In a hot talent market, recruiting the most sought-after employees requires creativity – and the newest technologies. From social media channels to bespoke talent pools, there are suggested approaches for targeting skeptical millennials whose skills are highly desirable, and while machine learning offers big promises of personalized and efficient talent screening, we also need to be advised of the pitfalls in the legal and ethical implications of using artificial intelligence (AI) in hiring.
The hiring situation will become even tougher if you cannot also retain and retrain the workforce you have. Employees do not necessarily require ever-more-expensive benefits, though: they are also looking for flexible hours, paid vacation and other perks; reskilling also helps keep employees engaged and loyal. There are many benefits that accrue to companies that work with their employees to improve the talent pool.
Finally, the massive shift to so-called gig work has employers worried about what employment itself will look like in the future. Will organizations lose top talent – and valuable institutional knowledge – as employees choose to come and go? Will they find it increasingly hard to hire emerging leaders as millennials flit between part-time roles? Are we all about to go freelance?Whether you are a CEO, a hiring manager, or a team leader, understanding how the talent market is evolving will help you attract and keep the people you need.
This was the subject brought to AmCham Indonesia’s HR Committee by Bill Johnston, President Director of Mercer Indonesia, and two of his colleagues, Sidhant Thakur and Astrid Suryapranata. They provided an overview on global and regional economic, workforce, compensation and benefit trends at the committee’s kick-off meeting on Feb. 6.
Prior to the meeting all participants were requested to complete a survey, where it was found that there are six main challenges currently faced by organizations: skills gap, talent quality, new competition and rewarding the workforce, rising customer expectations and changes in policies. The survey also revealed many of the points that are considered most relevant in the HR world: the employee value proposition and employee engagement; talent assessment performance management; workforce rewards; wellbeing and flexible benefits; and career development.
The meeting continued with a discussion on how business and HR leaders can work hand-in-hand. This gave the committee a view on how AmCham Indonesia can support those efforts.
If you are interested to know more about the Human Resources Committee and would like to be involved, please contact [email protected] for further info.