of both work-related
and non-work-related challenges through recovery and
beyond. Well-being interventions from hourly through
executive roles will help make sure that your workers return ready to
perform.
Develop New Skills
Job design changes have been thrust upon
organizations due to the pandemic. These changes have put people in
roles that they may not have chosen or may not fit into under normal
circumstances. Effective organizations take the time to develop these
employees and assist in upskilling them so they are able to thrive in
their new job contexts.
As we look to the future of work and the new
labor market, it’s likely that remote work is here to stay more
broadly. However as offices open back up, it’s likely that 50 to
60 percent of these jobs will remain remote in the post-pandemic
workplace.
Some employees will naturally thrive
in this remote workplace. Others will find ways to cope. And others may have
difficulty adjusting to the reduced face-to-face communication. Using
tools to help employees learn about themselves when it comes to their
strengths and areas of development with regard to remote work and
then providing developmental feedback and suggestions about how to work
effectively in this new context could be the key to maintaining and improving
productivity over the years to come.
Ted Kinney, PhD is the VP of Research and
Development for PSI. An Industrial/Organizational psychologist, Dr. Kinney
leads a team of selection experts and developers in the creation and on-going
research into the most efficient and effective selection methodologies and
tools. He is a trusted advisor to many international companies across all
industries. He has particular expertise in behavioral interviewing, turnover
reduction, effective selection strategy, and executive assessment.
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